**Job Summary** A professional responsible for coordinating Human Resources and Payroll operations, ensuring legal compliance, operational efficiency, proactive risk management, and strategic support to infrastructure departments. The role requires an analytical approach—anticipating labor and organizational risks while maintaining control over the work environment. Must drive HR’s transformation toward a more agile, digital, and business-aligned model—particularly within the dynamic infrastructure sector. **Key Responsibilities** a) Coordinate HR and Payroll processes, ensuring compliance with labor, social security legislation, and internal policies. b) Identify and anticipate labor-related risks, adopting a preventive mindset and proposing mitigation actions. c) Manage urgent demands and high-pressure situations. d) Lead recruitment, development, organizational climate, and performance management initiatives. e) Monitor HR metrics and propose continuous improvements. f) Ensure accurate execution of payroll, hiring, termination, benefits, eSocial, and other statutory obligations. g) Serve as the liaison between operational teams and senior management, ensuring clear and effective communication. h) Propose and implement technological tools, methodologies, and best practices to enhance productivity and business support. i) Modernize HR through digitalization, automation, workflow optimization, and adoption of intelligent tools. j) Develop modern HR policies, procedures, and practices aligned with corporate objectives. k) Support and execute training programs, onboarding, organizational climate initiatives, and performance evaluations. **Technical Requirements** a) Solid experience in HR and Payroll, preferably in infrastructure, civil construction, or heavy logistics sectors. b) In-depth knowledge of labor and social security legislation, including recent updates and common case law. c) Proficiency in payroll routines, labor charges, eSocial, and other ancillary statutory obligations. d) Advanced analytical capability to identify risks and propose practical solutions. e) Advanced Excel skills (pivot tables, formulas, dashboards) and experience with Business Intelligence tools (Power BI or equivalents). f) Experience in data analysis, KPIs, and performance indicators. g) Familiarity with agile tools and methodologies, process automation, and HR systems is desirable. h) Proficiency in TOTVS, particularly HR/Payroll, payroll, time & attendance, and people management modules. **Behavioral Competencies** a) Analytical profile, capable of translating data into strategic decisions. b) Innovative and proactive mindset, skilled at modernizing processes and delivering creative solutions. c) Resilience to operate effectively in high-pressure environments and manage urgent demands. d) Agility and well-calibrated sense of priority. e) Clear and influential communication skills, with ability to present data effectively to diverse audiences.