Job Summary: We are seeking our first HR Business Partner (HRBP) to act as a strategic partner to leadership, transforming the People agenda into a business lever within a high-growth environment. Key Highlights: 1. Act as a strategic partner to leadership in a high-growth environment. 2. Conduct organizational diagnostics and propose clear action plans. 3. Experience building processes from scratch and strong analytical capability. **HR Business Partner \- Caveo** ================================ Caveo \| São Paulo (hybrid model) **Why Caveo?** -------------------- * **The mission is real.** Physicians in Brazil face complex financial lives — multiple income sources, PJ structures, tax obligations — and existing tools were not built for them. Ours was. * **Scale lies ahead.** Brazil has over 500,000 physicians. We are at the beginning of what this platform can become. * **You’ll build here.** Senior engineers at Caveo write code. You’ll have autonomy and be expected to work closely with the most critical systems. * **Growth is the standard.** If you want to build something meaningful, at speed, alongside exceptional people — we’d love to talk. ### **About the Company** **Caveo is the financial platform for physicians in Brazil.** We’re growing fast and building from scratch. What you do here will enable thousands of physicians to focus on what matters most: **caring for people.** **Join Caveo!** Learn more: * Official Website * Instagram * LinkedIn \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ **About the Role:** -------------------- We’re looking for our **first HRBP for the People function**, to act as a strategic partner to leadership, helping transform the People agenda into a true business lever. This role is ideal for someone who thrives in an unstructured environment, sees opportunity where others see noise, and balances speed with consistency. You’ll work across all organizational levels — from junior team members to C-level executives. **Your Responsibilities:** ------------------------- * Act as a strategic partner to leadership, supporting decisions related to structure, performance, development, and people management * Support leadership development (especially junior leaders), enhancing maturity in management, feedback, accountability, and decision-making * Conduct organizational diagnostics (e.g., climate, performance, structure, recurring conflicts, misalignments) and propose clear action plans * Support managers in navigating difficult conversations, terminations, restructuring, and conflict mediation * Design and strengthen performance, feedback, and development cycles * Support re-onboarding initiatives and cultural alignment across departments * Bring an analytical lens to the People agenda, using data to inform decisions (e.g., turnover, performance, engagement, movements, etc.) * Collaborate closely with Talent Acquisition and other People functions * Adopt a hands-on approach when needed, without losing strategic perspective **What We’re Looking For:** ------------------- * Proven experience as a Senior HRBP in startups or high-growth companies * Experience operating in low-structure environments, building processes from scratch * Experience supporting leadership on complex topics (e.g., conflicts, low performance, reorganizations, sensitive terminations) * Strong influence and ability to position effectively with senior leadership and C-level executives * Experience managing performance cycles, succession planning, and leadership development * Strong analytical capability and experience using data to drive decisions * Emotional maturity, firm posture, and ability to navigate tense scenarios * Owner mindset: anticipates problems rather than waiting for requests **Requirements** -------------- * Bachelor’s degree in **Psychology** * Solid HR experience, with significant track record as an **HR Business Partner in high-growth environments** * Excellent communication skills, firm positioning, and influencing ability * Hands-on mindset, sense of urgency, and accountability * Strong analytical capability and familiarity with **People metrics (e.g., turnover, performance, engagement, headcount, movements, etc.)**