Human Resources and HSE Coordinator - Uberaba, MG

HR & HSE Coordinator (Brazil) · Build a safe, compliant, high‑performance culture while scaling people processes, careers, and capabilities. · Location: Uberaba · Reports to: Executive leadership · About the role · We're hiring an HR & HSE Manager (Brazil) to own the end‑to‑end P ...

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HR & HSE Coordinator (Brazil)

Build a safe, compliant, high‑performance culture while scaling people processes, careers, and capabilities.

Location: Uberaba

Reports to: Executive leadership

About the role

We're hiring an HR & HSE Manager (Brazil) to own the end‑to‑end People agenda and the Safety & Health (SST/HSE) system. You'll ensure strict compliance with Brazilian labor law (CLT), eSocial obligations, LGPD privacy rules, and Normas Regulamentadoras (NRs), while you design scalable processes, a Career & Compensation (CCR) plan, and an Employee & Leadership Development program that accelerates performance and inclusion.

What you'll do

Business Partnership & Support to Business Needs (NEW)

• Translate the business plan into people & safety execution: align AOP/quarterly priorities with HR/HSE capacity planning, training, and PGR actions.
• Workforce planning & talent strategy: model headcount and capability needs (build/buy/borrow/redeploy), optimize hiring sprints for ramp‑ups/NPI/shift changes, and ensure quota programs (PCD/Apprentices) are embedded.
• Organizational design & change: partner with leaders on structure, spans/layers, and role clarity; lead change management and manager coaching.
• Operational readiness: de‑risk expansions and line changes through pre‑start safety reviews, ergonomic improvements, training matrices, and onboarding that hit time‑to‑productivity targets.
• Audit & customer interface: support client, regulatory, and corporate audits with evidence‑ready documentation (e.g., eSocial, NR programs, training records).
• People & safety analytics: deliver data‑driven insights (turnover, absenteeism, overtime mix, learning coverage, injury leading indicators), recommend corrective actions, and track ROI/impact.
• Vendor/partner governance: manage external clinics, training providers, and PPE suppliers for quality, service levels, and cost effectiveness.

HR operations & compliance

• Lead the full employee lifecycle under CLT—hiring, time & attendance/OT, vacation, 13th salary, terminations/notice period—in line with collective agreements.
• Govern eSocial submissions (e.g., S‑2190/2200 admissions, S‑2299 terminations, payroll events), ensuring on‑time, in‑full accuracy across HRIS and payroll.
• Oversee FGTS deposits and termination controls. []
• Ensure timely CAT reporting for work accidents (by the next business day; immediate in case of fatality) and alignment with SST records/eSocial. [CipaE PREV...NOVA NR 05]

HSE (SST) leadership

• Operate the GRO/PGR system (NR‑01) with a living risk inventory and action plan; report progress to leadership.
• Run PCMSO (NR‑07) in full alignment with PGR (admission/periodic/return/change/termination exams; ASO).
• Ensure EPI (NR‑06) selection, valid CA, issuance traceability, and user training.
• Dimension and partner with SESMT (NR‑04) according to CNAE risk level and headcount.
• Chair/partner with CIPA on prevention actions and annual anti‑harassment measures (Law 14.457/2022).
• Drive Ergonomics (NR‑17) programs and workplace adaptations.
• Maintain Emergency/Fire Safety (NR‑23) compliance, including drills, signage, and state Fire Department requirements.

Process development

• Map and standardize end‑to‑end HR & SST processes (SIPOC/BPMN), publish SOPs with SLAs and RACI, and install internal controls/audits (e.g., admissions→eSocial, CAT flow, PCMSO, EPI hand‑over, CIPA routines, emergency drills).

Career & Compensation Plan (CCR)

• Design the Job Architecture (families, expert/managerial tracks, Jr/Pl/Sr/Lead levels, role descriptions, competencies) and pay bands per family/level.
• Define objective criteria for progression/promotion (merit and/or seniority) consistent with CLT Art. 461; implement fair‑pay governance to reduce equal‑pay risk (public homologation no longer required).
• Provide inputs to Brazil's Equal Pay transparency (MTE Portaria 3.714/2023), reporting plan existence and access/progression criteria; ensure consistency with eSocial data.

Employee & Leadership Development Plan (L&D)

• Build the capability framework & skills matrix by job family/level; launch the annual training plan covering GRO/PGR (NR‑01), EPI (NR‑06), Ergonomics (NR‑17), Emergency/Fire (NR‑23), anti‑harassment (Law , and LGPD awareness.
• Roll out IDPs for all employees and targeted leadership programs (front‑line safety leadership; fair, data‑driven CCR decisions).

Diversity, inclusion & legal quotas

• Ensure PCD hiring/retention per Law 8.213/1991 (Art. 93) with accessibility and reasonable accommodation.
• Ensure Apprenticeship quotas per Law 10.097/2000 and Decree 9.579/2018, structuring compliant on‑the‑job learning.

Data privacy (LGPD)

• Govern lawful processing, retention, DSRs, incident response, and vendor oversight for HR systems in line with LGPD and ANPD guidance.

What you'll bring

• Proven experience leading HR operations in Brazil and SST/HSE systems (GRO/PGR, PCMSO, EPI, CIPA).
• Strong command of CLT, eSocial, LGPD, and applicable NRs; comfort translating regulations into pragmatic processes and dashboards.
• Hands‑on design of process architecture (SOPs, SLAs, RACI) and internal controls/audits.
• Experience building Job Architecture & Pay Bands and administering promotions/progressions compliant with CLT Art. 461.
• L&D program design (compliance + role‑based) and IDP implementation with measurable outcomes.
• Stakeholder management across Operations, Legal/Compliance, Finance, SESMT, CIPA, and unions.
• English proficiency for working with international teams.

Success metrics (your KPI dashboard)

Business‑aligned KPIs

• Time‑to‑hire & time‑to‑productivity for ramp‑ups/new lines; first‑90‑day retention; overtime ratio; absenteeism trend.
• Audit readiness: % of processes with current SOP/RACI; external/internal audit pass rate; customer audit findings closed on time.

Compliance & HSE

• eSocial OTIF; CAT on‑time %; % PCMSO exams on time; % EPI with valid CA + signed receipt; time‑to‑close anti‑harassment reports.
• PGR action plan milestone completion; TRIF/severity trend; Emergency drill completion with corrective actions closed within SLA.

CCR & L&D

• % roles mapped; % employees with defined track; time‑to‑promotion; internal mobility %; adjusted pay‑gap trend (Equal Pay inputs).
• Training coverage for mandatory modules (NR‑01/06/17/23; anti‑harassment; LGPD) ≥ 95%; IDP activation & on‑time reviews.

Job Type: Full-time

Pay: R$7, R$12,000.00 per month

Work Location: In person