People Consultant II – HR Business Partner

Responsibilities

• Act as a strategic partner to business leaders, supporting decision-making related to people management, culture, organizational structure and performance;
• Influence the People strategic agenda by connecting business needs to HR solutions, with a systemic view and focus on value generation;
• Conduct organizational diagnostics and propose solutions for topics such as organizational design, succession, leadership development, climate, engagement and change management;
• Work in an integrated way with specialist areas (Organizational Development, Compensation, Talent Acquisition, Culture, Diversity, among others), ensuring implementation of solutions aligned with business needs;
• Support leaders in team management, talent development, performance management, internal movements and succession planning;
• Use people metrics and data analyses (People Analytics) to identify trends, anticipate risks and inform strategic decisions;
• Act as an agent of cultural transformation, promoting leadership evolution, strengthening organizational culture and disseminating people management best practices;
• Lead strategic People projects with a cross‑functional interface and a high level of autonomy, influencing stakeholders at different hierarchical levels;
• Ensure governance of the People processes under your responsibility, guaranteeing consistency, compliance and alignment with corporate guidelines;
• Serve as a technical reference for the Business Partners team, sharing knowledge, supporting complex discussions and contributing to the area’s development.

Requirements

• Bachelor’s degree in Business Administration, Psychology, Engineering, Economics or related fields;
• Postgraduate degree or specialization in People Management, Business or related areas is desirable;
• Solid experience as an HR Business Partner in complex corporate environments, working with senior leaders and executives;
• Experience in organizational development, performance management, succession, organizational structure, change management and culture;
• Ability to influence stakeholders, lead strategic discussions and operate with a high degree of autonomy;
• Strong analytical skills, business acumen and experience using people metrics to support decision‑making;
• Advanced English will be considered a differential.

Hard Skills

• People Management
• Organizational Design
• Performance Management
• Succession Planning
• Data Analysis
• Business Acumen
• Leadership Development
• Cultural Transformation
• Talent Development
• Organizational Structure

Soft Skills

• Influencing Skills
• Autonomy
• Team Management
• Strategic Discussion Leadership
• Communication

Certifications & Qualifications

• Bachelor’s Degree
• Postgraduate Degree in People Management