HRBP Manager

Company Overview

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-Hybrid

Team Overview

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.

 

Role Responsibilities

Business Partnership & People Strategy

Act 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 initiatives

Organization & Workforce Planning

Support 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 capabilities

Talent & Performance

Own 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 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 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 expectations

Employee Experience & Engagement

Analyze 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 actions

 

HR Operations & Employee Lifecycle

Ensure 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 compliant

 

Role Qualifications

6+ years of experience in HR, including HR Business Partner or similar rolesStrong 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

 

EEO Statement

• We create customer 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.
• We believe in 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.
• We always strive to do better. That means venturing beyond our comfort zones, learning from our mistakes, and helping each other grow.
• We believe in Diversity and Inclusion – Diversity is one of our biggest strengths. Our differences are what makes us distinct. We respect each other and believe in equal opportunities for all.

Diversity & Inclusion

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.

  We reinforce that this position is open to everyone, including pregnant people and people with disabilities (PwD).  I acknowledge that prior to submitting this application, I have read and accepted the Privacy Notice for Candidates which is available on https://careers.didiglobal.com/terms