Human Resources Manager

The HR Manager plays a key role in all aspects of human resources, including recruitment, employee relations, performance management and compliance with labor laws. And also in shaping a culture of continuous learning and growth across the school. This role is responsible not only for designing and leading initiatives that strengthen professional capabilities, develop leadership at all levels, and align staff performance with the school's strategic vision, but also implementing HR strategies to support organizational goals, foster a positive work environment and secure employee engagement and development. Working in close partnership with school leadership, the postholder will ensure that development programmes, policies, and evaluation processes are coherent, impactful, and foster both individual and organisational excellence.

About us

St. Paul's was founded in 1926 and was the first school in South America to receive accreditation from the UK government as a British School Oversees. Fully coeducational, with about 1,000 pupils, aged from 3 to 18, it is a school with history and tradition, but which embraces innovation, contemporary values and the latest in digital learning. We are a world-class school, and an international member of HMC and IAPS, and a member of COBIS and the LAHC. We are proud of our local, national and international reputation and we constantly strive to improve the opportunities for our pupils and staff. Our recent BSO inspection judged us as a leading British School overseas, and you can download the report from our website. Our exceptional facilities place teaching and learning at the heart of the school.

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Key Responsibilities

1. Strategy & Policy

• Design and implement a performance evaluation system that fosters professional growth for all employees, with clear processes, expectations, tools, and defined metrics to measure effectiveness.

  • Develop, implement, and monitor the Continuous Professional Learning (CPL) policy, ensuring alignment with the school's strategic priorities and staff needs.

    • Conduct training needs analysis across departments and roles to inform development initiatives.

      • Manage the learning and development budget, ensuring effective allocation of resources.

2. Programme Delivery

• Plan, coordinate, and deliver professional development — including workshops, training sessions, and individual or group coaching — to promote continuous learning and high performance.

  • Select, onboard, and manage external training providers, ensuring quality and alignment with organisational goals.

    • Develop and maintain an up-to-date internal knowledge base and integrate modern tools and approaches into training processes.

3. Leadership Development

• Partner with leadership to build skills and capabilities that support effective staff development.

  • Provide coaching and guidance for managers and team leaders to apply development practices effectively.

    • Support the growth of high-potential employees through personalised development plans and structured career pathways.

4. Evaluation & Continuous Improvement

• Monitor and evaluate the impact of development programmes, using data and feedback to improve content, methods, and outcomes.

  • Promote transparent and constructive feedback practices, enabling employees to identify strengths, development needs, and career opportunities.

5. Compliance & Culture

• Ensure all development activities comply with internal policies, ethical standards, and legal requirements.

  • Contribute to broader organisational development and culture projects.

    • Actively support the employee lifecycle from onboarding to offboarding.

6. Generalist Performance

• Oversee all aspects of human resources, including recruitment, employee relations, performance management, and compliance with labor laws

• Develop and implement HR strategies to support organizational goals

• Foster a positive work environment and ensure employee engagement and development

• Manage employee onboarding, training, and performance evaluation processes

• Handle conflict resolution and employee grievances professionally

• Collaborate with management to address workforce planning and talent development needs

• Employee Experience

• Employer Branding

Please ensure your entire application is in English.

Applications will be considered as they arrive and the school reserves the right to appoint at any time.

Our benefits

• Health insurance

• Dental plan

• Pension plan

• Onsite lunches

• Food card

• Transportation tickets

Safeguarding

The school is committed to safeguarding and promoting the welfare of children and expects all staff and volunteers to share in this commitment. The offer of the role would be made subject to receipt of satisfactory references, proof of relevant qualifications, identification checks and other safeguarding checks (including Internet and Social Media profiles and exposure), an overseas check if appropriate and a pre-placement medical assessment. Proof of entitlement to work in Brazil is also required where necessary.

Equality, Diversity and Inclusion

St Paul's is committed to equality, diversity and inclusion. We recognise the value of diverse environments and strive to promote a culture in which all pupils, staff and members of the school community are welcomed and supported to fulfil their potential, regardless of their background or personal characteristics. We oppose all forms of unlawful and unfair treatment, embarrassment, discrimination, bullying and harassment.

• University degree required. Postgraduate studies or an MBA in Human Resources, Education, Psychology, or related fields is an advantage.

  • Fluent in Portuguese and English, both written and spoken, is mandatory.

    • Solid experience in HR, with a proven track record in designing and implementing staff development programme.

      • Strong knowledge of professional learning methodologies and performance development practices.

        • Excellent interpersonal skills, high emotional intelligence, and the ability to build trust and influence across all staff groups.

          • Skilled in designing policies, guidelines, and tools that are practical, clear, and aligned with organisational objectives.

            • Proactive, structured, and results-oriented approach.

              • Desirable: Experience in the education sector or in schools.

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