Human Resources

• Act as a partner to leaders and operations on People Management matters.
• Support decision-making, monitor key metrics, and contribute to the development, retention, and engagement of teams.
• Provide consultative support to leaders and the business units served.
• Monitor people metrics, such as turnover, internal placement, absenteeism, and headcount.
• Support managers with performance, development, conflict resolution, employee movement, and termination matters.
• Identify risks and opportunities related to employee engagement, retention, and team management.
• Support promotion, merit increase, transfer, and internal mobility processes.
• Advise leaders on People Management policies, procedures, and practices.
• Partner with Organizational Development, Payroll and Employee Administration, Recruiting and Selection, and Operations teams.
• Support engagement initiatives, performance reviews, feedback, individual development plans (IDPs), and leadership development.
• Visit business units, maintaining close contact with employees and managers.
• Participate in management meetings, presenting metrics, key risks, and action plans.

Junior Human Resources Analyst – BP

• Provide consultative support to leaders and the business units served
• Track people metrics, including turnover, internal utilization, absenteeism, and headcount
• Support managers with performance, development, conflict, employee movement, and offboarding matters
• Identify risks and opportunities related to team climate, retention, and people management
• Support promotion, merit increase, transfer, and internal mobility processes
• Advise leaders on People Management policies, procedures, and practices
• Partner with Organizational Development, Payroll and Administration, Talent Acquisition, and Operations teams
• Support employee engagement, performance evaluation, feedback, Individual Development Plans (IDPs), and leadership development initiatives
• Visit business units, maintaining close contact with employees and managers
• Participate in management routines, presenting key metrics, major risks, and action plans

Junior Human Resources Analyst

• Monitor daily time and attendance records, addressing inconsistencies, missing punches, overtime, additional pay, absences, and leave of absence records.
• Ensure information is finalized within the deadlines established in the calendar and review and submit data for payroll processing.
• Calculate and monitor time bank credits, debits, and compensation deadlines.
• Provide technical support and guidance to managers and employees on internal policies, legislation, and timekeeping rules.
• Monitor parameters and rules in the time and attendance system, such as ADP, working directly with the support team/vendor to make adjustments and resolve issues.
• Prepare operational analyses and reports on absenteeism, overtime, and timekeeping incidents to support decision-making.
• Support internal audits and inspections, ensuring compliance with labor legislation (CLT and eSocial).

HR Analyst I – Time and Attendance

• Perform operational activities related to benefits administration, including medical, dental, meal voucher, food voucher, transportation voucher, private pension, and other corporate benefits
• Process employee enrollments, terminations, and record changes in supplier systems and portals
• Support employees through tickets, workflows, and other service channels
• Clarify questions and assist in resolving benefits-related requests
• Assist with reviewing invoices, issuing payment slips, managing collections, and preparing benefits reports
• Identify and flag any discrepancies
• Support the processing and monitoring of payments made to suppliers
• Keep the department’s controls, spreadsheets, reports, and KPIs up to date
• Work collaboratively with suppliers and internal departments to ensure deadlines are met and deliverables meet quality standards

HR Operations Analyst – Junior

• Manage end-to-end recruitment processes
• Align position profiles and requirements with requesting departments
• Post job openings across various recruitment channels
• Screen and review resumes
• Conduct competency-based interviews
• Evaluate candidates and prepare assessment reports
• Conduct and monitor high-volume recruitment processes
• Manage and update the candidate database
• Track recruitment metrics and job-opening status
• Communicate and build relationships with candidates
• Liaise with managers and internal departments
• Monitor pre-employment and onboarding steps
• Organize and control recruitment requests and deadlines
• Manage approximately 50 job openings simultaneously

Mid-Level HR Analyst

• Support the G&G BP Manager in executing people initiatives aligned with the business strategy
• Analyze people metrics, such as turnover, engagement, headcount, and absenteeism, and propose recommendations
• Support leaders in performance management, feedback, and talent identification processes
• Lead recruitment processes in partnership with client areas, ensuring SLA compliance and a positive candidate experience
• Support training, development, and organizational culture programs
• Participate in the implementation of change management projects and HR process improvements
• Prepare reports, presentations, and supporting materials for leadership
• Serve as a point of contact for questions and needs from client areas, ensuring smooth HR processes

Senior HR Business Partner Analyst

• Act as a strategic partner and facilitator for leaders, aligning People Management practices with business objectives.
• Serve as an internal HR consultant to leaders, supporting decisions related to people management and organizational development.
• Develop a deep understanding of client areas’ challenges and strategies, proposing HR solutions aligned with business needs.
• Lead and support internal mobility, succession, promotion, and organizational structure processes.
• Support managers and leadership in performance management, feedback, team development, and action plans.
• Analyze people metrics, including turnover, absenteeism, headcount, engagement, and productivity, and propose actions to improve results.
• Address topics related to organizational culture, climate, engagement, and employee experience.
• Support recruitment and selection processes for strategic positions, aligning candidate profiles with business needs.
• Conduct organizational assessments and support transformation, change, and organizational development projects.
• Ensure the application of corporate Human Resources policies and processes.
• Facilitate communication between business areas and HR Centers of Expertise.
• Participate in the development and implementation of initiatives focused on diversity, inclusion, and well-being.
• Support decision-making through people metrics, leadership development, performance management, organizational culture, and talent attraction and retention initiatives.

Human Resources Consultant

• Manage the end-to-end competency assessment cycle, ensuring execution, governance, and engagement among all stakeholders
• Analyze large volumes of data and consolidate information from assessments, generating insights and recommendations to support decision-making
• Translate assessment results into organizational diagnoses, identifying trends, risks, strengths, and development opportunities
• Develop studies, analyses, and executive presentations to support the definition of talent and leadership development strategies
• Lead awareness and communications initiatives on the objectives, methodology, and benefits of the assessment process
• Plan and deliver training for leaders, employees, and partner functions on competency assessment, feedback, and development
• Develop and disseminate best practices related to continuous feedback, development conversations, and Individual Development Plans (IDPs)
• Review and enhance the organization’s competency model, aligning it with the strategy, culture, and expected behaviors
• Support the redesign of competencies, behavioral indicators, and assessment criteria
• Monitor participation, assessment quality, process adherence, and organizational competency development metrics
• Partner with HR Business Partners, leaders, and subject-matter expert functions to turn results into concrete action plans

Senior HR Analyst – Career & Succession

• Strengthen culture, employee engagement, and the work environment through participation in team rituals, integration initiatives, and internal communications
• Support leaders and teams with development and performance management
• Follow up on feedback, understand challenges, and develop solutions and metrics to foster a healthy environment, efficiency, and consistent results
• Conduct interviews during the business assessment stage
• Propose initiatives to create and maintain a candidate pipeline
• Participate in talent attraction fairs and events
• Engage in teams’ daily rituals
• Contribute to the development and implementation of People strategies aligned with the company culture
• Build and facilitate team-building activities
• Support internal communications initiatives
• Drive the adoption of Artificial Intelligence in daily workflows
• Follow up on 1:1 meetings and feedback for teams and leaders
• Listen to leadership needs and work toward problem resolution
• Contribute to the development and implementation of policies that promote a healthy and productive environment
• Support operational efficiency and high-performance initiatives
• Support the development of individual and team metrics and KPIs when needed

Human Resources jobs in Brazil