Director, Business HR

The team you will be a part of

The Business HR team integrates Human Resources strategies with business ensuring effective results. Reporting directly to the VP, HR Business Partner for the Latin America Region Business, this Director acts as strategic partner of senior leaders (VPs) managing talent strategy, organizational design and culture.

This role in summary

This role is responsible for defining the Brazil talent vision, influencing business decisions through the lens of people, leadership, and culture, and managing enterprise risks related to talent and organizational health. As Confidencial (Apenas para Cadastrados) continues to evolve as an organization, the HR Director will be a key architect in ensuring our people strategy aligns with our business mission of making the everyday extraordinary.

Your responsibilities will include

• Ensures the People strategy is a foundational driver of business success and competitive advantage. Holds primary accountability for the definition, articulation, and defense of the human capital strategy.

• Translates talent philosophy into consistent, high-impact organizational processes resulting in strategic talent management and annual cycle execution.

• Utilizes deep talent and organizational effectiveness knowledge to act as a coach to the organization, building capability to enable an Agile Organization, Great People, and a Winning Culture.

• Facilitates annual organization planning, salary & fringe profit planning in alignment with corporate and regional timelines.

• Risk Management and Organizational Health: Monitors and manages enterprise risks related to talent, compliance, engagement, and culture at scale, ensuring long-term workforce sustainability and organizational health.

• Partners with Talent Acquisition on sourcing strategies and execution needed to address key talent gaps (e.g., critical leadership roles, market mapping for succession, and leadership pipeline programs).

• Partners with Learning & Development on the execution of programs associated with leadership development, people leader effectiveness, onboarding, and mentoring.

• Enables strategic talent management practices such as early identification, understanding employee motivators, career acceleration assignments, and reward/recognition.

• Oversees the design and transformation of the organizational structure across global or multiple business units, ensuring maximum efficiency, agility, and alignment with companies’ strategy .

• Leads and develops the HR leadership team (Senior Managers), ensuring the People function operates as a high-performing business partner across the entire organization.

• Acts in Organizational Culture, with the executive responsibility of ensuring it becomes a sustainable competitive advantage. This role demands an active effort to adapt and localize the core company values, ensuring a cultural fit with the country's specific nuances and practices.

Minimum requirements

• Bachelor's degree

• Ability to work full time out of the São Paulo Office

• 10+ years of evolving responsibility within HR functions, including tenure as a strategic HRBP

• 5+ years people leadership in complex projects, programs, and multi year initiatives.

• Proven success demonstrating a high degree of autonomy and the ability to drive 'hands-on' strategic execution within a complex matrix.

• Deep understanding of Brazil labor market and Latin America regional dynamics.

• Demonstrated ability to navigate a global matrix model, collaborating across regional lines and with corporate Centers of Excellence (CoEs).

• Fluency in Portuguese and English.

Preferred skills and experiences

• Workforce Planning & Budgeting: Advanced ability to manage the global or large-scale HR budget, conduct long-term workforce planning, and forecast people costs (compensation, benefits, training).

• Matrix Navigation & Influence: Ability to navigate, lead, and drive results within complex, large-scale matrix organization. Capacity to make strategic decisions and provide clear direction in highly ambiguous, fast-paced, and politically sensitive environments.

• Global relationships: Establishing strong working relationships globally and articulates regional needs to the ensuring HR programs are effectively deployed and settling priorities.

• Executive Communication & Public Speaking: Leading organizational narratives and influencing critical stakeholders.

• Change & Continuous improvement: Lead organizational change by engaging stakeholders, assessing readiness and enabling smooth transitions.

• Business Acumen: Understands and apply relevant knowledge of the business strategy in talent and organizational decisions.

• Data Judgment: Critically analyses and interprets complex data to generate insights and actionable goals.