Talent Acquisition Manager

We are seeking a strategic Talent Acquisition Leader to drive the attraction of top talent and ensure our teams are prepared for future challenges. This role is essential to strengthening our employer brand and ensuring agile, innovative, and culturally aligned hiring processes. You will directly impact the building of our teams and the candidate experience, acting as a guardian of our culture and a strategic partner to business areas to ensure each hire moves Bracell toward the future.

Role Description

- Lead recruitment processes for leadership and management positions, ensuring a consultative and tailored approach—from defining profiles with stakeholders to active sourcing (hunting), rigorous screening, structured interviews, ATS management, and offer negotiation.
- Act directly and collaboratively throughout the entire recruitment cycle, ensuring excellence and speed. Conduct active hunting for critical roles, structured competency-based interviews, ATS data management, and salary proposal negotiations.
- Monitor and ensure compliance with recruitment and selection SLAs.
- Develop and execute comprehensive talent attraction strategies tailored to different levels (high-volume, specialized, executive) and locations. Explore new sourcing channels and enhance existing ones to ensure agility and accuracy in hiring.
- Manage the full Recruitment & Selection cycle, ensuring scalable practices, a positive candidate experience, efficient onboarding, and retention.
- Manage timelines and stakeholders' expectations, guiding and adjusting team activities to ensure quality delivery.
- Lead the team by setting goals and KPIs (e.g., time-to-hire, quality-of-hire, talent pipeline), promoting continuous improvement and innovation.
- Ensure legal compliance for hiring in industrial, forestry, and port operations (specific NRs, labor laws, etc.).
- Develop employer branding initiatives to attract diverse profiles across all hierarchical levels.
- Monitor, analyze, and report data for continuous optimization (feedback forums, strategic adjustments, diversity and inclusion metrics).
- Establish external partnerships (universities, agencies, unions, technologies, large-scale hiring events).
- Identify and adopt emerging technologies such as ATS enhancements, advanced sourcing tools, video interviewing, chatbots, automations, and dynamic job promotion.
- Act as a strategic partner to business areas, influencing decisions and enhancing both candidate and hiring manager experiences.

Mandatory Requirements & Qualifications

- Bachelor's degree in Psychology, Business Administration, or related fields
- Team management experience
- Advanced English
- Solid experience in complex, multisector environments, with high-volume recruiting and executive hiring
- ATS systems and recruitment technologies.
- LinkedIn Recruiter.
- Competency-based interviewing.
- Advanced sourcing for contingent workforce, events, and social media.
- Strong analytical profile
- Experience with diversity, equity & inclusion initiatives, especially regarding people with disabilities and women.
- Experience with recruitment events such as career fairs.
- Deep knowledge of labor laws, environmental regulations, and relevant safety standards (NRs).
- Resilience, proactivity, and agility in decision-making.
- Emotional intelligence, adaptability, and cultural flexibility given regional complexity.

Desirable:

- MBA or postgraduate degree in Business Management, People Management, or Organizational Psychology (preferred)
- Experience in multinational companies (preferred)

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