HRBP Manager

About The Company
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. About The Team/role 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. In this role, you'll be... 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 We're eager to be in touch because you have... 6+ years of experience in HR, including HR Business Partner or similar roles Strong business acumen and ability to understand operational and commercial business models Experience partnering with managers and senior leaders on talent, performance, workforce planning, and organizational topics Experience supporting Sales, Commercial, Field Operations, Offline Operations, or similar high-growth operational environments is highly desirable Strong analytical and problem-solving skills, with the ability to translate data into actionable people insights Strong stakeholder management, influencing, and communication skills Ability to navigate ambiguity, manage multiple priorities, and operate effectively in a fast-paced environment Fluent or advanced English required; experience working in multicultural environments is preferred You'll love working at DiDi because... We create user value We strive to always create valuable experiences for our users in everything we do. Our focus is to always innovate new experiences that are safe, pleasant and efficient. We are data-driven We are strong believers in making informed decisions, that’s why we are data-driven. We can better navigate the business landscape strategically by analyzing valuable metrics. Win-win Collaboration Success is a team sport. When we work to help our partners and colleagues win, we win, too. While keeping everyone's best interest at heart, we communicate with candor and execute with excellence in all we do. We believe in integrity Integrity is at the very core of our business. We are people who always want to do the right thing. Our intentions are sincere, we speak our minds and listen to each other. Growth We always strive to do better. That means venturing beyond our comfort zones, learning from our mistakes, and helping each other grow. Diversity and Inclusion Diversity is one of our biggest strengths. Our differences are what make us distinct. We respect each other and believe in equal opportunities for all. Diversity & Inclusion Diversity is not a vision of the future or something we wish to have one day, it is a non-negotiable value of who we are. We practice inclusion, plurality, and respect. And we count on the governance of the Diversity Committee, which works together with HR, leadership and identity groups
- 99Adapta, 99Afro, 99Cores, 99Mulheres, and 99Mamães. This part of our journey has been written, there remains a long road before us. We reinforce that this position is open to everyone, including pregnant people and people with disabilities (PwD).