If you see technology as a way to smooth your path in life, our team does too: Your Path, Our Journey.

We believe in technology that connects talented people who embrace diversity to create and share paths we don't even know about (yet!). We work to generate value not only for our users but, above all, for the communities we serve and for society as a whole, making every day better for everyone with mobility and delivery services (99) or digital payments (99Pay).

To make life easier for millions of people every day, since 2018, we have been part of DiDi DiDi Global Inc., the world’s leading mobility technology platform. We are pioneers in creating innovative solutions that start in Brazil and scale up to make a positive impact in more than 12 countries where DiDi operates. This innovation encompasses sustainability, safety, artificial intelligence, financial markets, and much more.

Whether building projects from scratch or improving our solutions, we enjoy challenges that give us butterflies, which is why we work at a fast pace with respect, collaboration, and good humor. Along this journey, we also draw strength from diverse experiences and opinions to grow together, fail quickly, learn, and adjust the course to create solutions that deliver even better results.

You will partner closely with business leaders to drive the people's agenda, organizational effectiveness, and workforce priorities across fast-paced operational teams. This role is responsible for translating business priorities into people solutions, strengthening leadership and team capabilities, and ensuring high-quality execution of core HR processes. The role requires strong business acumen, ownership, and the ability to influence leaders in a multicultural and highly dynamic environment.

Business Partnership & People Strategy

Act as a strategic HR partner to business leaders, translating business priorities into people and organizational actions
Advise leaders on organizational design, workforce planning, talent priorities, team effectiveness, and employee-related decisions
Identify people risks and organizational opportunities, proactively recommending solutions and driving follow-up
Provide data-driven insights to support business and people decisions
Partner with senior HRBPs and leadership on key organizational and transformation initiatives

Organization & Workforce Planning

Support organizational design, headcount planning, restructuring, and resource allocation based on business priorities
Monitor organizational health, spans and layers, critical roles, and talent gaps
Drive workforce planning discussions and ensure organizational changes are reflected accurately in HR systems
Partner with leaders to improve organizational efficiency while protecting critical business capabilities

Talent & Performance

Own the execution of performance, talent review, promotion, succession, and development processes for the supported organization
Coach managers on performance management, feedback, development, and difficult people conversations
Identify high-potential talent, critical roles, retention risks, and capability gaps
Support leadership development and succession planning for key positions

Sales & Offline Capability Building

Partner with business leaders to define and strengthen critical capabilities for Sales, Field Operations, Offline Operations, and Business Development

Build capability frameworks for areas such as field acquisition, commercial execution, partnerships, negotiation, account management, and local market execution
Identify capability gaps and partner with leaders and COEs to design development, hiring, and upskilling solutions
Support the development of scalable operating models for field and offline teams as the business expands into new cities and markets
Ensure talent and capability plans are aligned with growth priorities and commercial performance expectations

Employee Experience & Engagement

Analyze engagement, eNPS, employee sentiment, and organizational health indicators
Partner with leaders to develop and execute action plans based on employee feedback
Drive initiatives that strengthen culture, collaboration, inclusion, and employee experience
Proactively identify employee relations risks and provide guidance on appropriate actions

HR Operations & Employee Lifecycle

Ensure high-quality execution of employee lifecycle processes, including onboarding, transfers, promotions, organizational changes, and terminations
Provide guidance to managers on HR policies, processes, and employee relations matters
Partner with HR Operations, Payroll, Talent Acquisition, and COEs to resolve complex employee and organizational issues
Ensure HR data, documentation, and organizational information remain accurate and compliant