HR Sr. Supervisor (Commercial & Shared Services)

Confidential; São Bernardo do Campo; Vor Ort; BRL 180.000 - 240.000; Vollzeit

Zusammenfassung

Confidential in São Bernardo do Campo, Brazil seeks a Strategic HR Business Partner to align people strategy with growth, profitability, and customer experience objectives. You will partner with Commercial and Shared Services, shaping organizational design, leadership, and talent management.

You will lead performance management, IDPs, succession planning, learning programs, and engagement initiatives, while guiding acquisitions integrations and HR processes.

Qualifikationen

• Bachelor's degree in a relevant field.
• 8 years of experience in a similar HR leadership role.
• Experience with HRIS platforms.
• Proficient in Excel and Power BI.
• Strong knowledge of labor laws and employment regulations.
• Understanding of DEI concepts and organizational culture.
• Experience with acquisitions and post-merger HR integration.

Aufgaben

• Act as strategic partner to Commercial and Shared Services, aligning people strategy with business objectives.
• Lead talent management, succession planning, and IDP development.
• Drive organizational effectiveness through design, reviews, and workforce planning.
• Oversee learning and development, onboarding, and program execution.
• Champion employee engagement and culture initiatives.
• Coordinate HR, Talent, and Culture integration in acquisitions.
• Provide guidance on employee relations and policy adherence.

Kenntnisse

Talent management

Organizational design

Performance management

Succession planning

Employee engagement

DEI concepts

Acquisition integration

Leadership coaching

Ausbildung

Bachelor's degree in Psychology, Business Administration, Human Resources, Industrial Relations, or related field

Tools

HRIS platforms

Excel

Power BI

Jobbeschreibung

Act as a strategic business partner to the Commercial and Shared Services functions, aligning the people strategy with business objectives related to growth, profitability, customer experience, and operational excellence. Lead talent management, organizational development, performance management, succession planning, and cultural transformation initiatives that drive business results and strengthen organizational capabilities.

Strategic Business Partner

• Advise functional and commercial leaders on organizational design, team effectiveness, leadership, and talent management decisions.
• Identify organizational risks related to leadership, succession, retention, and operational capability, and recommend mitigation plans.
• Translate business strategy into People priorities and initiatives.

Organizational Effectiveness

• Facilitate organizational reviews to identify opportunities for simplification, role clarity, and resource optimization, with a focus on Commercial Sales roles.
• Participate in workforce planning processes to anticipate future talent and capability needs.
• Support the design of organizational structures and role profiles required to achieve business growth objectives.

Talent Management

• Lead the implementation of performance management processes for the functions under their responsibility.
• Monitor and ensure the quality and effectiveness of Individual Development Plans (IDPs), driving execution and alignment with performance outcomes.
• Facilitate Talent Review and Succession Planning discussions with business leaders.

Learning & Development

• Execute the annual training and development plan.
• Coordinate development programs and learning initiatives, including onboarding processes.

Employee Engagement & Organizational Culture

• Lead employee engagement and employee experience initiatives.
• Implement action plans derived from engagement survey results and monitor workplace climate indicators.
• Deploy diversity, equity, and inclusion initiatives aligned with the regional strategy.

Talent & Culture Processes in Acquisitions

• Coordinate and execute HR, Talent, and Culture integration activities during acquisition processes in alignment with the regional integration playbook.
• Ensure newly acquired teams are successfully integrated into Talent & Culture processes, programs, and practices.

Employee Relations

• Manage individual employee relations matters within assigned business areas.
• Conduct and facilitate internal investigations related to conduct, policy, or employee relations concerns.
• Provide guidance to leaders to ensure the consistent application of company policies and procedures.

Requirements

• Bachelor’s Degree in Psychology, Business Administration, Human Resources, Industrial Relations, or a related field.
• Previous experience (years): 8 years of experience in a similar role.
• Technical knowledge:

Talent assessment methodologies and techniques.

Learning and talent development methodologies.

Understanding of performance management processes and development planning.

Knowledge of organizational culture, employee engagement, and Diversity, Equity & Inclusion (DEI) concepts.

Understanding of basic HR processes during acquisitions, including integration, onboarding, and documentation alignment.

Experience with HRIS platforms.

Intermediate to advanced proficiency in Excel and reporting tools (Power BI).

Knowledge of labor laws and employment regulations.