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Red Bull

Manufactures and markets energy drinks

HR Business Partner

HR Generalist & Employee RelationsConfirmed live in the last 24 hours
Full-timeBragança Paulista, State of São Paulo, BrazilNo salary listedIn-person

About the Job

Requirements

  • More than 3 years of experience as an HR generalist or business partner, preferably in a matrix environment and global organization, working closely with senior leaders and managers.
  • Proven success supporting managers in implementing local HR philosophies and tools.
  • Experience briefing and working with external partners for recruitment and development.
  • Experience working with Human Resources Information Systems, such as SAP HR, Smart Recruiters, and Anaplan.
  • Experience managing employee-relations cases to find pragmatic solutions for employees and the business.
  • Experience identifying and analyzing HR and business data to recommend HR initiatives that support business objectives, including growth.
  • Ability to work under pressure with multiple deadlines and stakeholders.
  • Strong written and verbal communication skills, including presentation and facilitation.
  • Ability to cooperate and share information and knowledge as a team member.
  • Strong organizational and planning skills with attention to detail.
  • Passion for football and sports.
  • Degree in Psychology, Administration, or a related field.
  • Fluency in spoken and written English.

Responsibilities

  • Collaborate with managers to influence people-related priorities and promote high performance.
  • Train, advise, and empower managers to apply the HR value chain of selecting, managing, developing, rewarding, and growing employees, and ensure adoption of global HR philosophies.
  • Influence and manage key stakeholders to address employee and business needs; provide people-related insights and analysis to guide business focus areas.
  • Support the HR Manager in defining the local People Plan in alignment with global priorities for annual business planning.
  • Manage and lead any direct reports with the appropriate people and structure to enable high performance, when relevant.
  • Ensure a high-quality recruitment and selection experience, including onboarding, for candidates and hiring managers.
  • Work with hiring managers to ensure accurate information is used in recruitment and to support targeted, high-quality hiring.
  • Train and develop hiring managers in recruitment and selection.
  • Conduct performance- and strengths-based interviews using case studies, Red Bull Wingfinder, and other tools.
  • Analyze recruitment outcomes and areas for improvement, and develop targeted recruitment initiatives aligned with the global approach when needed.
  • Support and activate Red Bull Wingfinder internally and externally.
  • Implement Red Bull's local compensation and benefits philosophy with people managers.
  • Train, advise, and empower managers with tools to make informed compensation decisions.
  • Support the annual salary review, including planning and activation.
  • Work with the HR Manager and HRIS and Payroll Specialist to keep the matrix current and accurate.
  • Ensure local compensation and benefits practices align with global guidelines.
  • Advise and train people managers on relevant frameworks to promote accountability.
  • Work with people managers to resolve employee-related issues pragmatically for employees and the business.
  • Stay current with labor legislation and manage compliance.
  • Ensure HR policies are communicated promptly and in accordance with local requirements.
  • Use global and local HR systems and data, including SAP HR, Smart Recruiters, Anaplan, SAP Analytics Cloud, business intelligence, and the Training Management System, to maintain data quality and support sound insights and decisions.
  • Manage assigned HR data, systems, and processes in compliance with relevant data privacy legislation and other legal or compliance requirements.
  • Support HR business-planning and revised-estimate cycles, including workforce and personnel-cost planning.
  • Use data and insights to analyze and share HR reports and key performance indicators with stakeholders; identify local trends and highlight opportunities, risks, and proposed solutions.
  • Deliver and support global talent initiatives and tools, including Amplify, succession readiness, and Big Jobs.
  • Facilitate training aligned with global offerings and promote strengths-based training and development.
  • Implement performance-management philosophies and tools and support managers as needed.
  • Support Red Bull's employee-experience approach, including the My Experience survey, its results, and action plans.

About the Company

Red Bull

Manufactures and markets energy drinks

Red Bull makes and markets energy drinks. It focuses on a signature global beverage and uses a distinct marketing strategy to build the brand. How it works: the drink combines ingredients such as caffeine and sugars (originally based on Krating Daeng) and is carbonated for Western palates, distributed worldwide through large-scale marketing, sponsorships, and events to boost sales. How it differs: it remains privately held by the founding families, avoiding public funding, and relies on a marketing-heavy approach—extreme-sports sponsorships, high-profile events, and a strong brand identity—rather than conventional product features alone. What it aims to do: maintain leadership in the energy-drink category, grow globally through branding and partnerships, and continue expanding its product line and presence without going public.

Company size
10,001+
Company stage
Not listed
Total funding
Not listed
Headquarters
Salzburg, Austria
Founded
1984

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