Learning and Development

• Map and improve all employee touchpoints with the company (onboarding, tenure, offboarding);
• Design, implement and monitor projects to strengthen internal culture (e.g., campaigns, events, rituals);
• Conduct and analyze climate and engagement surveys, turning data into actionable initiatives;
• Develop strategies to position the company as an employer of choice (Employer Branding);
• Prepare reports and analyses with recommendations for leadership;
• Collaborate with different departments and leaders, influencing culture-related decisions;
• Manage projects end-to-end (from planning through delivery of results).

Senior Culture and Organizational Development Analyst

• Organize spreadsheets, databases and area controls.
• Support internal People, Culture and Development campaigns.
• Update content and materials on the team's internal page.
• Research best practices related to culture, learning, climate and organizational development.
• Support the team's projects and routines.
• Learn hands-on how Organizational Development connects people, strategy and culture.

Organizational Development Intern

• Atuar na implementação e sustentação de programas corporativos de atração e desenvolvimento de talentos (Programa de Estágio Corporativo e Técnico) e de reconhecimento (Programa Reconhecer), assegurando governança, execução de ponta a ponta, comunicação e análise de resultados para fortalecer a experiência do colaborador e a cultura organizacional.
• Realizar a gestão ponta a ponta do Programa de Estágio Corporativo e Técnico, incluindo planejamento do ciclo, alinhamento com áreas clientes, cronograma, comunicações, materiais e governança do programa;
• Apoiar os processos de atração e seleção de estagiários em parceria com áreas internas e fornecedores, garantindo organização, experiência do candidato e aderência aos critérios do programa;
• Conduzir a organização e execução de trilhas de integração, desenvolvimento e acompanhamento de estagiários (encontros, treinamentos, fóruns, agendas com lideranças), assegurando qualidade logística e engajamento;
• Monitorar indicadores e resultados dos Programas (ex.: participação, satisfação/NPS, prazos, conversões, qualidade das entregas), produzindo análises e relatórios para apoio à tomada de decisão e melhoria contínua;
• Garantir o relacionamento e a gestão operacional com fornecedores (quando aplicável), incluindo alinhamento de escopo, prazos, entregáveis e controle de materiais e pagamentos dentro do fluxo interno;
• Gerir o Programa Corporativo de Reconhecimento – Reconhecer, garantindo governança, comunicação e execução das frentes: Valorização do colaborador por Tempo de Casa; Reconhecimento mensal dos melhores Atendimentos ao cliente; Ideias implementadas no ColaboraGOL;
• Gestão da troca de elogios entre colaboradores, com base nos valores organizacionais;
• Assegurar criteriosidade e integridade nos processos de curadoria, validação e apuração para definição de reconhecidos/vencedores, garantindo rastreabilidade, conformidade com regras e equidade;
• Planejar, organizar e executar o Evento Anual de Reconhecimento em parceria com o time de Eventos, coordenando fornecedores, cronograma, produção, comunicação, lista de convidados, roteiros e materiais, garantindo experiência e excelência operacional;
• Atuar de forma integrada com áreas de Gente e Cultura e demais stakeholders (Comunicação Interna, Operações/Atendimento, TI, áreas de negócio), garantindo alinhamento e cumprimento de prazos;
• Propor melhorias nos processos e nas experiências dos programas, contribuindo para a evolução contínua da cultura de reconhecimento e do desenvolvimento de talentos.

Analista de Gente e Cultura II – Desenvolvimento Humano e Organizacional

• Lead the implementation of in-app guides and announcements using various tools
• Work closely with the RHLS Product Manager to implement new program initiatives
• Monitor RHLS usage metrics, create and maintain dashboards to report on KPIs
• Coordinate and execute A/B testing scenarios within the application
• Manage the end-to-end logistics of RHLS-related programs
• Serve as a clear, concise liaison between product management, marketing, and technical teams

Training Program Coordinator

• Responsible for the design and development of all functional training assets required to execute the Field and Value Teams learning strategy
• Translates learning program designs into engaging, high-quality learning experiences across formats
• Supports the Learning Strategy Manager in coordinating learning plans and driving deployment consistency with countries
• Works closely with Platforms & Content Factory and Content Operations to ensure assets are produced to standard and enabled on platforms
• Design and develop functional training assets across all formats, aligned to the Field and Value Teams strategy
• Apply adult learning principles and evidence-based instructional design methodologies

Senior Partner – Learning & Instructional Design

• Monitor organizational trends, communication patterns, and team dynamics.
• Identify recurring issues, bottlenecks, or areas of concern before they escalate.
• Surface actionable insights and recommendations to leadership.
• Support initiatives that improve trust, communication, and organizational effectiveness.
• Manage leadership meeting cadences, agendas, notes, and action-item follow-up.
• Help ensure team meetings and one-on-ones occur consistently.
• Track key commitments and support accountability across departments.
• Support employee onboarding, integration, and development initiatives.
• Maintain employee development records and growth pathways.
• Coordinate recognition programs and employee engagement efforts.
• Help ensure team members feel supported, connected, and informed.
• Maintain organizational dashboards, boards, and tracking systems.
• Help build and improve internal processes and communication systems.
• Document workflows, procedures, and organizational best practices.
• Prepare organizational summaries and leadership updates.
• Track team engagement, development initiatives, and operational trends.
• Support leadership with special projects and organizational planning efforts.

Organizational Development – Operations Coordinator

• Mapear junto aos gestores de todas as áreas, as necessidades de treinamentos técnicos e comportamentais de todos os cargos, promovendo reuniões, identificando número de colaboradores, cargos por área e especificidades apresentadas (treinamento para manuseio de novos sistemas, novos processos, habilidades, competências etc.), para posterior análise criteriosa e definição de plano de treinamento.
• Elaborar as trilhas de desenvolvimento de todas as áreas da empresa, incluindo possíveis carreiras em Y e gestão, promovendo reuniões junto aos gestores para entendimento das necessidades das competências e treinamentos requeridos, visando apoiar na movimentação das pessoas e divulgação das trilhas de carreira.
• Analisar os resultados das necessidades de treinamentos, organizando por temas (comportamentais, técnicos, de liderança, exigidos legalmente), quantificando índices de interesse, para o estabelecendo de prioridades em função de relevância para cada área/cargo/pessoa.
• Estruturar cronogramas de treinamentos, registrando carga horária, conteúdos e objetivos por área de atuação, definição de instrutores internos e/ou externos, parceiros e demais variáveis, para fins de divulgação e inscrição dos colaboradores.
• Analisar os resultados dos treinamentos realizados, comparando necessidades ou metas inicialmente estabelecidas, com objetivo de avaliar a eficácia do treinamento.
• Analisar os indicadores da área de T&D (Treinamento e Desenvolvimento) para acompanhamento e identificação de melhorias, propondo novas soluções sempre que necessário.
• Buscar fornecedores sistêmicos que envolve a área de T&D, analisando as especificações técnicas, valores e custo- benefícios, com objetivo de manter os treinamentos disponíveis para consulta aos colaboradores.
• Implantar e executar a Avaliação de Desempenho, através de elaboração de políticas, ferramentas, comunicação, treinamento de gestores, aplicação e monitoramento de resultados, para acompanhamento da performance dos colaboradores e ações necessárias no que tange ao desenvolvimento de pessoas.
• Desenhar, implantar e monitorar as metas, KPI´s e PDI´s junto aos gestores, promovendo reuniões, treinamentos de ferramentas e apoiando em dúvidas, para acompanhamento da performance dos colaboradores e ações necessárias no que tange ao desenvolvimento de pessoas.
• Acompanhar o ciclo de Avaliação de Desempenho, realizando a comunicação e treinamento aos envolvidos de todas as etapas, monitorando a inserção e calibragem das metas em sistema interno, assim como analisando os resultados após o fechamento do ciclo, visando a visualização sistêmica ao gestor e geração de meta no próximo ciclo de avaliação.
• Desenhar, implantar e executar Programas de Carreira e Sucessão, Educação Corporativa e Gestão do Clima Organizacional), através de elaboração de políticas, ferramentas, comunicação, treinamento de gestores, aplicação e monitoramento de resultados, para acompanhamento da performance dos colaboradores e ações necessárias no que tange ao desenvolvimento de pessoas.
• Planejar e implementar programas para desenvolvimento da cultura organizacional, promovendo treinamentos internos, reforçando os valores e comportamentos essenciais da empresa, visando o fortalecimento da cultura e consequentemente do Employer Experience.
• Planejar e executar a aplicação de pesquisas internas, através de formulários (online ou presencial), para análise e acompanhamento do nível de satisfação e engajamento dos colaboradores, propondo ações de melhoria no sentido de monitoramento e fortalecimento da cultura e adequado clima organizacional.
• Desenhar e implementar o desenho de processos, fluxos, procedimentos, normas e políticas para as soluções de Desenvolvimento Humano Organizacional, a fim de garantir a correta implementação dos programas.
• Buscar fornecedores e locais externos para datas comemorativas e ações institucionais da Redbelt Security, solicitando orçamentos, verificando valores, quantidade, datas e prazos, a fim de apoiar a tomada de decisão.
• Apoiar eventos internos, de acordo com o calendário pré-definido, escopo e orçamento, buscando fornecedores, analisando valores, qualidade, quantidades e prazos, encaminhando ao superior imediato para validação e compra.
• Apoiar na revisão das comunicações institucionais, interagindo com a área de Marketing para produção do conteúdo visual, de acordo com o planejamento de comunicação interna aprovado, visando informar os colaboradores sobre assuntos cotidianos da empresa.

Analista de Desenvolvimento Humano Organizacional Sênior

• Conduct organizational diagnostics and analyze organizational climate, engagement, and culture.
• Plan and implement programs to develop organizational and behavioral competencies.
• Develop and monitor HR metrics related to development, engagement, and retention.
• Structure and maintain the performance management cycle (evaluations, calibrations, feedback).
• Propose improvements to evaluation methodologies and performance tools.
• Support leaders in applying continuous feedback practices.
• Map training needs with leaders and departments.
• Develop learning paths and training programs.
• Implement and manage corporate learning platforms (LMS).
• Monitor training effectiveness indicators.
• Lead leadership training and development programs.
• Support succession mapping processes and individual development plans (IDPs).
• Facilitate workshops, activities, and development meetings.
• Participate in initiatives that enhance the employee journey.
• Develop initiatives that promote engagement, recognition, and organizational well-being.

Human and Organizational Development Specialist – DHO

• Coordinate the Company's Corporate and Leadership Development strategy;
• Ensure the development of organizational capabilities through corporate programs;
• Leadership development and design of learning experiences;
• Strengthen the network of internal trainers/instructors;
• Contribute to the evolution of a learning culture, the execution of strategy, business growth, and the reinforcement of organizational culture.

Coordinator of Leadership Development and Organizational Capabilities

• Structure, manage, and evaluate development and learning programs
• Design and implement initiatives focused on competencies, strategy, innovation, and future skills development for leaders
• Work autonomously based on historical data, diagnostics, and metrics
• Integrate and align leadership initiatives across the entire learning ecosystem
• Conduct needs assessments and analyze L&D and organizational performance data and indicators

Learning & Development Analyst – Mid-level

• Develop strategic training plans for the Sales Force according to their needs and in alignment with Business Unit strategies, interacting with Sales, Medical and Marketing areas;
• Design training programs (administrative and commercial) that cover sales management as well as representative levels, aligned with short-, medium- and long-term commercial objectives to enable employees;
• Develop and provide managerial tools through management development events, training the sales management team in processes such as leadership, recruitment and selection, motivation and other initiatives aimed at the continuous improvement of the sales force profile, focused on increasing productivity;
• Monitor Sales Force performance, providing guidance on skills, knowledge and behaviors related to sales interview processes and other interactions with physicians, pharmacists and other healthcare professionals targeted by the business;
• Track the performance and effectiveness of training delivered at the various events conducted by the training area;
• Build relationships with key people across the organization to secure the best internal resources aimed at increasing the productivity of both the department and the Sales Force;
• Approve the department’s annual budget and control related expenses, managing the approved training funds and making adjustments according to the commercial directorate’s strategic guidance;
• Participate in strategic meetings of the Business Unit regarding promotional materials, strategic direction and other related activities, contributing to the decision-making process;
• Develop and coach Mid-level and Junior Training Managers, coordinators, analysts and training assistants in the execution of their roles;
• Identify and develop successors for all levels within the Training area;
• Continuously evaluate the performance and effectiveness of training delivered across the various events run by the training area;
• Attend training and development meetings and monitor the work of the medical representative and the district manager when necessary;
• Train new medical representatives, district, regional and national managers;
• Work on the continuous development of the behavioral skills required for district managers.

Senior Training Manager

• Responsible for supporting and leading initiatives related to performance management, talent management, and organizational development.
• Lead and support end-to-end performance management cycles.
• Support talent management processes, including identification of key talent, risk mapping, and monitoring development plans.
• Participate in and support calibration meetings.
• Contribute to succession processes, including building and updating succession maps.
• Administer and analyze potential assessments, consolidating insights.
• Prepare HR analyses and metrics to support decision-making.
• Prepare executive presentations and supporting materials for leadership forums.
• Monitor metrics related to performance, movements, succession, potential, and talent.
• Support culture initiatives and leadership development.

Organizational Development Analyst (Mid-level)

• Plan, develop and implement regional training strategies targeted at distributors and customers of small and medium retail chains
• Deliver in-person and online training sessions for distributors
• Identify knowledge gaps and create/adapt training materials appropriate to the teams’ daily routines
• Design continuous training schedules, monitor engagement and measure training effectiveness
• Support the sales team during product launches, campaigns and events
• Conduct field follow-ups and be available for frequent travel

Training Coordinator, Trade Distribution and Clients

• The Manager, Talent Management – Succession & Leadership Pipeline is responsible for leading the design, implementation, and continuous improvement of succession planning and leadership pipeline strategies, aligned with enterprise talent priorities defined by the Senior Manager.
• This role ensures robust and diverse talent pipelines for critical and leadership roles by strengthening succession processes, leadership development frameworks, and readiness strategies.
• The Manager translates enterprise talent strategy into scalable programs, tools, and governance that enhance leadership capability and mitigate talent risks.
• Acting as a key partner to HR Business Partners and business leaders, this role provides expertise on succession, readiness, and pipeline development, leveraging data and insights to inform talent decisions and align with workforce planning and organizational priorities.
• Succession Planning & Pipeline Management Lead the implementation and continuous improvement of succession planning processes for critical and leadership roles.
• Ensure strong governance, consistency, and data integrity across talent reviews.
• Monitor pipeline health, identify talent risks, and drive mitigation plans to strengthen leadership bench strength.
• Leadership Development Frameworks & Capability Building Drive the deployment of leadership development frameworks aligned with enterprise competency models and business priorities.
• Ensure leadership capability building programs effectively support pipeline readiness and succession outcomes.
• Talent Insights, Analytics & Executive Materials Partner with HRBPs and business leaders to guide succession, readiness, and leadership pipeline strategies.
• Provide expert advice on talent risks, development priorities, and internal mobility aligned with business needs.
• Ensure alignment of succession and leadership pipeline practices with Talent Management, Workforce Planning, and Talent Acquisition.
• Continuously enhance tools, frameworks, and processes, incorporating best practices and market trends.

Talent Development Manager

• Planejar, desenvolver e executar estratégias regionais de treinamento voltadas para distribuidores e clientes de pequenas e médias redes.

Coordenador de Treinamento, Trade, Distribuição e Clientes

• Planejar, desenvolver e executar estratégias regionais de treinamento voltadas para distribuidores e clientes de pequenas e médias redes
• Mapear lacunas de conhecimento e criar/adaptar materiais didáticos adequados à rotina das equipes
• Monitorar o engajamento e mensurar a efetividade dos treinamentos

Coordenador de Treinamento Trade, Distribuição e Clientes

• Plan, develop and implement regional training strategies targeted at distributors and customers of small and medium retail chains
• Identify knowledge gaps and create/adapt instructional materials suited to team routines
• Design schedules for ongoing training programs
• Accompany and carry out field activities

Trade Training Coordinator — Distribution & Clients

• Plan, develop and implement regional training strategies for distributors and clients
• Support the sales team during product launches, campaigns and events
• Conduct field follow-ups and be highly available for frequent travel

Training Coordinator (Trade, Distribution & Clients)

• Manage and develop the TB Academy learning path, ensuring the 6 modules (TB Onboarding, Luxury Consultants, Tableware Academy, Perfumery Academy, Masterclass and Social Media for Stores) are active, up-to-date and being used by the teams;
• Organize and structure existing training content, turning scattered materials into cohesive, applicable modules;
• Create new training content: scripts, presentations, videos, sales guides and support materials by category;
• Implement and manage the phased certification system (Bronze → Silver → Gold → Master), including issuing certificates and pins;
• Create engagement campaigns with quizzes, challenges and prizes to encourage completion of the learning paths;
• Launch and manage the @AcademiaTB channel (internal social network), with an editorial calendar of 2 posts per week, launch livestreams and micro-learning;
• Identify, brief and hire external speakers to elevate the level of service and product knowledge of store teams;
• Define the annual training calendar, including in-person Masterclass visits to all stores;
• Map knowledge gaps by store, by category and by employee profile;
• Monitor and report TB Academy KPIs: % of certifications completed, engagement in the learning paths, quiz results and impact on sales;
• Directly lead one training team member, delegating in-person trainings and providing support to stores and partners.

Training Coordinator

• Responsible for structuring, implementing and managing the company's Talent Management and Organizational Development processes, ensuring the identification, development and retention of talent, the development of leadership, the sustainability of the succession pipeline and the continuous evolution of organizational competencies, always guided by metrics and business results.
• Lead corporate performance and potential review cycles, ensuring methodology execution, consolidation of results and support to leaders.
• Produce analyses and insights to support decisions related to development, movement, promotion and retention of talent.
• Support leaders in building and monitoring Individual Development Plans (IDPs).
• Structure and manage the company's succession planning process for critical and strategic positions.
• Coordinate, together with leaders, the mapping of internal and external successors, assessing readiness, potential and risks associated with succession.
• Monitor the development of identified successors and ensure the implementation of necessary development actions.
• Support talent discussions and organizational calibration, promoting an integrated view of the leadership pipeline.
• Design and implement training, development and leadership development programs aligned with business needs.
• Source, evaluate and manage training and development vendors, ensuring quality and efficiency of investments.
• Administer learning platforms, e-learning and development tracks.
• Ensure management of the company's mandatory and regulatory training.
• Design and run the onboarding process for new employees, promoting integration, engagement and acceleration of productivity.
• Support initiatives aimed at strengthening organizational culture and the employee experience.
• Participate in organizational transformation projects and in advancing people management maturity.
• Define, monitor and analyze metrics related to performance, potential, succession, training and development.
• Assess the effectiveness of implemented initiatives, measuring impact on talent development, leadership formation and organizational results.
• Prepare reports and executive presentations to support decision-making.
• Propose continuous improvement actions based on data, trends and market best practices.

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