Sabesp

Analyst

• Develop and maintain relationships with public agencies, regulatory bodies, and institutional partners.
• Monitor and coordinate issues discussed in committees and forums, promoting alignment with the company's objectives.
• Work with stakeholders to prioritize and secure authorizations, permits, and licenses for universal sanitation projects.
• Work on cross-cutting topics across the Company, ensuring alignment and coherence on institutional matters.

Institutional Relations Analyst III

Compliance

• Develop, monitor and analyze compliance indicators (KPIs), identifying trends, gaps and opportunities for improvement;
• Support Compliance assessments (risk assessments, control effectiveness testing and due diligence);
• Prepare presentations for Senior Leadership (C-Level, Board and Committees);
• Manage and continuously improve SOX (Sarbanes-Oxley) controls;
• Create automated compliance dashboards and reports;
• Support the implementation and maintenance of compliance policies, procedures and frameworks;
• Participate in internal and external audits, responding to requests and recommendations.

Specialist II, Compliance

Risk

• Coordinate the corporate process for identifying, assessing, prioritizing and responding to corporate risks (aligned with ISO 31000).
• Maintain updated risk assessment scales as well as the company's risk map (heatmap).
• Assist business units in designing treatment plans for priority risks.
• Monitor and report on the implementation status of mitigation plans.
• Support business units in defining, implementing and monitoring risk indicators (Key Risk Indicators – KRIs).
• Support the definition of risk appetite and tolerance.
• Promote training and risk awareness initiatives.
• Integrate risk management into the decision-making processes of business areas.
• Lead and develop team members in the area.
• Develop, implement and maintain the Business Continuity Management System (aligned with ISO 22301).
• Lead the process to prepare Business Impact Analyses (BIA) and assess operational risks.
• Disseminate Business Continuity concepts across operational areas and assist business units in developing and updating Business Continuity Plans (BCP) and Disaster Recovery Plans (DRP) for critical processes.
• Assist business units in defining Recovery Time Objectives (RTO) and Recovery Point Objectives (RPO).
• Build management indicators and dashboards.
• Promote a culture of continuity and prevention.
• Coordinate resilience and continuity tests and simulations.
• Ensure synergy between business continuity initiatives and the existing crisis management process.

Coordinator – Risk Management and Business Continuity

• Coordinate and execute integrity due diligence activities (for third parties, suppliers, partners and counterparties, and M&A);
• Manage Gifts, Presents and Hospitality, including analysis, approval, recording and compliance monitoring;
• Coordinate the Related Party Transactions (RPT) process, ensuring proper identification, analysis, approval and disclosure;
• Draft, review, update and disseminate policies, standards and procedures for the Compliance Program;
• Coordinate Compliance team activities, delegating tasks, monitoring deliverables and developing the team;
• Prepare and present reports, dashboards and materials to Compliance Committees, the Audit Committee and the Board of Directors;
• Support internal and external audits related to Compliance;
• Deliver training and internal communications on integrity and compliance topics;
• Implement and monitor conflict of interest guidelines, including periodic declarations and case management.

Coordinator, Compliance

Consultant

• Act as an internal people-management consultant to leadership. Support the identification and development of talent. Provide support in performance management and continuous feedback. Monitor internal movements, promotions and succession.
• Analyze and monitor HR metrics (e.g., turnover, absenteeism, headcount). Propose data-driven actions to improve performance and organizational climate. Participate in the strategic planning of business areas with a people focus.
• Support leadership development programs and technical training. Identify training needs and oversee their implementation. Contribute to succession planning and career development.
• Promote the organizational culture and company values. Execute initiatives related to employee climate, engagement and internal communication. Act in conflict mediation and in improving the work environment.
• Support recruitment and selection processes in partnership with business areas. Ensure process compliance with internal policies and labor laws. Serve as the link between central HR and the areas served. Translate business needs into practical HR actions. Ensure that HR policies and practices are correctly understood and applied. Participate in continuous improvement, innovation and HR digital transformation projects.

People and Management Consultant III

• Act as an internal people-management consultant for leadership. Support the identification and development of talent. Provide support in performance management and continuous feedback. Monitor internal movements, promotions and succession processes.
• Analyze and track HR metrics (e.g., turnover, absenteeism, headcount). Propose data-driven actions to improve performance and organizational climate. Participate in strategic planning for business areas with a people focus.
• Support leadership development and technical training programs. Identify training needs and monitor their execution. Contribute to succession planning and career development initiatives.
• Promote the organizational culture and company values. Execute employee engagement initiatives, climate surveys, and internal communications. Act in conflict mediation and work to improve the work environment.
• Support recruitment and selection processes together with business areas. Ensure process compliance with internal policies and labor legislation. Serve as the link between central HR and the areas served. Translate area needs into practical HR actions. Ensure HR policies and practices are understood and correctly applied. Work on continuous improvement, innovation and HR digital transformation projects.

People & Management Consultant II

• Act as an internal people management consultant for leadership. Support the identification and development of talent. Provide assistance in performance management and continuous feedback. Monitor internal movements, promotions and succession.
• Analyze and monitor HR metrics (e.g., turnover, absenteeism, headcount). Propose data-driven actions to improve performance and organizational climate. Participate in strategic planning for business areas with a focus on people.
• Support leadership development programs and technical training. Identify training needs and oversee their execution. Contribute to succession planning and career development initiatives.
• Promote the company’s organizational culture and values. Implement initiatives related to employee engagement, organizational climate and internal communication. Mediate conflicts and work to improve the workplace environment.
• Support recruitment and selection processes in collaboration with business areas. Ensure process compliance with internal policies and labor legislation. Serve as the link between central HR and the areas served. Translate business needs into practical HR actions. Ensure HR policies and practices are understood and applied correctly. Participate in continuous improvement, innovation and HR digital transformation projects.

People and Management Consultant I

Business Analyst

• Lead and execute cycles of identification, assessment, prioritization, treatment, monitoring, and reporting of enterprise risks.
• Conduct interviews, workshops, and meetings with operational, corporate, and executive areas to update the risk inventory.
• Evaluate strategic, operational, financial, regulatory, environmental, climate, cyber, integrity, reputational, and continuity risks.
• Prepare and review risk matrices, risk heat maps, exposure analyses, mitigation plans, and key risk indicators (KRIs).
• Perform critical analysis of emerging risks, significant events, incidents, operational losses, control weaknesses, and external trends.
• Monitor and review action plans for critical risks, assessing progress, deadlines, responsible parties, quality of evidence, methodological adherence, and effectiveness of proposed measures.
• Define and implement risk appetite, tolerances, assessment criteria, and corporate methodologies.
• Produce executive reports and presentations for the board of directors, committees, the executive board, and other governance forums.
• Promote integration of risk management with strategic planning, budgeting, investments, projects, internal controls, audit, compliance, sustainability, information security, and crisis management.
• Serve as a technical reference for business areas on the application of the risk methodology.
• Identify opportunities to improve processes, controls, governance, and risk management tools.
• Review and update the corporate risk management methodology: impact and likelihood scales, criticality, risk dictionary, and key risk indicators.
• Define and implement the company's Business Continuity Management System.