As THE leader in transit technology, Clever Devices' vision is to make meaningful contributions to worldwide mobility. Our goal is to be the leading provider of exciting technology that improves the quality of mobility in communities around the world. We are continuing to grow globally, and are expanding our operations in Brazil, specifically in the Sao Paolo region. We are looking for a Human Resources Manager to help support our growing Brazilian team. The Human Resources Manager, with support from HR leadership, is responsible for employee related initiatives at Clever Devices de Brazil, including recruiting, talent development and retention strategies. The Manager will be a key driver in helping us establish a more robust and structured base of operations in the Sao Paolo region, with an eye on further expansion within the Latin and South American markets. While this person will be an individual contributor and main point of contact for all Brazilian employees, they will also e a strategic partner and work on organization-wide projects in conjunction with the US based Human Resources team. This position must be based in the Sao Paolo region and the candidate must have the ability to travel to various sites throughout Sao Paolo up to 40% of the time. Travel to the US at certain points in time may also be required, but not frequent. Primary Responsibilities: Collaborate to maintain a strong, effective, and respected Human Resources organization that provides clear and thorough support and guidance in attaining the Company's growth agenda. HR must be proactive and viewed by clients at all levels to be confident, strategic, and committed to the Company's objectives. It is critical that HR is supportive of all employees and is client-focused/driven team. Become a trusted, valued coach and advisor to senior management on people issues, providing counsel and guidance on engagement, organizational effectiveness, communications, remuneration, and retention strategies and organizational design. Build strong relationships and alignment with senior management. Counsel managers and employees through performance management, talent identification, and succession planning processes. Continue to develop and strengthen the Company's talent management approaches, based on best practices, core competencies and Company culture. Develop and lead a competency-based approach to performance management, including alignment of Company goals, performance objectives, assessment, and appraisal, individual development, and training. Lead succession planning and talent assessment activities, to ensure a continuous pipeline of future leaders to meet Company growth. Oversee and lead robust training and development solutions to build individual and organizational capability and effectiveness. Oversee new and existing executive and broad-based compensation and benefit programs, policies and procedures to attract, retain, motivate and reward a diverse team. Ensure current and new programs align with and support the Company's mission, vision and value strategy. Provide thought leadership and creativity as the organization seeks to leverage technology to simplify, streamline and provide clear communications to candidates and colleagues. Participate in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people. Coordinate company equal opportunity programs and compliance requirements to achieve goals. Works with the SVP of HR, Director, HRBP and Staff Counsel to ensure policies, procedures, compliance and manage immigration plans. Assist in organizing and running company culture events, drafting and distributing internal communications and researching and implementing new ways to improve and promote the culture of the organization. Assist in on-site interviews, onboarding of new hires (full time and Temps) and performing exit interviews for departing employees. Act as point-of-contact between Brazil and US Human Resources Operations. Fluency in English is required. Travel to other Sao Paolo based sites (40%). Travel to the US as needed (5%). Qualifications Minimum of 7 years experience in a corporate Human Resources setting with 2 years experience as a liaison to US operations.. Thorough understanding of local and federal employment law and common HR practices for Brazil (Sao Paolo) labor market. Fluency in English required. Business experience outside of human resources (e.g. in management consulting) plus. Experience providing full Human Resources support (talent acquisition, coaching and mentoring, policy administration, benefits support, etc…) required. Bachelor's degree required. MBA or MS in Human Resources a plus. Ability to travel to the US as needed. Deep understanding of core, generalist HR disciplines of talent management and organizational development. Experience advising on compensation, benefits and employee relations issues required. Demonstrated experience in successful implementation of corporate-wide programs and solutions. Experience in Talent Acquisition, including sourcing, interviewing and on-boarding for both non-exempt and exempt positions. Demonstrated experience in building high performing and highly motivated teams. Keen business acumen and solid understanding of best practices within Human Resources. Superior communication skills, written and oral (Portuguese and English). Able to articulate and present ideas clearly and persuasively to all levels of the organization, including the C-Suite. Track record using data to drive decisions. Must be analytical and detail orientation. Thoughtful and reflective, yet pragmatic at getting things done. Demonstrated history of developing and strengthening relationship throughout the organization. Ability to influence others and drive outcomes through collaboration. An individual with the highest levels of ethics and integrity, and a strong employee advocate. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice based on business need.
