Lucas Soares

Experience

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  AB5 Indústria e Comércio

  Jul 2014 - Aug 2019

  Human Resources Analyst

  Personal Administration - Hiring and dismissal procedures, vacation schedule, payroll process of over to 300 employees and payroll taxes, control of sick notes, timesheets in Ponto Secullum and DPATEC attendance software. Assisting employees with general HR related doubts. Observance of the labor law during personal management process and rights guaranteeing all requirements are full filled in HR department to prevent legal issues.Compensation and benefits – Analysis of position title, salary and benefits range to the employees, price quotation of insurances among other benefits.R&S - Advertise Vacancies, Internal and external recruitment, selection of professionals. Acting in the full hiring process.FAP (Accident Pension Fund) – Controlling and following-up benefits codes and solving questions related to the INSS (Social Security National Institute) that may affect the increase of taxes paid by the company.Support the legal area regarding documentation for defense of labor lawsuits. Experience as a witness in audiences.Good relationship with organizations that involve company obligations: Banks, Social Security, Unions and etc. Show less

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  Lindsay Brasil

  Aug 2019 - Jul 2020

  HR Analyst - Short Term Contract

  General Experience in HR Department. Responsible for the subsystems:R&S – Acting in recruitment of management positions, analysts and manufacturing area. Contact with recruitment companies. C&S - Maintenance and creation of job descriptions for profile alignment and candidate search in Portuguese and English. DHO – Creation and implementation of career plan project for manufacturing and logistics with manufacturing management. Dissemination of projects: LSA scholarship, Agents One Lindsay and active performance in the dissemination of organizational culture.T&D – Develop training with suppliers for employees of all levels, technical and behavioral training, company onboarding training and presentation of internal regulations, assembly of teaching materials, training documentation file. Control of their expiring date.Events – Support in dissemination and organization.HR Controllership - HR Budget Control, evaluation of change scenarios. Communication with the USA unit for approvals.Board support in matters related to people management and legal issues related to HR, Personnel Department and employee expatriation processes. Show less

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  Oxitec Ltd

  Sept 2020 - Jan 2021

  Senior Payroll and Human Resources Analyst | Short Term Contract

  Generalist experience in the HR area responsible for all human resources subsystems.Recruitment and Selection Operational and Leadership positions. Creation of all Paperwork for approval (Job Description, Recruitment Authorization, advertisements and others). R&S process from beggining to end: Profile alignment with managers seeking to meet business needs. Competency-based interviews, competencies assessment for Cultural Fit Assessment, DISC Behavioral Assessment, contact with R&S consultancies.Onboarding Creation of an effective Onboarding Flow, HR Welcome, and all other areas of the business. Employer Branding actions, Welcome Kit, Initial Training Schedule, etc.Payroll Benefits and Remuneration Responsible for FOPAG processes (Admission, Dismissal, Vacation, Salaries, Salary Increases, etc.) and company Benefits (Life Insurance, Pension, Dental, Health, VR, VA, VC, Transport and others) . Negotiation with suppliers, alignment of internal approvals. In Remuneration, I carried out market research to evaluate the salaries offered, proposing solutions for internal promotions and new admissions.Performance Assessment and Climate Research Conducting the PDR with leaders, supporting any doubts regarding the Assessment, form of presentation and conduct following the deadlines determined by management. In climate surveys, I was responsible for creating efficient internal communication for everyone to participate, promoting interaction and participation from everyone in the company, as well as suggesting topics covered, questions, etc.Organizational Policies Creation of directives for the COVID 19 Emergency Plan, Use of Corporate Electronic Devices and Job Cars. Presentation of the plan to the board, guidance until approval.Automation Processes for Payroll, Signing of Admission Documents by Docusign (Electronic Signature), Direct Mail for Contracts, Automation of time card adjustment. Show less

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  Teadit Group

  Feb 2021 - Aug 2021

  Senior Human Resources Analyst | Business Partner

  - Responsible for Talent Management, Recruitment and Selection and Training and Development at the Itatiba and Campinas Units.- During my job role at Teadit I am responsible to reedify the R&S procedures (R&S Policy) and process (ATS System aligned to the new policy). Training of the line managers, on the new process matchingbusiness goals.- Create and follow the R&S strategies for implementation of a new Unit in Itatiba – SP. Create and update the Rio de Janeiro’s Unit People Mapping for the moving matching the start of the factory and office transfer.- Attraction and Retaining Strategy creating a good employee experience (Careers Page, R&S, Onboarding Program, Leadership Training). New Internship’s Program. Show less

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  Suzano

  Sept 2021 - Jan 2023

  HR Business Partner – Finance Area, in attendance of SGS (Finance Service Center) with 28 Coordinators and 8 Managers, 1 Director, totalizing 37 leaders.Career and Succession - Functional Movements (with and without application of unit transfer policy), salary increases, support the board in their needs to change the functional structure, creating new positions (Job Description, Approvals, Market Salary Research etc). Actively participation and HR vision staff in the performance and potential forums of the area.Recruitment and Selection - Conduce and involve in attraction processes for internal and external Talents for positions at all levels within the area. Propose new forms to attract candidates, companies to make a research using my network and responsible to promote de Internal Recruitment within the company.Budget – Follow the number of positions, training expenses, employee benefits, investments in Team Buildings, and all costs related to the budget and see closely the indicators from beginning to end the year guarantying the accuracy to the number proposed.Training and Development – Responsible to create and follow the Leaders Journey of Self Development a Program created to help leaders to improve their Leadership. Using a consultancy, we explored a lot of subjects like: Non-Violent Communication, Time Management, Project Management, Feedback Structured and others.Projects:Reformulation of the Onboarding Program of the SGS Area – Reception of new employees, detailing of leadership activities in relation to the process, Training of those involved, satisfaction survey (NPS) of the process.Team Building moments with all the team – All management of the events, the activities proposed, place, costs etc. Show less At Suzano I worked as Owner of the Disembark theme (humanized dismissal).Development of projects aimed at the exit of employees as exit interviews, outplacement for leaders and non leaders, connecting with other topics in the people area (Attracting and Onboarding People, Training and Development of People, Retention, Recognition) including:Exit Interviews (generating valuable content and results for all other People areas of the company, feeding information such as: main motivators for leaving Voluntary | Involuntary Landing, Increased retention of disable people and high performance and potential employees and review of output processes).- Outplacement for Leaders with the help of partner consultancies.- Outplacement for Non-Leaders | Recoloca Suzano - Developing all content (Resume, Interviews, Use of Linkedin, Professional Opportunities, etc.) together with an external supplier, a solution that would meet the company's need for access to remote forest areas, industries and offices throughout Brazil for the entire group of non-leaders (consultants and levels below).- Post Career Program (Retirement) - Operational and executives - Preparation for the moment of retirement, empowering leaders to understand the topic and deal with the moment of departure with greater fluidity and naturality.Governance for Dismissals (People with Disabilities, Employees with High Performance or potential, Diversity Groups).During my development I had contact with agile methodologies, Process Indicators such as NPS (Net Promoter Score) and TMA (Average Service Time). I was also involved with HR service improvement projects, for all audiences: leaders, operations and non-leaders. In addition to it during the period I worked as a Recruiter for Specialist positions and below for the Suzano Office in Austria/Europe during my individual development plan. Show less

  • HR Business Partner - Corporate Finance Directorate

    Aug 2022 - Jan 2023

  • Human Resources Analyst

    Sept 2021 - Aug 2022
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  Gowan Company

  Jan 2023 - now

  Leader of the human resources area at Gowan Brasil reporting to the country director and global HR director. Responsible for all activities carried out in the people area, including:- Move from Barueri to Campinas - Comprehension of the applicable regulations, mapping and building the move plan and impact on people strategy, monitoring the project with suppliers and stakeholders and doing its management. Setting and creation of policies applicable to the work environment.- Culture Plan - Review of the Matrix's values from a local perspective with leaders in Brazil. Cascading the Culture pillars through tools developed for this function. Creation of routine rituals to reinforce the pillars of culture with the team and senior leadership. Dissemination and training of global leaders on the topic.- Development and implementation of Performance Assessment for the LATAM region (Colombia, Chile, Argentina, Mexico) with support from local HR partners. Creation of the assessment scope based on the pillars of culture, job description and results by area. Definition of the evaluation pillars, rating scale, system, communication and training at the leadership level and those they lead. Training US leaders who have employees in Brazil reporting directly to the headquarters.- Recognition Program for longevity, individual and group performance, personal life milestones of employees to encourage leaders to use recognition tools and build an environment that enables professional motivation.- Leadership Development - Creation of LIDERA, a leaders training program using information from performance assessments, understanding technical and behavioral needs at their different levels, construction of a training program that guides people to build behavioral skills. Show less

  • Global Human Resources Manager - Talent Development

    Sept 2024 - now

  • HR Business Partner Coordinator

    Jan 2023 - Sept 2024