KFC Brasil

Recruitment

• Conduct end-to-end recruitment processes for operational, administrative and leadership positions.
• Manage vacancies for the São Paulo region, ensuring demands are met within SLA and with high quality.
• Work on high-volume hiring processes, organizing priorities and ensuring speed in hires without compromising quality.
• Align candidate profiles with hiring managers, understanding operational needs and defining attraction strategies tailored to the role.
• Develop recruitment strategies for hard-to-fill roles, using alternatives beyond traditional sourcing channels.
• Act consultatively with client areas, proposing solutions for internal movements, talent utilization and employee transfers, always aligned with business needs.
• Conduct regular vacancy follow-up meetings to define priorities, action plans and strategies to meet operational demands.
• Hold a weekly agenda with critical stores, monitoring indicators, hiring challenges and defining actions to reduce open positions.
• Monitor recruitment metrics.
• Drive continuous improvement of processes, proposing automations, standardizations and opportunities for efficiency gains.
• Ensure a positive experience for candidates and hiring managers throughout all stages of the recruitment process.

Recruitment and Selection Analyst – Mid-level

Project Manager

• Develop and analyze test fits for new commercial locations, evaluating layout, operational flows and space optimization.
• Assess the technical and architectural feasibility of new properties and renovation projects.
• Ensure compliance with KFC brand standards, applicable legislation and technical regulations.
• Interface with internal teams (Expansion, Operations, Construction, Facilities and Finance) to align project technical requirements.
• Support decision-making on store openings by presenting studies, drawings and technical analyses.
• Monitor layout adjustments according to operational needs and property constraints.
• Collaborate with architects, engineers, suppliers and external consultants.
• Contribute to the standardization of layouts and continuous improvement of store models.
• Support cost, schedule and technical impact analyses related to projects.

Senior Project Analyst

Human Resources

• Serve as a strategic partner to Operations (Field) leadership and Corporate areas, supporting decision-making on all people-related matters.
• Translate business needs into HR strategies and plans aligned with the company’s objectives.
• Support managers in organizational design, internal movements, promotions, succession planning and talent development.
• Conduct regular meetings with leaders to review people metrics and define action plans.
• Monitor metrics such as turnover, absenteeism, headcount, time-to-hire, organizational climate, engagement and performance, proposing initiatives for continuous improvement.
• Ensure correct application of HR policies, processes and practices across all supported areas.
• Act as a facilitator in performance management cycles, potential assessment, calibration, Individual Development Plans (IDPs) and succession processes.
• Support leaders in conflict resolution, labor relations and maintaining a positive organizational climate.
• Partner with HR specialist areas (Recruitment & Selection, Compensation, Learning & Development, Internal Communications, Payroll/HR Administration and Culture) to ensure execution of corporate initiatives.
• Lead strategic People projects focused on culture, engagement, leadership development, diversity and organizational transformation.
• Visit operational units to closely monitor business realities and strengthen consultative engagement with leadership.
• Prepare executive presentations and management analyses to support executive decision-making.

Senior HRBP Analyst, Corporate

Operations

• Act as owner of governance for the Operations Directorate’s Targets Book, ensuring continuous updates, data consistency, and alignment with strategic indicators.
• Monitor and analyze the company’s main operational performance indicators, ensuring information reliability and supporting results improvement.
• Develop strategic performance analyses to support decision-making by field and corporate leadership.
• Design, evolve, and maintain dashboards and management reports, promoting visibility, standardization, and data democratization.
• Implement and manage alert systems and monitoring for critical indicators, acting proactively to identify risks and opportunities.
• Lead project governance for the area, tracking timelines, deliverables, owners, and impacts on results.
• Drive automation and process optimization initiatives to improve efficiency, productivity, and data reliability.
• Consolidate, clean, and analyze data from multiple sources, ensuring data quality, consistency, and governance.
• Support the Field Operations team in interpreting indicators and building action plans to improve performance.
• Prepare studies, executive presentations, and strategic materials for leadership forums, translating data into actionable insights.
• Act as a strategic partner to operational teams, converting data into recommendations that drive continuous business improvement.

Performance Coordinator, Operations

Affiliate Manager

• Act as an internal consultant to directors, managers and leaders, supporting decisions related to people management.
• Translate business needs into HR strategies and initiatives aligned with the company's objectives.
• Monitor people metrics (turnover, absenteeism, workplace climate, engagement, diversity, performance and productivity) and propose action plans to improve results.
• Support operational and corporate areas in talent management, succession planning, development and retention of professionals.
• Lead performance management processes, talent calibration and individual development plans.
• Work on topics related to organizational culture, reinforcing the company’s values and expected behaviors.
• Support leaders in conflict management, internal movements, organizational structure and people-related decision making.
• Actively participate in strategic HR projects, contributing to the transformation and evolution of the area.
• Ensure execution of HR policies and processes, guaranteeing compliance and adherence to corporate guidelines.
• Conduct regular visits to operations to understand the business reality and foster proximity with teams.
• Work collaboratively with HR Centers of Expertise (Talent Acquisition, Learning & Development, Compensation, HR Operations/Payroll, Internal Communications, among others).

HR Business Partner Manager

Supply Chain

• Plan and control the flow of materials and supplies from suppliers to company units.
• Perform demand analysis and prepare purchasing and stock replenishment plans based on sales forecasts.
• Monitor and ensure supplier service levels, controlling lead times, quality, and performance.
• Support the management of contracts with suppliers and logistics operators.
• Track performance indicators (KPIs) such as OTIF, service level, stockouts, and inventory turnover.
• Collaborate with Operations, Purchasing, Logistics, Finance, and Franchise teams.
• Propose improvements to logistics and operational processes with a focus on cost reduction and increased efficiency.
• Participate in projects for opening new stores and/or menus, ensuring logistical and supply alignment.
• Assist the team in analyzing the logistical feasibility of new products and suppliers.
• Use ERP systems and control platforms to ensure the accuracy of supply chain information.

Recruitment and Selection Analyst – Mid-level

Senior Project Analyst

Senior HRBP Analyst, Corporate

Performance Coordinator, Operations

HR Business Partner Manager

Supply Chain Analyst, Mid-level