The Talent Acquisition Director for Brazil is responsible for defining and executing a comprehensive national recruitment strategy aligned with business growth, client demand, and local labor market dynamics. This role ensures the attraction, selection, and retention of high-quality talent across multiple sites and business lines within Brazil, while driving innovation, operational excellence, and diversity in hiring practices. Role Responsibilities 1. Strategic Leadership & Planning - Define and execute the Brazil Talent Acquisition strategy aligned with company objectives, national headcount plans, and client demand forecasts. - Partner with Brazil Operations, HR, Finance, and Workforce Management leaders to anticipate talent needs and capacity requirements. - Translate national business goals into actionable recruitment plans and measurable KPIs. - Develop workforce planning insights to proactively address hiring volume fluctuations, seasonal peaks, and new business ramp-ups within Brazil. - Leverage Brazilian labor market intelligence to inform location strategy, compensation competitiveness, and sourcing channels. 2. National Team Leadership - Lead, coach, and develop Talent Acquisition Managers and recruitment teams across multiple Brazilian sites to ensure consistent execution, capability building, and engagement. - Foster a high-performance culture focused on accountability, collaboration, and continuous improvement. - Ensure alignment with global TA frameworks, tools, and employer branding standards while adapting them to Brazil's cultural and market realities. - Drive recruiter capability development in high-volume BPO hiring and specialized talent segments. 3. Operational Excellence - Oversee end-to-end recruitment operations across all Brazil delivery centers and remote hiring markets, ensuring timely, quality, and cost-effective hiring. - Monitor and report Brazil-specific TA metrics such as time-to-fill, cost-per-hire, candidate quality, early attrition (training/nesting), and hiring manager satisfaction. - Partner with Training & Quality teams to ensure hiring quality translates into strong operational performance and first-90-day retention. - Identify process bottlenecks and implement automation, analytics, and digital recruitment tools to optimize hiring outcomes nationwide. 4. Stakeholder & Client Management - Act as the primary Talent Acquisition point of contact for Brazil business leaders, client representatives, and external partners. - Collaborate with Client Services and Operations to support new business transitions, site expansions, and staffing proposals within Brazil. - Participate in client presentations, RFP responses, and site visits, representing Brazil TA capabilities, performance, and innovation. - Build and sustain strong partnerships with Brazilian universities, job boards, government labor programs, and community organizations to ensure robust national talent pipelines. 5. Data-Driven Decision Making - Utilize recruitment analytics and Brazilian labor market intelligence to drive strategic decisions and recommend data-backed solutions. - Develop and maintain national dashboards to ensure visibility of hiring performance and enable agile workforce decisions. - Present regular updates to Brazil executive leadership on hiring trends, risks, productivity, and achievements. 6. Employer Branding & Candidate Experience - Lead employer branding initiatives within Brazil to position the company as an employer of choice in the Brazilian BPO sector. - Ensure a consistent, inclusive, and culturally relevant candidate experience aligned with company values and employer brand. - Promote Diversity, Equity, and Inclusion (DEI) through targeted outreach and recruitment strategies aligned with Brazil's diversity landscape. 7. Compliance & Governance - Ensure all recruitment activities comply with Brazilian labor legislation, data protection laws (including LGPD), and ethical hiring standards. - Maintain audit readiness and process documentation aligned with internal controls and external compliance requirements (e.G., COPC, ISO, or client-specific standards). 8. Innovation & Continuous Improvement - Drive adoption of AI, automation, and digital recruitment marketing to modernize hiring practices across Brazil. - Benchmark national practices against Brazilian BPO and talent acquisition market leaders to introduce best-in-class models. - Integrate predictive analytics and skill-based hiring approaches to anticipate Brazil's future workforce needs. Requirements - 10+ years of Talent Acquisition experience, including at least 5 years in a senior leadership role. - Fluent in English and advanced Spanish proficiency (Spanish is not a must). - Proven experience leading high-volume, multi-site recruitment operations in Brazil (BPO or multinational environment). - Bachelor's degree in Human Resources, Business Administration, Psychology, or related field (MBA or postgraduate preferred). - Strong knowledge of the Brazilian labor market, labor legislation, and LGPD. - Demonstrated expertise in workforce planning, large-scale ramp-ups, and recruitment analytics (KPIs, dashboards, cost control). - Experience implementing and optimizing ATS, CRM, and digital/AI-driven sourcing tools. (Workday) - Strong stakeholder management and client-facing skills.