Affiliate Manager

• Support performance evaluation cycles, monitoring deadlines, stages and controls.
• Provide support for administering and consolidating profile, potential and readiness assessments.
• Assist in preparing reports and materials related to talent management.
• Support internal interviews, career conversations and employee development activities.
• Contribute to the creation and monitoring of Individual Development Plans (IDPs).
• Track schedules, deliverables and activities for Business Partner projects.
• Provide support to managers regarding guidelines, rules and process flows for evaluation and development processes.
• Assist in preparing presentations, communications and institutional materials for the area.
• Keep the team’s controls, databases and information up to date.
• Support other routines and demands of the Business Partner and People & Management area.

Business Partner Intern – People & Management

• 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

• Serve as a partner to leadership, supporting important people-related decisions often in complex and ambiguous situations
• Develop leaders to operate with greater autonomy in people systems and people management, supporting topics such as performance, feedback, engagement and development
• Support performance evaluations, individual development plans (IDPs) and succession planning
• Advise managers on personnel movements (promotions, transfers, job classifications, compensation cycles)
• Support recruitment and selection processes, ensuring headcount planning and alignment with the budget
• Ensure compliance with the budget and optimize resources
• Identify training and development needs and monitor the outcomes of development programs
• Support leadership development programs (internal coaching)
• Handle HR administration by managing daily needs (leave management, vacation tracking, etc.)
• Ensure compliance with labor and social security legislation
• Monitor HR metrics and propose continuous improvements, identifying trends, anticipating risks and supporting leadership decision-making
• Contribute to defining department plans, goals and strategies
• Promote the company’s mission, vision and values, ensuring alignment and employee engagement
• Work flexibly in a dynamic environment, managing multiple priorities and changing contexts

HR Analyst (Mid/Senior) – Business Partner

• Promote alignment between the company’s business areas and the Human Resources department, acting as the point of interaction between business units, people management and HR and serving as an internal consultant to company leadership. Coordinate HR activities including training, recruitment and selection, onboarding and offboarding, and the development of benefits and compensation plans.
• Define methodology and ensure the application and management of the company’s organizational climate with the objective of maintaining high levels of engagement to achieve the company’s strategic goals.
• Propose methodology and ensure execution of the company’s performance management cycle aimed at effective talent management, promoting a meritocratic culture and ensuring a pipeline for organizational growth.
• Recommend and implement succession and talent development plans through coaching, mentoring and other programs to ensure retention and a robust succession pipeline for the company.
• Coordinate the onboarding process for all new employees by delivering an engaging experience aligned with the organization’s strategy to ensure rapid cultural integration and performance.
• Design, implement and continuously evolve the company’s corporate learning architecture through a learning culture that drives the development of organizational competencies relevant to achieving strategic objectives.
• Design, implement and continuously evolve early-talent programs (internships, sales talent programs, apprentices and others) to generate a qualified pipeline for the company’s long-term value creation.

People and Management Coordinator – Business Partner

• Support the implementation of HR practices across client business areas;
• Work cross-functionally together with HR specialist teams;
• Provide guidance to employees as needed;
• Assist in the development and analysis of people and sustainability metrics;
• Contribute insights derived from data analysis;
• Support internal communication and employee engagement initiatives;
• Responsible for the onboarding program for new hires and other training initiatives.

Human Resources Intern – Business Partner

• We are looking for a Business Partner Coordinator to lead the People front in one of the largest expansion movements in our history: the FullPotential Project.
• This person will wear a "dual hat": serving as the BP for the Project Engineering Directorate and leading the People/Expansion Squad, ensuring the people schedule is executed with excellence. This is a structuring role with a future-focused outlook and direct impact on CAPEX, OPEX and the ramp-up of thousands of new employees.
• **Responsibilities and Duties**
• **Squad Leadership:** Orchestrate the cross-functional People squad (Attraction, Learning, Compensation, Health, Talent Management, Ergonomics and educa), ensuring delivery of the expansion schedule.
• **Strategic Partnership:** Act as the Business Partner to the Project Engineering Directorate, PMO and Governance, connecting organizational architecture decisions to financial feasibility and budget compliance.
• **Critical Path Management:** Ensure HR actions are fully synchronized with the construction and engineering schedule, preventing delays that could impact the project's financial results.
• **Stakeholder Management:** Direct interface with the VPs of Operations, Finance, Procurement and Compliance, and indirect leadership of a team of approximately 10 specialists.
• **Culture and Engagement:** Safeguard the mental health and engagement of teams assigned to high-pressure, complex projects.
• **Governance and Reporting:** Rigorous administrative management, reporting of indicators, factory schedule status and HR deliverables to the project's committees.

Coordinator – Business Partner, Operations

• Full-Cycle Recruitment & Sourcing Strategy
• Conduct deep-dive sessions with customers to clarify requirements
• Track response rates and adapt outreach messages
• Research and identify talent pools for specific tech stacks
• Actively headhunt and source passive talent
• Conduct initial HR screens focused on soft skills
• Serve as the primary point of contact for candidates
• Manage scheduling and logistics of technical interviews
• Confirm offer details with direct managers and oversee delivery of offer letters
• Guide new hires through system logins and establish communication rules
• Perform periodic check-ins with staffed candidates
• Maintain a clean and updated ATS/database/CRM

Senior Talent Acquisition Partner

• Responsible for understanding business strategy, analyzing business processes, identifying demand, defining business cases, and documenting requirements
• Partner with IDS domains, digital and external vendors to deliver solutions
• Identify IT resources needed to support business processes and collaborate on information management strategies
• Influence and partner with business leadership to understand commercial strategy
• Ensure business needs are understood and IT updates are consistently communicated
• Translate business requirements into functional requirements and perform business process mapping
• Represent the company to ensure projects are delivered on time, within budget, and according to defined requirements and service levels.

IT Business Relationship Partner 2

• Grow and expand existing MSSP partner relationships across Brazil through effective account management and relationship building
• Drive revenue growth within assigned partner accounts by identifying expansion opportunities and cross-sell potential
• Build and maintain strong relationships with key stakeholders across existing MSSP partners to support business objectives
• Learn and effectively communicate CrowdStrike's value proposition to enable MSSP partner success and account expansion
• Work closely with cross-functional teams (Marketing, Sales Operations, Services, Customer Support) to support sales initiatives
• Partner with Solutions Architects (SAs) to understand technical requirements and support deal closure
• Maintain accurate account and opportunity information in Salesforce.com
• Develop and execute account plans to maximize wallet share within existing MSSP partnerships
• Create value-based presentations and proposals to drive upsell opportunities
• Monitor account health and partner satisfaction to ensure long-term partnership success

Alliance Partner Executive, MSSP

• Provide consulting to internal clients through People & Management services (recruitment and selection, performance evaluations, training and development, internal communication, climate and culture, KPI management, internal audits, compensation and labor/union relations, personnel administration processes, among others), ensuring client satisfaction, compliance with the company’s code of ethics and policies, and achievement of predefined goals and results.
• Client service and engagement;
• Performance evaluations;
• Training and development;
• Compensation and labor/union relations;
• Personnel administration processes;
• Work climate, culture and code of ethics;
• Internal communication, climate initiatives and events;
• Management (KPIs, targets, audits).

People and Management Analyst – Mid-level Business Partner

• Atuar como parceiro(a) estratégico(a) das lideranças das áreas clientes, apoiando decisões organizacionais e de gestão de pessoas;
• Conduzir e acompanhar demandas estruturantes de ciclo de gente (movimentações, performance, sucessão, indicadores e governança), garantindo consistência e qualidade nas entregas;
• Conduzir iniciativas de desenvolvimento de liderança, clima organizacional e cultura, com diagnósticos, planos de ação e devolutivas para os times;
• Realizar interface ativa com áreas especialistas (People Ops, Talent, Remuneração e Comunicação Interna), articulando soluções integradas para as necessidades do negócio;
• Produzir análises de dados e insights de people analytics, apoiando recomendações e materiais executivos para fóruns de liderança;
• Garantir execução e acompanhamento de planos prioritários, com autonomia, visão crítica e foco em impacto organizacional.

Analista Sênior de Gente & Gestão – Business Partner

• Performs site qualification, site initiation, interim monitoring, site management and close-out visits (performed on-site or remotely) ensuring regulatory, ICH-GCP and/or Good Pharmacoepidemiology Practices (GPP) and protocol compliance.
• Uses judgment and experience to evaluate overall performance of site and site staff and to provide recommendations regarding site-specific actions; immediately communicates/escalates serious issues to the project team and develops action plans.
• Maintains a working knowledge of ICH/GCP Guidelines or other applicable guidance, relevant regulations, and company SOPs/processes.
• Verifies the process of obtaining informed consent has been adequately performed and documented for each subject/patient as required/appropriate.
• Demonstrates diligence in protecting the confidentiality of each subject/patient.
• Assesses factors that might affect subject/patient’s safety and clinical data integrity at an investigator/physician site such as protocol deviation/violations and pharmacovigilance issues.
• Conducts Source Document Review of appropriate site source documents and medical records. Verifies required clinical data entered in the case report form (CRF) is accurate and complete via review of site source documents and medical records.
• Applies query resolution techniques remotely and on site, and provides guidance to site staff as necessary, driving query resolution to closure within agreed timelines.

Senior CRA II – Site Care Partner – Sponsor Dedicated

• Serve as the HR Business Partner for assigned areas (primarily Finance)
• Support leaders in decision-making related to people management
• Lead onboarding and offboarding processes
• Work on Recruitment and Selection (lower volume but strategic)
• Support the dissemination of HR policies and practices
• Mediate conflicts and align cross-functional teams
• Influence leadership to strengthen culture and governance

Senior HR Analyst – Business Partner

• Translate and contextualize business needs for the other HR subsystems;
• Manage HR metrics, monitoring results to ensure alignment with business strategy and supporting managers in creating action plans to achieve targets (turnover, absenteeism, headcount and exit interviews);
• Align job profiles with managers and the Attraction & Selection (A&S) team and conduct recruitment for leadership positions;
• Conduct on-site store visits to identify opportunities, working with leaders on action plans to ensure people-management processes and policies are followed;
• Communicate HR information to business areas to build awareness and engagement;
• Train, upskill and/or cascade leadership and technical concepts to support team development initiatives;
• Support leadership maturity through rituals (1:1s), assisting leaders with people-related decision-making;
• Conduct diagnostics and surveys to understand business needs and propose solutions that positively impact the employee journey and experience;
• Participate in product-area projects, providing business context to improve implementation effectiveness.

Business Partner – Store Operations

• Partner directly with the Chief Technology Solutions & Advisory Officer to develop and execute account strategies aligned with client business goals and long-term growth opportunities.
• Drive revenue growth through proactive new business development, upselling, renewals, and scope expansion across advisory, consulting, and Talent-as-a-Service engagements.
• Identify and close new opportunities within existing clients, positioning Ubiminds as a strategic partner capable of delivering high-value consulting and nearshore solutions.
• Collaborate with internal stakeholders to align client needs with Ubiminds’ advisory capabilities, delivery expertise, and long-term partnership strategy.
• Establish and monitor strategic KPIs aligned with advisory and consulting engagements, ensuring measurable value delivery to clients.
• Lead the preparation and delivery of Quarterly Business Reviews (QBRs), presenting strategic insights, value delivered, and opportunities for expansion.
• Strengthen executive relationships with client stakeholders, reinforcing Ubiminds’ positioning as a consultative and trusted advisor.
• Promote continuous improvement initiatives that enhance client satisfaction, long-term retention, and partnership value.
• Track and monitor partner-related KPIs such as joint revenue contribution, partner satisfaction, and co-selling effectiveness.
• Manage and oversee partner and client agreements (MSAs, SOWs, amendments, and partnership addendums) in collaboration with legal and operations teams.

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