Summary: Seeking an HR & HSE Manager to build a safe, compliant, high-performance culture by owning the People agenda and Safety & Health system. Highlights: 1. Own the end-to-end People agenda and Safety & Health system 2. Design scalable processes, career plans, and development programs 3. Drive compliance with Brazilian labor law and HSE regulations **HR \& HSE Coordinator (Brazil)** *Build a safe, compliant, high‑performance culture while scaling people processes, careers, and capabilities.* **Location:** Uberaba **Reports to:** Executive leadership **About the role** We’re hiring an HR \& HSE Manager (Brazil) to own the end‑to‑end People agenda and the Safety \& Health (SST/HSE) system. You’ll ensure strict compliance with Brazilian labor law (CLT), eSocial obligations, LGPD privacy rules, and Normas Regulamentadoras (NRs), while you design scalable processes, a Career \& Compensation (CCR) plan, and an Employee \& Leadership Development program that accelerates performance and inclusion. **What you’ll do** **Business Partnership \& Support to Business Needs (NEW)** * Translate the business plan into people \& safety execution: align AOP/quarterly priorities with HR/HSE capacity planning, training, and PGR actions. * Workforce planning \& talent strategy: model headcount and capability needs (build/buy/borrow/redeploy), optimize hiring sprints for ramp‑ups/NPI/shift changes, and ensure quota programs (PCD/Apprentices) are embedded. * Organizational design \& change: partner with leaders on structure, spans/layers, and role clarity; lead change management and manager coaching. * Operational readiness: de‑risk expansions and line changes through pre‑start safety reviews, ergonomic improvements, training matrices, and onboarding that hit time‑to‑productivity targets. * Audit \& customer interface: support client, regulatory, and corporate audits with evidence‑ready documentation (e.g., eSocial, NR programs, training records). * People \& safety analytics: deliver data‑driven insights (turnover, absenteeism, overtime mix, learning coverage, injury leading indicators), recommend corrective actions, and track ROI/impact. * Vendor/partner governance: manage external clinics, training providers, and PPE suppliers for quality, service levels, and cost effectiveness. **HR operations \& compliance** * Lead the full employee lifecycle under CLT—hiring, time \& attendance/OT, vacation, 13th salary, terminations/notice period—in line with collective agreements. * Govern eSocial submissions (e.g., S‑2190/2200 admissions, S‑2299 terminations, payroll events), ensuring on‑time, in‑full accuracy across HRIS and payroll. * Oversee FGTS deposits and termination controls. \[gov.br] * Ensure timely CAT reporting for work accidents (by the next business day; immediate in case of fatality) and alignment with SST records/eSocial. \[CipaE PREV...NOVA NR 05] **HSE (SST) leadership** * Operate the GRO/PGR system (NR‑01\) with a living risk inventory and action plan; report progress to leadership. * Run PCMSO (NR‑07\) in full alignment with PGR (admission/periodic/return/change/termination exams; ASO). * Ensure EPI (NR‑06\) selection, valid CA, issuance traceability, and user training. * Dimension and partner with SESMT (NR‑04\) according to CNAE risk level and headcount. * Chair/partner with CIPA on prevention actions and annual anti‑harassment measures (Law 14\.457/2022\). * Drive Ergonomics (NR‑17\) programs and workplace adaptations. * Maintain Emergency/Fire Safety (NR‑23\) compliance, including drills, signage, and state Fire Department requirements. **Process development** * Map and standardize end‑to‑end HR \& SST processes (SIPOC/BPMN), publish SOPs with SLAs and RACI, and install internal controls/audits (e.g., admissions→eSocial, CAT flow, PCMSO, EPI hand‑over, CIPA routines, emergency drills). **Career \& Compensation Plan (CCR)** * Design the Job Architecture (families, expert/managerial tracks, Jr/Pl/Sr/Lead levels, role descriptions, competencies) and pay bands per family/level. * Define objective criteria for progression/promotion (merit and/or seniority) consistent with CLT Art. 461; implement fair‑pay governance to reduce equal‑pay risk (public homologation no longer required). * Provide inputs to Brazil’s Equal Pay transparency (MTE Portaria 3\.714/2023\), reporting plan existence and access/progression criteria; ensure consistency with eSocial data. **Employee \& Leadership Development Plan (L\&D)** * Build the capability framework \& skills matrix by job family/level; launch the annual training plan covering GRO/PGR (NR‑01\), EPI (NR‑06\), Ergonomics (NR‑17\), Emergency/Fire (NR‑23\), anti‑harassment (Law 14\.457\), and LGPD awareness. * Roll out IDPs for all employees and targeted leadership programs (front‑line safety leadership; fair, data‑driven CCR decisions). **Diversity, inclusion \& legal quotas** * Ensure PCD hiring/retention per Law 8\.213/1991 (Art. 93\) with accessibility and reasonable accommodation. * Ensure Apprenticeship quotas per Law 10\.097/2000 and Decree 9\.579/2018, structuring compliant on‑the‑job learning. **Data privacy (LGPD)** * Govern lawful processing, retention, DSRs, incident response, and vendor oversight for HR systems in line with LGPD and ANPD guidance. **What you’ll bring** * Proven experience leading HR operations in Brazil and SST/HSE systems (GRO/PGR, PCMSO, EPI, CIPA). * Strong command of CLT, eSocial, LGPD, and applicable NRs; comfort translating regulations into pragmatic processes and dashboards. * Hands‑on design of process architecture (SOPs, SLAs, RACI) and internal controls/audits. * Experience building Job Architecture \& Pay Bands and administering promotions/progressions compliant with CLT Art. 461\. * L\&D program design (compliance \+ role‑based) and IDP implementation with measurable outcomes. * Stakeholder management across Operations, Legal/Compliance, Finance, SESMT, CIPA, and unions. * English proficiency for working with international teams. **Success metrics (your KPI dashboard)** **Business‑aligned KPIs** * Time‑to‑hire \& time‑to‑productivity for ramp‑ups/new lines; first‑90‑day retention; overtime ratio; absenteeism trend. * Audit readiness: % of processes with current SOP/RACI; external/internal audit pass rate; customer audit findings closed on time. **Compliance \& HSE** * eSocial OTIF; CAT on‑time %; % PCMSO exams on time; % EPI with valid CA \+ signed receipt; time‑to‑close anti‑harassment reports. * PGR action plan milestone completion; TRIF/severity trend; Emergency drill completion with corrective actions closed within SLA. **CCR \& L\&D** * % roles mapped; % employees with defined track; time‑to‑promotion; internal mobility %; adjusted pay‑gap trend (Equal Pay inputs). * Training coverage for mandatory modules (NR‑01/06/17/23; anti‑harassment; LGPD) ≥ 95%; IDP activation \& on‑time reviews. Job Type: Full\-time Pay: R$7,000\.00 \- R$12,000\.00 per month Work Location: In person
João Silva
Indeed · HR
João Silva
Indeed · HR
