Head of Recruiting & HR

Bachelor's degree or above in Human Resources, Business Administration, Labor Relations, or a related field.

• 5+ years of comprehensive HR management experience in large-scale manufacturing, including at least 3 years of HR management experience in factories in Brazil, Europe, or the Americas.
• Experience in wind energy, renewable energy, or high-end equipment manufacturing is preferred.
• Strong hands-on experience recruiting mid-to-senior management and key technical teams within the manufacturing sector.
• Experience with international manufacturing talent acquisition channels and candidate assessment.
• Strong knowledge of the Brazilian employment market, with proven experience in union negotiations, labor dispute resolution, and employment compliance.

Strong knowledge of the Brazilian employment compliance framework, including CLT, Collective Bargaining Agreements (CCT), statutory benefits, local employment requirements, termination protection, labor costs, and key compliance risks.

• Excellent union negotiation and labor risk management skills, with the ability to independently lead collective bargaining, address union and employee demands, and resolve labor disputes.
• Ability to effectively manage risks related to work stoppages, labor litigation, and regulatory penalties.
• Strong workforce planning and compensation management capabilities, with the ability to optimize headcount and labor costs according to production capacity.
• Strong decision-making and execution capabilities, with a practical and accountable approach to workforce optimization, risk management, and policy implementation.
• Comprehensive knowledge of the full HR function and the ability to independently establish a localized HR management system for an overseas manufacturing plant.
• Strong cost, data, and risk management mindset.

4.3 Language Requirements — Mandatory

• Fluent in both Brazilian Portuguese and English, including speaking, reading, and writing.
• Able to conduct business discussions, union negotiations, employee management, official document preparation, and cross-functional communication in both languages.
• Comfortable working in a fully bilingual international environment.

Firm and professional approach with clear accountability and respect for company policies and principles.

? Proven track record of effective team management, with no significant history of serious labor disputes or major employment compliance issues.

Experience managing the full HR function for wind energy, renewable energy, or large-scale industrial manufacturing plants in Brazil.

• Proven success in recruiting and building teams of mid-to-senior management and technical professionals for international manufacturing operations.
• Strong knowledge of Brazilian annual union negotiation processes and labor relations management in large manufacturing plants. 3.1 HR Planning, Recruitment & Staffing
• Lead recruitment activities across the plant, with particular focus on mid-to-senior management and key technical positions.
• Develop talent pipelines through the Brazilian and international manufacturing talent market, including Europe and the Americas.
• Ensure compliance with applicable local employment requirements and optimize the fit between positions and candidates.
• 3.2 Training & Talent Development
• Establish a localized training system specifically designed for wind turbine blade manufacturing.
• Develop training programs covering job-specific skills, occupational safety, labor compliance, and other key areas.
• Adapt training programs to the working practices and development needs of local employees.
• Build talent pipelines for key employees and middle management.
• 3.3 Performance Management
• Establish a compliant, fair, and practical performance management system aligned with Brazilian labor regulations and the characteristics of manufacturing operations.
• Develop differentiated performance indicators for production, technical, and management positions.
• Link performance evaluation to key business and operational indicators such as production capacity, product quality, occupational safety, and work efficiency.
• Implement the full performance management process, including performance coaching, evaluation, rating, and application of results.
• Continuously improve performance management mechanisms while ensuring fairness and consistency.
• Use performance management to improve overall team effectiveness while minimizing employee complaints and labor compliance risks.

Maintain strong knowledge of Brazilian CLT labor law, Collective Bargaining Agreements (CCT), and local employment cost requirements.

• Develop compensation and benefits structures aligned with the plant's business budget and industry salary levels.
• Ensure accurate payroll-related calculations, statutory contributions, and implementation of employee benefits.
• Continuously optimize compensation structures based on production capacity and the outcomes of union negotiations.
• Ensure an appropriate balance between job value, workforce structure, and total labor costs.
• 3.5 Employee Relations & Union Management — Key Focus
• Act as the plant's primary contact for local labor unions.
• Maintain regular communication with relevant industry unions, including routine meetings and ongoing engagement.
• Lead or participate in annual collective bargaining negotiations and the signing and implementation of collective agreements.
• Ensure all applicable union requirements and contractual provisions are properly implemented.
• Proactively identify potential labor disputes, employee concerns, and risks of work stoppages.
• Effectively mediate and resolve employee and labor relations issues.
• Ensure compliant handling of disciplinary actions, terminations, workforce optimization, and other employee relations matters.
• Handle unreasonable union demands, collective productivity issues, labor disputes, and negotiation deadlocks in a professional and decisive manner.
• Protect the company's legitimate business interests while maintaining stable production operations and sustainable labor relations.

3.6 HR Policies, Compliance & Operational Management

• Develop and improve the plant's HR policies and procedures in line with corporate management standards and Brazilian labor and union regulations.
• Ensure compliance across the full employee lifecycle, including recruitment, employment, working hours and attendance, performance management, compensation, disciplinary actions, and termination.
• Monitor and analyze HR data and prepare reports covering key indicators such as headcount, workforce efficiency, labor costs, employee turnover, and other HR metrics.
• Provide data and analysis to support production capacity adjustments, workforce optimization, and management decision-making.
• Ensure the plant's HR operations are standardized, efficient, and fully compliant with local requirements.