Human Resources

• Support and manage end-to-end recruitment processes (job posting, screening, interviews, pipeline organization, and hire closing)
• Screen and evaluate candidates, ensuring a positive candidate experience and cultural fit
• Support employer branding initiatives (content, communication, and organizing events/activities)
• Support and carry out onboarding for new hires (process, documentation, schedule, and initial follow-up)
• Support offboarding processes, ensuring organization and a positive experience
• Support training initiatives, internal organization, and communication with teams/departments
• Help structure and implement HR and Payroll routines and processes with a continuous improvement mindset

People Analyst – HR & Payroll

• Develop and implement the corporate benefits strategy aligned with business objectives.
• Manage the benefits portfolio, including medical and dental plans, life insurance, private pension, wellness programs, and flexible benefits.
• Conduct periodic reviews of policies and processes to ensure competitiveness and sustainability.
• Perform market benchmarking to identify trends and improvement opportunities.
• Lead health promotion, disease prevention, and quality-of-life programs.
• Design strategies aimed at reducing absenteeism, disability leaves, and inappropriate use of healthcare resources.
• Manage the health and benefits budget.
• Monitor performance indicators such as: claim ratio (sinistrality); cost per capita; plan utilization; absenteeism; social security/medical leaves; ROI of health programs; NPS and employee satisfaction.
• Prepare reports and executive presentations for the Board and Committees.
• Lead negotiations with health plan operators/insurers, brokers, and strategic suppliers.
• Lead competitive processes (RFPs), contract renewals, and performance evaluations.
• Ensure SLA compliance and excellence in service delivery.
• **

Coordinator, Corporate Health and Benefits Management – HR

• Responsible for facilitating the onboarding process for new employees
• Design and develop tailored training programs according to business needs
• Maintain the training matrix up to date and ensure all employees have access to the training required to perform their roles
• Plan and design training materials such as presentations, manuals, videos and practical exercises, using appropriate tools and technologies
• Adapt existing content for different audiences and training formats, ensuring accessibility and learning effectiveness
• Apply appropriate teaching methodologies and instructional resources for each training need
• Deliver workshops and training sessions, both in-person and virtual
• Implement and manage online learning platforms (LMS)
• Coordinate training logistics, such as room bookings, organizing coffee breaks and purchasing materials
• Manage training requests by analyzing employee needs and proposing suitable solutions
• Oversee training sponsorships by negotiating with vendors and monitoring course delivery
• Track employee certifications, ensuring records are up to date and certificates are issued
• Negotiate and process payments for vendor contracts
• Prepare dashboards and analyze training metrics, monitoring training outcomes and recommending improvements
• Complete audit protocols by organizing required information and documents
• Provide requested evidence for audits, ensuring training processes comply with standards and regulations
• Participate in certification, client and internal audits, answering auditor questions and supplying necessary information

Mid-level HR Analyst – Training

• Recrutamento e seleção end to end: alinhamento com o(a) gestor(a), entrevista com RH, acompanhamento de entrevista com o(a) gestora e feedback
• Employee Branding, Cultura e Comunicação interna
• Organização de Eventos (Happy Hours, Offsite de Liderança, Workshops, etc…)
• Conduzir processos de recrutamento e seleção end-to-end: alinhamento de perfil com gestores, entrevistas de RH, acompanhamento das etapas técnicas, gestão de candidatos e condução de feedbacks.
• Apoiar iniciativas de Employee Branding, fortalecendo a marca empregadora da Pagaleve e contribuindo para uma experiência positiva dos candidatos e colaboradores.
• Planejar e executar ações de cultura organizacional e engajamento, garantindo que os valores e a estratégia da empresa estejam presentes no dia a dia dos times.
• Elaborar comunicados internos, campanhas e conteúdos para toda a empresa, assegurando clareza, qualidade na escrita e aderência ao tom de voz da Pagaleve.
• Organizar eventos corporativos, como Happy Hours, Offsites, Workshops, treinamentos e demais ações de integração.
• Atuar no atendimento aos colaboradores, esclarecendo dúvidas, orientando sobre processos internos e direcionando demandas para os responsáveis quando necessário.
• Apoiar a gestão e atualização de bases de dados de colaboradores, pagamentos de fornecedores, indicadores e controles da área de Pessoas.
• Contribuir para a melhoria contínua dos processos de RH, trazendo ideias, identificando oportunidades e apoiando a implementação de novas iniciativas.

Analista de RH Junior

• Manage hiring (onboarding) and termination (offboarding) processes;
• Request and verify documentation from new employees;
• Schedule and coordinate pre-employment, periodic and exit medical exams;
• Manage vacation, sick leave and other absences;
• Manage timekeeping and perform timesheet closing;
• Administer employee benefits (transportation voucher, basic food basket, attendance bonus and other benefits);
• Keep employee files and documentation organized and up to date;
• Act as the liaison between the company and accounting;
• Post job openings and perform initial resume screening;
• Schedule interviews and support selection processes;
• Conduct initial alignment/screening interviews;
• Support onboarding processes;
• Conduct exit interviews;
• Prepare and maintain basic HR metrics;
• Assist with internal communication and employee engagement initiatives.

HR and Personnel Assistant

• Counsel and provide assistance to employees and management in employee issues
• Assist managers with addressing performance concerns
• Collect, prepare and analyze Employee Relations data
• Work on continuous improvement initiatives and special projects
• Conduct investigations regarding policy violations
• Make recommendations on actions to be taken following investigations
• Assist in development and roll out of HR policies and procedures
• Monitor employee engagement and make recommendations for improving morale
• Manage relations with local labor unions
• Provide written and oral advice to management regarding compliance topics
• Lead and develop a psych safety culture
• Effectively manage investigations regarding discrimination, harassment & bullying complaints
• Support other regions as needed

Employee Relations Specialist

• Apoiar o planejamento e a execução de treinamentos presenciais e online, garantindo a qualidade e efetividade das ações de capacitação.
• Administrar plataformas de T&D (Qulture.Rocks e Learning Rocks), assegurando o cadastro, organização e monitoramento de conteúdos e trilhas de aprendizagem.
• Acompanhar e analisar indicadores de treinamento, elaborando relatórios e dashboards para suportar decisões estratégicas da área.
• Apoiar programas de desenvolvimento de pipeline, contribuindo para a estruturação de trilhas e conteúdos voltados a talentos em desenvolvimento.
• Atuar na comunicação e endomarketing dos treinamentos internos, criando materiais informativos, campanhas e conteúdos que engajem os Motzers.
• Apoiar o levantamento de necessidades de treinamento (LNT) junto às áreas, propondo soluções de aprendizagem alinhadas aos desafios do negócio.
• Explorar e aplicar ferramentas de Inteligência Artificial para otimizar a criação de conteúdos, trilhas e experiências de aprendizagem.
• Realizar e acompanhar o processo de Integração de novos colaboradores, garantindo uma experiência de onboarding estruturada e alinhada à cultura da Motz.

Analista de Treinamento Júnior – RH

• Perform the monthly closing of the electronic time and attendance system.
• Analyze and resolve discrepancies related to schedules, clock-ins, overtime, absences, tardiness, and time bank balances.
• Manage work schedules, shifts, and changes to working hours.
• Provide support to managers and employees regarding timekeeping rules and occurrences.
• Monitor KPIs and deadlines related to time closing.
• Conduct periodic audits to ensure accuracy and compliance of time records.
• Facilitate the integration of time records with payroll.
• Prepare management and operational reports.
• Support continuous improvement projects for Personnel Administration processes.
• Perform basic configuration and maintenance in timekeeping systems.
• Ensure compliance with labor legislation, collective agreements, and union contracts.

HR Analyst (Mid-level) – Time & Attendance

• Partner with leaders on talent development and retention initiatives — including potential mapping, individual development plans, succession planning, and career conversations
• Identify early signs of key talent risk and act proactively, before it becomes a problem
• Contribute to building career and development frameworks in areas where none currently exist, in close partnership with leadership
• Support the design and execution of learning and development initiatives, partnering with leaders to identify capability gaps and build programs that drive growth
• Collaborate with department leaders to align people strategies with business goals, providing insight and guidance on organizational matters
• Lead and evolve performance management processes, ensuring a culture of continuous feedback, growth, and accountability
• Coach and empower managers to build strong, motivated, and resilient teams that deliver sustainable results
• Support change management, team structure optimization, and capability building to drive business growth and efficiency
• Provide expert advice and support on employee relations, ensuring fairness, compliance, and constructive resolution of workplace matters
• Promote engagement and well-being by partnering on initiatives that strengthen KTO’s collaborative, inclusive, and high-performance culture
• Ensure excellence and consistency in HR operations and compliance with Brazilian labor laws
• Partner closely with Talent Acquisition, L&D, Compensation, and People Operations to deliver unified and strategic HR initiatives

Senior HR Business Partner

• Screen and verify pre-employment documents.
• Track completion/submission of pre-employment medical examinations (ASO).
• Keep the employee database and digital files up to date.
• Support the process of recording hires in the HR system.
• Assist in drafting internship contracts and internship commitment letters, and manage document signatures.
• Assist in providing basic support to new hires with questions about benefits and internal policies.

HR Intern – Admissions and Onboarding

• Management of the Trilhar Program (Employee Experience) - Lead the schedule and execution of surveys (Overall Experience, Engagement, eNPS, Diversity, LNPS, Employer Branding, Onboarding, among others), ensuring quality, adherence and strategic relevance;
• Platform and Technology Management (Medallia and SMTTECH) - Act as the focal point with external partners to evolve the Employee Experience tool, ensuring efficiency, innovation and alignment with business needs;
• Strategic analysis of experience data - Structure, analyze and interpret quantitative and qualitative data, identifying: drivers of engagement and eNPS; critical themes; perceptions of leadership, culture and work environment; translate data into actionable insights, explaining the “why” behind the results;
• Management of strategic projects (People & Management PMO) - Lead the structuring, planning, execution and monitoring of the area’s priority projects, ensuring consistent deliveries, deadlines and business impact;
• Support for executive decision-making - Build high-level reports and presentations for leadership, translating complex data into clear, objective, action-oriented narratives.

Senior Analyst in Employee Experience – Data Focus

• Atuar como ponto focal dos clientes internos garantindo que as práticas de Gente&Gestão estejam alinhadas aos processos, práticas internas e necessidades do negócio;
• Oferecer suporte e consultoria às lideranças em gestão de pessoas, reconhecimento, desenvolvimento de talentos e gestão de conflitos;
• Conduzir e acompanhar ciclo de avaliação de desempenho da área, incluindo comitês de calibração, avaliação de profissionais-chave e discussões de movimentação;
• Desenvolver e implantar ações de melhoria contínua relacionados ao clima e engajamento;
• Conduzir pesquisas de eNPS, analisar os resultados e reportar às lideranças com apoio à elaboração de planos de ação concretos;
• Garantir a estrutura adequada, respeitando o span of control e disponibilidade orçamentária da área;
• Conduzir o processo de offboarding dos colaboradores, realizando desde o acolhimento até a entrevista de desligamento e plano de ação dos temas apontados
• Acompanhar e reportar indicadores e métricas das áreas atendidas, construindo dashboards e análises para suporte à tomada de decisão;
• Fazer a interface com o time de Talent Acquisition quando necessário;
• Apoiar frentes de DHO, junto ao time de BPs, como programas de desenvolvimento

HRBP, Pleno

• Build and review job and salary structures
• Develop career models and growth pathways
• Support the definition of fixed and variable compensation policies
• Conduct compensation studies, benchmarking, and market analyses
• Design bonus, incentive, and recognition models
• Manage people analytics metrics and analyses
• Support leaders in performance management and decision-making

Compensation, Performance Specialist

• Support recruitment and selection processes for internship and junior profiles
• Screen resumes, schedule interviews, and follow up with candidates throughout the selection process
• Update and organize information in internal systems and recruitment platforms, ensuring data quality and accuracy
• Provide support for the operational routines of the Talent Acquisition area
• Assist with employer branding and candidate experience initiatives and projects
• Participate in initiatives to improve and organize HR processes
• Support the preparation of presentations, reports, and materials related to the team’s projects.

Affirmative HR Internship

• Support the recruitment and selection processes for internship positions and junior profiles
• Screen resumes, schedule interviews, and follow up with candidates throughout the selection process
• Update and organize information in internal systems and recruitment platforms
• Provide support for the operational routines of the Talent Acquisition team
• Assist with employer branding initiatives and candidate experience projects
• Participate in process improvement and organizational initiatives within HR
• Help prepare presentations, reports, and materials related to the team's projects

HR Intern

• Develop and review LTIP (Long-Term Incentive Plan) programs (e.g., RSUs, Performance Shares and Matching).
• Ensure compliance with Brazilian laws (tax, labor, corporate and regulatory).
• Support approval processes with the Board of Directors and the People/Remuneration Committee.
• Manage plan policies, regulations and documentation.
• Monitor budget, provisions, expenses and the impact on the company's financial results.
• Manage vesting and settlement cycles.
• Liaise with financial institutions, share custodians and external vendors.
• Ensure data accuracy, internal controls and operational processes.
• Develop communication materials for executives and plan participants.
• Support HR Business Partners and leadership in understanding the LTIP.

Variable Compensation Specialist

• Act as a strategic partner to leadership, supporting decision-making related to people management and organizational structure;
• Lead organizational development initiatives, employee engagement management, performance evaluation, continuous feedback and Individual Development Plans (IDPs);
• Support and challenge leaders on topics related to performance, organizational structure, culture, succession planning and team development;
• Conduct organizational diagnosis, identifying risks, opportunities and impacts to the business;
• Develop People Analytics analyses and metrics, turning data into actionable insights;
• Operate with a consultative mindset and influence with client areas;
• Participate in strategic business discussions, understanding financial and operational impacts;
• Support the construction, restructuring and evolution of organizational structures;
• Facilitate internal workshops and learning initiatives in partnership with Learning & Development;
• Collaborate with HR Centers of Excellence to ensure integration across HR functions;
• Support the management and monitoring of organizational OKRs;
• Contribute to the evolution of leadership practices and manager development;
• Focus on employee experience and business impact.

• Act as a trusted advisory partner to directors and business managers across South America.
• Facilitate Talent Review and Succession Planning processes.
• Lead, in partnership with Talent Acquisition, Onboarding and Offboarding strategies.
• Ensure all HR activities are fully compliant with organizational policies.
• Drive data-driven decision making.

• Apoiar a área de Mobility no acompanhamento de colaboradores em processos de mobilidade internacional, especialmente em transferências para atuação em outros países;
• Auxiliar na organização de demandas administrativas da área, contribuindo para o atendimento das rotinas e prazos estabelecidos;
• Dar suporte na comunicação com candidatos e áreas internas durante o processo de mobilidade

Estagiário, RH

• Act as the liaison between HR and IT, ensuring alignment between business needs, technical feasibility and the evolution of digital people-management solutions;
• Translate HR needs into structured technical requirements, from elicitation through final documentation — ensuring IT receives clear, actionable requests;
• Lead prioritization and tracking of digital HR solutions, mapping employee journeys, identifying improvement opportunities and proposing enhancements;
• Develop and maintain the technical and functional requirements matrix for HR solutions — including flows, integrations, business rules and acceptance criteria — versioning with each release and ensuring traceability for users, vendors and IT;
• Evaluate vendors, tools and technologies for the HR ecosystem, conducting benchmarks, proofs of concept and cost–benefit analyses;
• Manage the portfolio of HR technology and automation projects, monitoring status, risks, interdependencies and budgetary impacts;
• Monitor OPEX and CAPEX budgets for digital HR solutions;
• Anticipate and mitigate technical, operational and integration risks across HR systems;
• Explore and test new technologies applicable to HR — AI, analytics, automation and HR Tech trends;
• Promote best practices and strengthen governance of HR systems and digital processes.

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