People Operations

• Lead end-to-end recruitment and selection processes, from profile alignment through the offer stage
• Support the execution of Performance Management cycles, including reviews, goal setting, feedback, and tracking of each stage
• Support Training & Development initiatives, contributing to the design and management of learning paths
• Administer training programs and content in the LMS, including publishing and tracking SCORM content
• Execute and monitor HR routines, supporting employee movements, controls, systems, and other processes related to the employee journey
• Monitor Recruitment & Selection, Performance, and Development metrics, supporting analyses and identifying opportunities for improvement
• Participate in the design and execution of Culture and Engagement projects, supporting initiatives that strengthen the employee experience, connection to the company culture, and sense of belonging
• Lead new-hire onboarding, providing a welcoming experience aligned with the company culture
• Explore and apply Artificial Intelligence, automation, and new technologies to optimize processes, generate insights, and support various People & Culture initiatives

People & Culture Analyst – Mid-Level

• Administer HR tools and systems;
• Consolidate data from multiple sources for productivity analyses;
• Create dashboards and management reports;
• Support employee data management in HR systems.

People Analytics Intern

• Develop applications in Power Apps
• Create automated workflows in Power Automate
• Support the team on current projects
• Prepare technical documentation and development assumptions
• Liaise with key users
• Lead projects
• Report to the Business Intelligence Coordinator

Junior Power Apps Analyst – Affirmative Action Position for People with Disabilities

• Lead and oversee the end-to-end payroll process, ensuring calculation accuracy, reviews, closing, and compliance with deadlines
• Calculate and oversee the payment of employment-related taxes and social security contributions
• Manage hiring, employee changes, vacation, leave of absence, and termination processes
• Ensure the accurate submission and tracking of information in eSocial and other statutory filings
• Administer and oversee benefits-related processes
• Perform reviews and reconciliations related to payroll, vacation and 13th-month salary provisions, and integrations with Accounting and Finance
• Provide employee support and respond to questions related to payroll, vacation, benefits, terminations, and other People Administration topics
• Support audits, inspections, and labor-related matters
• Monitor changes in labor and social security legislation and assess their impact on internal processes
• Work with payroll, benefits, and other People Administration vendors and partners
• Prepare reports and analyses related to the department’s processes
• Identify opportunities to improve, standardize, and automate processes
• Support the implementation, configuration, or enhancement of payroll and people management systems
• Serve as a technical subject-matter expert for People Administration processes

Senior People Operations Analyst

• Work in the People Administration area
• Execute and review hiring and onboarding processes
• Enter, review, and validate payroll data, ensuring information accuracy
• Administer employee benefits, including enrollments, terminations, and coordination with providers
• Monitor and manage vacations, leave of absence, and other leaves
• Address employee questions regarding payroll calculations, including vacation pay, terminations, social security contributions, and other compensation items
• Provide technical support for matters arising from labor proceedings
• Ensure compliance with labor and social security legislation, as well as the company’s internal policies
• Prepare area reports, KPIs, and controls to support decision-making
• Identify improvement opportunities and propose automation and optimization of People Administration processes
• Participate in payroll and timekeeping system implementation or improvement projects

People Administration Analyst I

• Design and implement initiatives to strengthen the innovation culture, including learning paths, training sessions, lectures, workshops, events, and awareness-raising activities
• Structure, mobilize, and monitor the Ambassador Network and innovation communities
• Foster participant development, knowledge exchange, and the dissemination of the innovation culture
• Lead intrapreneurship programs and idea-generation initiatives, from employee engagement through the qualification, prioritization, and development of proposals
• Identify and qualify strategic and operational challenges
• Support business areas in developing solutions to improve processes, products, services, and experiences
• Apply Design Thinking and Service Design to develop journeys, value propositions, flows, prototypes, and solutions
• Plan and facilitate discovery, co-creation, ideation, prioritization, prototyping, and validation workshops
• Plan and monitor experiments, proofs of concept, pilot projects, and MVPs by defining hypotheses, success criteria, metrics, and learning cycles
• Manage innovation projects and initiatives end to end, monitoring timelines, deliverables, risks, metrics, outcomes, and strategic alignment
• Prepare presentations, dashboards, and executive reports to support management, governance, and decision-making
• Coordinate business areas, leaders, and internal and external partners
• Mediate interests and support the resolution of conflicts and obstacles
• Support the implementation and scaling of validated solutions, monitoring their transition to the responsible areas
• Document and disseminate results, learnings, methodologies, and best practices, contributing to knowledge management and the advancement of the cooperative’s innovation maturity

Innovation Culture Analyst III

• Lead end-to-end recruitment and selection processes
• Partner with managers to define the technical and behavioral requirements for positions
• Develop and implement talent attraction strategies
• Manage internship and apprenticeship programs
• Monitor recruitment and selection metrics
• Support training, development, and performance evaluation programs
• Identify training needs with leadership teams
• Plan and implement onboarding activities for new employees
• Plan and coordinate internal events, engagement activities, and corporate initiatives
• Manage vendors, contracts, materials, gifts, venues, and event logistics
• Support employee engagement surveys and initiatives to strengthen culture and the employee experience
• Contribute to the improvement, automation, and digitalization of People and Culture processes
• Prepare, monitor, and analyze departmental metrics and reports
• Support the budgeting of People and Culture initiatives
• Prepare announcements, presentations, and corporate materials
• Advise managers and employees on People Management processes and policies
• Ensure compliance with labor legislation and data protection guidelines
• Safeguard the confidentiality of information

People and Culture Analyst – Mid-Level

• Provide service and support to employees and People Management professionals
• Operate processes related to onboarding, timekeeping, vacation, termination, payroll, social security charges, eSocial, and payroll accounting reconciliation
• Contribute to the continuous improvement of processes within the area of responsibility

People Management and Culture Services Analyst, Mid-Level – Preferably for Black professionals

• Provide service and support to employees and People Management professionals
• Handle the administration of onboarding, timekeeping, vacation, termination, payroll, social security charges, eSocial, and payroll accounting reconciliation
• Contribute to the continuous improvement of processes related to the area

People and Culture Management Services Analyst, Mid-Level – Preferably for Black professionals

• Conduct organizational diagnostics and mapping
• Support internal mobility processes
• Develop analyses related to people management and business needs
• Participate in organizational climate and engagement initiatives
• Help connect operational demands with Human Resources processes
• Support strategic HRN initiatives and projects
• Act as an internal partner to the supported departments, identifying opportunities and supporting the implementation of People Management solutions
• Act as a consultative partner to operational leaders
• Turn data and metrics into effective people management actions
• Connect HR strategies to operational results

People Operations jobs in Brazil