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About the role
Key responsibilities & impact- Review, structure and monitor variable compensation models, ensuring alignment with organizational strategies, goals and job complexity levels;
- Support governance of performance evaluation, goal-setting and competency processes, ensuring integration across HR subsystems;
- Conduct market analyses and surveys (benchmarking and salary surveys), proposing adjustments and recommendations;
- Perform job evaluation and reviews, as well as maintain salary tables, promoting internal equity and external competitiveness;
- Support the review and administration of benefits programs;
- Develop budgeting analyses and personnel cost reports;
- Prepare management reports, metrics and dashboards to support leadership;
- Work in an integrated manner with other HR subsystems, strengthening a systemic view of people management;
- Support and develop the annual performance evaluation program: Progression and Promotion.
Requirements
What you’ll need- Bachelor's degree, preferably in Business Administration, Human Resources, Psychology, Industrial Engineering, People Management, Process Management or related fields.
- Solid experience across HR subsystems (multiskilled profile) — such as competency-based assessment, benefits, among others;
- Relevant experience in compensation, job evaluation and salary structures, and incentive programs;
- Experience in reviewing and/or structuring variable compensation models (short- and long-term), considering different organizational levels;
- Knowledge of performance evaluation systems, goal management and competency frameworks;
- Experience with HR metrics, KPIs and analyses to support decision-making;
- Experience designing, reviewing and implementing end-to-end HR projects;
- Proficiency with Microsoft Office, with emphasis on Excel and PowerPoint;
- Knowledge of Power BI and dashboard development (differential);
- Experience with People Analytics and quantitative analyses applied to people management;
- Experience in job descriptions, job evaluation and job architecture.
- Mastery of job evaluation methodologies (e.g., Mercer, Hay or similar);
- Ability to read and interpret salary surveys and market studies;
- Knowledge of compensation and performance management practices and trends.
- Desirable: Postgraduate degree and/or MBA in Compensation, People Management, Strategy, Finance or related areas; knowledge of process and project management; experience with continuous improvement methodologies; knowledge of agile methodologies.
Benefits
Comp & perks- Meal or Food Allowance
- Wellhub (Gympass)
- Digital library platform with over 30,000 titles of newspapers, magazines and e-books
- Life insurance
- Health plan with national coverage and private-room accommodation (no employee contribution)
- Dental plan (no employee contribution)
- Vaccination assistance for you and dependents — vaccines not offered by public health clinics (reimbursed)
- Childcare assistance for children up to 5 years and 11 months, reimbursing up to 70% of the current minimum wage
- Home office allowance
- Partnership with SESC
ATS Keywords
✓ Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills & Tools
compensation modelsperformance evaluation systemsjob evaluation methodologiessalary structuresincentive programsHR metricsPeople Analyticsquantitative analysesdashboard developmentbudgeting analyses
Soft Skills
organizational strategiesgoal-settingcompetency frameworksdecision-makingsystemic view of people managementcommunicationcollaborationanalytical thinkingproblem-solvingleadership
Certifications
Bachelor's degreePostgraduate degreeMBA