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.
#LI-HybridYou 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
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
Diversity is not a future vision or a wish for something we want someday; it is a non-negotiable value of who we are today.
We embrace inclusion, plurality, and respect, and to achieve this, we rely on the governance of the Diversity Committee, which works alongside HR, our leadership, and identity groups—99Adapta, 99Afro, 99Colors, 99Womem, and 99Familys.
This is our ongoing journey, with much more still to come.
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