Hrbp Manager

Company OverviewIf 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 ****, 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.
#LI-HybridTeam OverviewYou 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.
Role ResponsibilitiesBusiness Partnership & People StrategyAct as a strategic HR partner to business leaders, translating business priorities into people and organizational actionsAdvise leaders on organizational design, workforce planning, talent priorities, team effectiveness, and employee-related decisionsIdentify people risks and organizational opportunities, proactively recommending solutions and driving follow-upProvide data-driven insights to support business and people decisionsPartner with senior HRBPs and leadership on key organizational and transformation initiativesOrganization & Workforce PlanningSupport organizational design, headcount planning, restructuring, and resource allocation based on business prioritiesMonitor organizational health, spans and layers, critical roles, and talent gapsDrive workforce planning discussions and ensure organizational changes are reflected accurately in HR systemsPartner with leaders to improve organizational efficiency while protecting critical business capabilitiesTalent & PerformanceOwn the execution of performance, talent review, promotion, succession, and development processes for the supported organizationCoach managers on performance management, feedback, development, and difficult people conversationsIdentify high-potential talent, critical roles, retention risks, and capability gapsSupport leadership development and succession planning for key positionsSales & Offline Capability BuildingPartner with business leaders to define and strengthen critical capabilities for Sales, Field Operations, Offline Operations, and Business DevelopmentBuild capability frameworks for areas such as field acquisition, commercial execution, partnerships, negotiation, account management, and local market executionIdentify capability gaps and partner with leaders and COEs to design development, hiring, and upskilling solutionsSupport the development of scalable operating models for field and offline teams as the business expands into new cities and marketsEnsure talent and capability plans are aligned with growth priorities and commercial performance expectationsEmployee Experience & EngagementAnalyze engagement, eNPS, employee sentiment, and organizational health indicatorsPartner with leaders to develop and execute action plans based on employee feedbackDrive initiatives that strengthen culture, collaboration, inclusion, and employee experienceProactively identify employee relations risks and provide guidance on appropriate actionsHR Operations & Employee LifecycleEnsure high-quality execution of employee lifecycle processes, including onboarding, transfers, promotions, organizational changes, and terminationsProvide guidance to managers on HR policies, processes, and employee relations mattersPartner with HR Operations, Payroll, Talent Acquisition, and COEs to resolve complex employee and organizational issuesEnsure HR data, documentation, and organizational information remain accurate and compliantRole Qualifications6+ years of experience in HR, including HR Business Partner or similar rolesStrong business acumen and ability to understand operational a