* We are seeking an HR Coordinator focused on the following areas: 1. Designing Training Pathways (TD) – Teaching Academy. This activity is strategic and aims to align employee competencies with organizational objectives. Training Needs Analysis: Conduct Training Needs Assessments (TNA) to identify competency gaps across different departments or hierarchical levels. Pathway Design: Create a structured learning pathway (the "Pathway") detailing which trainings, workshops, or mentoring sessions an employee must complete to advance in their career or assume a new role (e.g., consultant development pathway within the organization’s operational system). Content Selection: Select or develop appropriate training content, delivery methods (in-person, online), and tools. Budget Management: Manage the TD budget, including negotiations with external vendors when necessary. 2. Onboarding for New Employees. Ensuring effective integration is vital for retaining and engaging newly hired staff. Planning and Execution: Design an onboarding program that goes beyond document handover, incorporating introductions to company culture, values, and history. Cross-Departmental Coordination: Collaborate with leaders and teams to ensure new employees receive all necessary resources (equipment, system access, information) and instructions. Initial Follow-Up: Monitor the new employee’s experience during the first weeks/months, collect feedback, and refine the process to ensure rapid integration and productivity. 3. Monitoring Training Pathways (Performance and Development Management). Ensure development plans are implemented and yield tangible results. Learning Management: Track employee participation and progress in training pathways using Learning Management Systems (LMS). Career Management: Serve as an internal consultant, advising leaders and employees on optimal use of pathways for individual development and succession planning. 4. Recruitment and Selection (R&S) Processes. Responsible for attracting top talent aligned with company culture and business needs. Profile Alignment: Meet with department managers to thoroughly understand the ideal candidate profile for each vacancy (hard and soft skills). Sourcing Strategy: Identify the most effective recruitment sources (internal and external), platforms, and talent attraction methods. Process Management: Coordinate all R&S stages (screening, interviews, assessments, group exercises, feedback), ensuring an optimal candidate experience (Employer Branding). Closing: Lead the offer process, salary negotiation (in collaboration with Compensation), and initial hiring documentation, ensuring full compliance with labor legislation.