1\. Strategic partnership with leadership * Advise commercial managers, after-sales managers, and supervisors on people management decisions: organizational climate, performance, engagement, and separations. * Participate in business routines (commercial meetings, unit performance indicator analysis) to align HR topics with operational outcomes. 2\. People development * Identify competency gaps and design development pathways aligned with luxury-service standards, technical expertise, and leadership capabilities. * Facilitate onboarding programs, mentoring, and individual assessments (360º, DISC, PDP). * Lead succession planning and talent pipeline development, especially for critical positions (unit managers, sales heads, after-sales heads). 3\. Performance management * Lead the Performance Evaluation and OKR cycles across units. * Support leaders in delivering structured feedback, Performance Development Plans (PDP), and corrective action plans. * Cross-analyze performance data with turnover, absenteeism, and satisfaction metrics to generate predictive diagnostics. 4\. Climate and culture * Conduct climate surveys, analyze team pulse, and propose localized action plans. * Strengthen the culture of excellence in service — a core value in the premium segment — by aligning recognition practices and internal communication. 5\. Attraction and retention * Participate in the selection process for key positions, ensuring cultural fit and alignment with luxury-service profiles. * Analyze voluntary turnover rates by unit/position and propose retention strategies (customized benefits, career path plans, recognition initiatives). 6\. Operational HR with analytical insight * Ensure labor compliance and adherence to corporate policies across units. * Maintain and analyze HR dashboards (headcount, training hours, promotion rate, etc.) to generate actionable insights.
João Silva
Indeed · HR
João Silva
Indeed · HR
