• Lead and manage the recruitment strategies and processes for our operation in Brazil. Main responsibilities are related to attract, identify, and hire top talent to support the company's growth and success. Work closely with senior leadership and various departments to understand staffing needs and develop effective recruitment plans.• Lead, mentor, and manage the talent acquisition team, ensuring high performance and alignment with company goals.• Continuously improve recruitment processes and systems to enhance efficiency and candidate experience.• Analyze recruitment metrics and data to make informed decisions and adjustments to the talent acquisition strategy.• Ensure all recruitment practices comply with local labor laws and regulations.• Oversee the talent acquisition budget, ensuring optimal use of resources.

• Oversee various aspects of the recruitment process to ensure effectiveness, accuracy, and strategic decision-making. Definition and monitoring relevant KPIs for talent acquisition, such as time-to-fill, cost-per-hire, quality of hire, and diversity metrics. Regularly analyze KPI data to identify trends, strengths, and areas for improvement in the hiring process.• Implement and maintain robust data collection processes to ensure accurate and consistent information throughout the recruitment lifecycle. Develop comprehensive and customized reports to track and communicate recruitment performance to key stakeholders.• Conduct regular audits to identify and rectify data discrepancies or errors.• Train and educate staff involved in talent acquisition on data entry standards and best practices.• Collaborate with other departments to align talent acquisition insights with overall business objectives.• Foster a culture of continuous improvement by using insights to implement changes that enhance the efficiency and effectiveness of the talent acquisition process.• Utilize reporting tools and dashboards to provide real-time visibility into the status of open positions, candidate pipelines, and other relevant metrics.• Tailor reports to address the specific needs of different stakeholders, such as hiring managers, HR leaders, and executives.• Establish strong partnerships with group leaders and global recruitment teams.• Budget management.

• Management of recruitment and hiring process for whole company and all areas (leadership, corporate functions, core business and operations), ensuring end-to-end effectiveness, governance and quality/time standards, including external and internal recruitment, in addition to pro-active sourcings, market mapping. • Responsible for recruitment process for leadership positions (managers and directors), including job specifications in alignment with business needs, defining search strategy, hunting/mapping, interviews, recommendation of candidates for further consideration, negotiation, and monitoring of candidates' admission and onboarding stages. • Develop strategic recruiting plans and creative sourcing strategies.• Establish strong partnerships with group leaders and global recruitment teams.• Lead Talent Acquisition projects and initiatives.• Maintain recruitment data integrity and provide insightful metrics.• Enhance recruitment processes and candidate coordination efforts.

• Executive search focused on identifying, attracting, and hiring top-level executives for leadership roles within an organization, includes positions such as CEOs, CFOs, COOs, and other high-ranking executives playing a critical role, especially in industries such as agribusiness, mining, automotive, real estate, diversified manufacturing, consumer goods, among others. • Extensive professional network and relationships to identify and approach potential candidates as well as market mapping.• Tailored search strategies to the unique requirements of the position. This includes a combination of targeted research, networking, and direct outreach to potential candidates.

• Recruiting for middle management positions in finance and administrative areas, involving targeted and strategic approach to identify candidates with the right blend of financial expertise, managerial skills, and administrative acumen in markets such as FMCG, pharmaceuticals and professional services clients.• End-to-end recruitment lifecycle: job analysis and profile alignment; market research, screening, interviewing and shortlisting candidates; reference checks; negotiation and offer management.

• Recruiting for engineering and operations middle management positions, involving targeted and strategic approach to identify candidates with a strong technical background, leadership skills, and a deep understanding of the specific industry and operational processes.• End-to-end recruitment lifecycle: job analysis and profile alignment; market research, screening, interviewing and shortlisting candidates; reference checks; negotiation and offer management.