HR Manager

Description

Job Summary: We are seeking a hands-on, tactical, and results-oriented HR Manager to lead HR for a people-intensive operation, ensuring a fully functional employee ecosystem. Key Highlights: 1. Lead HR with a focus on execution and rapid impact 2. Ensure volume and quality in Recruitment and Selection 3. Create a benefits ecosystem that supports the employee's life 360° **Description:** ---------------- For over two decades, Ativa Serviços has been a reference in providing outsourced labor services, serving various sectors across the production chain. If you are punctual, committed, and interested in joining a collaborative environment aligned with continuous learning and effective results—and passionate about improving people’s lives through excellence in service—join our \#LegiaoAzul . We are seeking a hands-on, tactical, and results-oriented HR Manager with strong execution capability and field vision to lead HR for a people-intensive operation. This role plays a central part in ensuring end-to-end functionality of the employee ecosystem (onboarding, maintenance, and offboarding), with real integration with the Payroll Department and Operations, guided by a clear philosophy: well-managed people = well-executed contracts with clients. We seek someone who plans, organizes, monitors, and holds accountability for execution consistently and rhythmically—leveraging data, processes, and technology to improve metrics and reduce friction throughout the employee journey. **Main Responsibilities** * Lead HR with a focus on execution and rapid impact, translating strategic guidelines into consistent routines, cadences, and deliverables. * Recruitment and Selection: ensure volume and quality through a structured process, predictability, and alignment with operational and behavioral profiles. * Monitor probationary periods (30/45/90 days): conduct scheduled check-ins, provide feedback, make timely decisions, and reduce early attrition. * Employee retention: continuously manage workplace climate, leadership routines, cultural alignment, and resolution of performance-affecting issues. * Disciplinary actions: guide and support leaders in applying correct and standardized procedures (documentation, evidence, proportionality, liability reduction). * Separations and offboarding: make swift decisions, follow a clear process, gather learnings via exit reasons/interviews, and feed systemic improvements. * Satisfaction: elevate service quality and internal experience (communication, channels, response time, clarity of rules and rituals). * Employee Ecosystem: create a benefits ecosystem supporting the employee’s and their family’s life 360°. * Metrics management (KPIs): absenteeism, turnover, headcount, time-to-fill, profile adherence, early termination during probation; generate action plans and drive accountability. * Headcount and interface with Operations: support sizing, movements, shift coverage, and replacements with agility. Strong interface with Payroll: ensure seamless “HR * Payroll” workflow (hiring, movements, documents, leaves, planned vacations, separations), avoiding rework and noise. * Technology and continuous improvement: implement/optimize tools, automations, dashboards, and monitoring routines (weekly/monthly cadence), focusing on team productivity and operational quality. **Profile We Seek** * Hands-on + methodical: gets things done, but with process and control. * Tactical, with strong sense of priority and ability to “take ownership.” * Results-oriented: works toward goals and metrics—not intentions. * Integration and partnership with Operations: understands HR must be on the ground and serve execution. * Enjoys technology and data: uses systems to accelerate routines and provide performance visibility. * Clear communication, firm and fair posture (to manage discipline, decisions, and cultural alignment). **Requirements:** ----------------- **Minimum Requirements** * Solid HR generalist experience (minimum 5 years), with strong operational focus (high volume, multiple units/sites, intensive routines). * Practical experience in operational R&S, probationary period monitoring, separation management, and handling disciplinary cases. * Proven ability to work with people-related KPIs (turnover, absenteeism, headcount, time-to-fill, early termination during probation). * Strong articulation with Payroll and Operations, understanding workflows, deadlines, and operational impact. **Preferred Qualifications** * Experience in service outsourcing, facilities, cleaning, security, healthcare, logistics, or environments with high turnover and SLA pressure. * Familiarity with HR/Payroll tools (ATS, time & attendance, internal communication platforms, dashboards/BI, payroll ERP—even if operated by Payroll). * Postgraduate degree/MBA in People Management, Leadership, Culture, Labor Compliance, or related fields.