Responsible for the alignment of the company's HR processes and procedures to the company's strategy and the group compliance rules. Turns strategies into actionable plans and works closely with Business Leadership to ensure a sustainable operation in Brazil. Responsible for building and implementing HR policies, programs, and processes to support the needs of the business.Responsible for HR and EHS areas in 2 different operational plants, São Paulo – SP and Anápolis – GO.Responsible for ramping up a plant in Anápolis, hiring, onboarding, and training more than 300 Technical and Operational people including all its Leadership team. Develops new HR suppliers and partners for the business.Meanwhile, responsible for the demobilization and closing of one of the factories of São Paulo, composed of around 300 employees, taking care of all HR actions required such as communication, terminations, union relations, HR and EHS suppliers ́ contracts terminations.Supports the restructuring of Back Office areas as Finance, HR, Purchase, IT and Sales of the company.Leads employee relations efforts; provides guidelines and professional Human Resources advice to management, emphasizes fair treatment of employees and their optimal contribution of to the organization’s successProvides leadership and direction on key functional areas including Reward, Talent and OD, Payroll, Benefits, Employee and Union Relations for each business unit.Ensures compliance with (i) legal requirements with the support of legal counsels, enforcing adherence to requirements and advising Leadership on needed actions; and (ii) Safety and Environmental requirements, controlling plans, procedures and licenses.Works with operational Leadership to ensure effective implementation of EHS processes and systems. Leads the EHS strategy to improve safety performance, reduce accident, injury and illness incident rates.

Acts as a solution partner and architect with the business line lead in all areas concerning the business recovery strategy, undertaking strategic projects where necessary in addition to the general partnering support required Lead employee relations efforts; provide guidelines and professional Human Resources advice to management when addressing any employment issues; ensure employees are treated fairly and are positioned to best contribute to the organization’s success Provides leadership and direction on key functional areas including Reward, Talent and OD, Payroll, Benefits, Employee and Union Relations for the business unit being supported. Responsible for building HR policies, programs and processes.

Providing strategic HR support, aligned with the Lead Business Partner to the assigned group/s. Responsible for diagnosing business requirements, developing and executing a human capital strategy for the assigned group. Working both strategically and hands-on as needed to deliver results for the business/functional groups. Also representing the broader, enterprise-wise philosophy and strategy to the business ensuring appropriate alignment. Responsible for the start up of two new businesses. Building Management and Technical Teams to develop the business. Ensuring consistency in the administration of HR guidelines and practices by coaching/advising management on effective ways to handle employee relations, performance management, employee engagement, reward and recognition and disciplinary issues. Being a proactive partner with functional leaders to develop and maintain a healthy, productive, legally compliant work environment. Providing day-to-day HR support by coordinating and allocating resources and drive execution of various corporate and/or regional initiatives (e.g., leadership planning process, benefits and salary administration, performance management). Implementing strategies designed to drive and support the business goals. Partner with Human Resources Centers of Excellence including but not limited to, recruitment and retention, staffing and orientation, compensation planning, training and development, employee coaching/counseling/performance management, and assisting in the development of succession planning. Ability to handle Employee Relations issues end to end; conduct investigations and make sound recommendations. Partner with legal counsel on employment claims not limited to discrimination and harassment by conducting internal investigations, reviewing documentary evidence, interviewing witnesses, etc. Providing local guidance on legal compliance, compensation and benefits matters.