Descrição da vaga
The Talent Acquisition Director for Brazil is responsible for defining and executing a comprehensive national recruitment strategy aligned with business growth, client demand, and local labor market dynamics. This role ensures the attraction, selection, and retention of high-quality talent across multiple sites and business lines within Brazil, while driving innovation, operational excellence, and diversity in hiring practices.
Role Responsibilities
1. Strategic Leadership & Planning
* Define and execute the Brazil Talent Acquisition strategy aligned with company objectives, national headcount plans, and client demand forecasts.
* Partner with Brazil Operations, HR, Finance, and Workforce Management leaders to anticipate talent needs and capacity requirements.
* Translate national business goals into actionable recruitment plans and measurable KPIs.
* Develop workforce planning insights to proactively address hiring volume fluctuations, seasonal peaks, and new business ramp-ups within Brazil.
* Leverage Brazilian labor market intelligence to inform location strategy, compensation competitiveness, and sourcing channels.
2. National Team Leadership
* Lead, coach, and develop Talent Acquisition Managers and recruitment teams across multiple Brazilian sites to ensure consistent execution, capability building, and engagement.
* Foster a high-performance culture focused on accountability, collaboration, and continuous improvement.
* Ensure alignment with global TA frameworks, tools, and employer branding standards while adapting them to Brazil’s cultural and market realities.
* Drive recruiter capability development in high-volume BPO hiring and specialized talent segments.
3. Operational Excellence
* Oversee end-to-end recruitment operations across all Brazil delivery centers and remote hiring markets, ensuring timely, quality, and cost-effective hiring.
* Monitor and report Brazil-specific TA metrics such as time-to-fill, cost-per-hire, candidate quality, early attrition (training/nesting), and hiring manager satisfaction.
* Partner with Training & Quality teams to ensure hiring quality translates into strong operational performance and first-90-day retention.
* Identify process bottlenecks and implement automation, analytics, and digital recruitment tools to optimize hiring outcomes nationwide.
4. Stakeholder & Client Management
* Act as the primary Talent Acquisition point of contact for Brazil business leaders, client representatives, and external partners.
* Collaborate with Client Services and Operations to support new business transitions, site expansions, and staffing proposals within Brazil.
* Participate in client presentations, RFP responses, and site visits, representing Brazil TA capabilities, performance, and innovation.
* Build and sustain strong partnerships with Brazilian universities, job boards, government labor programs, and community organizations to ensure robust national talent pipelines.
5. Data-Driven Decision Making
* Utilize recruitment analytics and Brazilian labor market intelligence to drive strategic decisions and recommend data-backed solutions.
* Develop and maintain national dashboards to ensure visibility of hiring performance and enable agile workforce decisions.
* Present regular updates to Brazil executive leadership on hiring trends, risks, productivity, and achievements.
6. Employer Branding & Candidate Experience
* Lead employer branding initiatives within Brazil to position the company as an employer of choice in the Brazilian BPO sector.
* Ensure a consistent, inclusive, and culturally relevant candidate experience aligned with company values and employer brand.
* Promote Diversity, Equity, and Inclusion (DEI) through targeted outreach and recruitment strategies aligned with Brazil’s diversity landscape.
7. Compliance & Governance
* Ensure all recruitment activities comply with Brazilian labor legislation, data protection laws (including LGPD), and ethical hiring standards.
* Maintain audit readiness and process documentation aligned with internal controls and external compliance requirements (e.g., COPC, ISO, or client-specific standards).
8. Innovation & Continuous Improvement
* Drive adoption of AI, automation, and digital recruitment marketing to modernize hiring practices across Brazil.
* Benchmark national practices against Brazilian BPO and talent acquisition market leaders to introduce best-in-class models.
* Integrate predictive analytics and skill-based hiring approaches to anticipate Brazil’s future workforce needs.
Requisitos
* 10+ years of Talent Acquisition experience, including at least 5 years in a senior leadership role.
* Fluent in English and advanced Spanish proficiency (Spanish is not a must).
* Proven experience leading high-volume, multi-site recruitment operations in Brazil (BPO or multinational environment).
* Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field (MBA or postgraduate preferred).
* Strong knowledge of the Brazilian labor market, labor legislation, and LGPD.
* Demonstrated expertise in workforce planning, large-scale ramp-ups, and recruitment analytics (KPIs, dashboards, cost control).
* Experience implementing and optimizing ATS, CRM, and digital/AI-driven sourcing tools. (Workday)
* Strong stakeholder management and client-facing skills.