Senior HRBP
- Compensation
- Not disclosed
- Location
- São Paulo
- Work setup
- Not specified
- Seniority
- Senior
- Employment
- Not specified
- Experience
- 6+ years
- Category
- Hr
- Posted
Skills
Must have
- 6+ years of progressive HR generalist / HRBP experience, with solid exposure to at least three of: talent development, performance management, organizational design, culture, compensation, people oper
- Proven senior stakeholder management: a track record of building credibility with, and influencing, executives, founders, or leaders you don't have formal authority over, including in difficult or ske
- Hands-on track record with people data, not just exposure to it: you’ve built analyses yourself (attrition deep dives, compensation benchmarking, headcount planning, calibration analyses) and you enjo
- Structured, direct, and transparent communication style, able to synthesize a complex situation into a clear recommendation for senior audiences, in both English and Portuguese.
- Demonstrated ability to structure and execute initiatives from scratch (0-to-1), and to see them through to completion, ideally in a fast-paced, high-growth, or frequently-changing environment.
- Resilience and sound judgment under ambiguity: knows which battles to pick, stays composed with difficult stakeholders, and adapts quickly when priorities shift.
- Fluent in English and Portuguese (mandatory).
Nice to have
- Experience as an HRBP in a scale-up, tech, or startup environment.
- Exposure to multi-country or cross-border HR practices (labor law, compensation, or performance processes).
- Genuine enthusiasm for the gaming industry.
Full description
About The Role
Wildlife's People Team is looking for a Senior HRBP Specialist to partner with senior leaders and build the people strategies that fuel performance, engagement, and growth. This is a strategic, hands-on role for an experienced HR generalist who has already earned trust in the room with senior stakeholders, who backs recommendations with data, and who thrives on structuring initiatives in a fast-moving, ever-changing environment.
You'll act as a trusted advisor across the business, coach managers through complex people moments, and drive HR initiatives end-to-end in close partnership with Talent Acquisition, Talent Development, Compensation & Benefits, People Operations, and Payroll.
We’re especially looking for someone who genuinely enjoys working with numbers: you’ll bring a strong analytical lens to a People team known for its relationship and qualitative strengths, helping turn what we sense into evidence leadership can act on.
What You'll Do
Business Partnership & People Strategy
- Build strong, trust-based relationships with business leaders, including senior and executive stakeholders, to understand team dynamics and co-create people strategies that drive performance and engagement.
- Act as a trusted advisor on talent development, performance management, organizational design, and team effectiveness, ensuring HR solutions align with business goals and the employee experience.
- Lead and land HR initiatives end-to-end, from framing the problem to implementation, in collaboration with Talent Acquisition, Talent Development, Compensation & Benefits, People Operations, and Payroll.
- Coach and influence leaders, including those you have no direct authority over, to adopt new practices and navigate difficult people situations with confidence.
- Champion adaptability and resilience, helping the organization navigate change, restructuring, and rapid growth without losing momentum.
Data & People Insights
- Use HR data and metrics (attrition, engagement, performance, headcount) to identify trends, validate hypotheses, and inform workforce decisions.
- Build and maintain reports and dashboards that give leadership a clear, structured read on people trends.
- Translate data into a clear narrative and recommendation for both technical and non-technical audiences.
- Proactively flag workforce risks by spotting patterns early, before they become business problems.
What You'll Need
Must-have
- 6+ years of progressive HR generalist / HRBP experience, with solid exposure to at least three of: talent development, performance management, organizational design, culture, compensation, people operations, or talent acquisition.