[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![Housecall Pro logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/870ed960-221.jpg)](https://jobicy.com/company/housecall-pro.md)Remote opportunity at[Housecall Pro](https://jobicy.com/company/housecall-pro.md) # Senior People Partner – Brazil Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/housecall-pro.md)Share6 Sep 2026Published34Listing views2Application actions6 Oct 2026Apply before Opportunity details ## About this role. AI SummaryThis is a senior HR business partnering role supporting Brazil-based teams in a remote B2B engagement. The People Partner will advise managers on employee relations, performance, team dynamics, policy consistency, and scalable people programs. The position also has substantial talent acquisition responsibility, including intake meetings, interview planning, candidate evaluation, sourcing, and recruitment metrics. Success requires 5+ years of HR generalist or People Partner experience in IT, at least 3 years in recruiting, bilingual English and Portuguese communication, and strong people-data fluency. The role is suited to a practical, trusted advisor who can independently manage sensitive issues and improve HR processes in a distributed organization. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines senior-level HRBP responsibilities with hands-on full-cycle recruiting, employee relations, and data-informed program design. It requires sound judgment in sensitive situations, comfort operating independently, and the ability to balance competing business and people priorities. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianBelow market$51,000US market range$95k–$135k0$149k AI insightThe disclosed contract compensation is USD 4,000-4,500 per month, with a midpoint of USD 4,250 monthly (USD 51,000 annualized). The US market range shown is an estimated annual base-pay range for a senior People Partner/HR Business Partner with recruiting responsibility; it is not a conversion or reinterpretation of the Brazil B2B offer. ## Core skills Skills and capabilities most closely associated with this opportunity. [HR business partnering](https://jobicy.com/jobs?search_keywords=HR%20business%20partnering.md)[Employee relations](https://jobicy.com/jobs?search_keywords=Employee%20relations.md)[Performance management](https://jobicy.com/jobs?search_keywords=Performance%20management.md)[Full-cycle recruiting](https://jobicy.com/jobs?search_keywords=Full-cycle%20recruiting.md)[Talent sourcing](https://jobicy.com/jobs?search_keywords=Talent%20sourcing.md)[People analytics](https://jobicy.com/jobs?search_keywords=People%20analytics.md)[HR policy compliance](https://jobicy.com/jobs?search_keywords=HR%20policy%20compliance.md)[Manager coaching](https://jobicy.com/jobs?search_keywords=Manager%20coaching.md)[Applicant tracking systems](https://jobicy.com/jobs?search_keywords=Applicant%20tracking%20systems.md)[English and Portuguese](https://jobicy.com/jobs?search_keywords=English%20and%20Portuguese.md) Sample interview questionsHow do you coach a manager through an employee performance concern?I begin by clarifying the business impact, expected standards, prior feedback, and documented examples. I help the manager create a fair, specific improvement plan with measurable milestones and regular check-ins, while ensuring the process follows policy and is communicated respectfully. Describe how you use people data to influence a decision. I combine quantitative measures, such as attrition, hiring funnel conversion, time to fill, engagement results, and performance trends, with qualitative feedback from managers and employees. I then identify the likely drivers, explain the operational impact, and recommend a focused intervention with success metrics. How would you improve a recruiting process for a rapidly growing engineering organization? I would map the current funnel from intake to offer acceptance, identify bottlenecks and quality risks, and establish clear role scorecards and interviewer responsibilities. I would use funnel metrics and candidate feedback to improve sourcing channels, interview calibration, turnaround times, and the candidate experience. How do you build trust when handling sensitive employee-relations matters remotely? I communicate confidentiality boundaries clearly, listen without assumptions, document facts objectively, and follow through on agreed next steps. I remain consistent and empathetic while ensuring decisions are grounded in policy, evidence, and the needs of both the employee and the business. What approach would you take to designing a scalable people program? I would first define the business problem and validate it through data and stakeholder input. Next, I would design a simple, repeatable process, pilot it with a representative group, measure adoption and outcomes, and refine it before broader rollout. Why Housecall Pro? Help us build solutions that build better lives. At Housecall Pro, we show up to work every day to make a difference for real people: the home service professionals that support America’s 100 million homes. We’re all about the Pro, and dedicate our days to helping them streamline operations, scale their businesses, and—ultimately—save time so they can be with their families and live well. While our headquarters are based in Denver, Colorado, our team spans the globe, with teammates across Brazil, Poland, the Philippines, Mexico, and beyond. We care deeply about our customers and foster a culture where our company, people and Pros grow and succeed together—no matter where they’re based. Leadership is as focused on growing team members’ careers as they expect their teams to be on creating solutions for Pros. We also offer: Role Overview: As a Senior Partner on the People team, you support the growth of our teams and company by acting as a trusted advisor to managers, driving hiring efforts, and using people data to inform impactful People strategies. You help them navigate day-to-day people matters—from coaching through performance conversations to supporting team dynamics. You bring a thoughtful, solutions-oriented mindset to everyday challenges and act as a sounding board for people-related decisions. You also play a key role in Talent Acquisition by leading or contributing to hiring projects, interview processes, and cross-functional recruiting efforts. You directly impact ensuring we hire the right people at the right time. You’re energized by the opportunity to support the growth of both our teams and our company. Our team is passionate, empathetic, hard-working, and above all else, focused on improving the lives of our service professionals (our Pros). Our success is their success. Compensation: 4 000 – 4 500 USD (monthly, b2b contract) We also offer: * Paid time off * Flexible work hours * 100% remote work * Equity shares in a rapidly growing company backed by top-tier VCs * A culture built on innovation that values big ideas * Newest MacBook + Setup Fee ($500) This role is offered on a B2B basis, which requires tax residency in Brazil and an active registered business entity. What you do each day: * Work across the full talent lifecycle – from sourcing, through selection, onboarding, to growth and performance * Contribute to hiring efforts, including intake conversations, interview planning, and candidate debriefs * Participate in interviews or hiring decisions to support effective, inclusive hiring practices * Support team transitions, onboarding, and offboarding processes * Partner with people managers to support team performance, communication, and collaboration * Use people data and team insights to identify trends, support decision-making, and shape People programs * Provide guidance through team member relations matters, coaching managers through next steps, development opportunities, and manager effectiveness * Help maintain consistency and compliance with People policies and practices * Document and track key team member relations cases and conversations * Provide support for internal employer branding efforts (e.g., help organize internal company communications, coordinate internal online events or team meetups, and wellbeing and development initiatives) * Identify and run people programs and initiatives that impact supported teams Qualifications: * 5+ years of experience in a People Partner, HR Business Partner, or related generalist role in the IT industry * Familiarity with team member relations, performance management * Experience working closely with people managers to support day-to-day needs * 3+ years of experience in talent acquisition or recruitment * Strong understanding of full-cycle recruitment and talent sourcing techniques * Experience with applicant tracking systems (ATS) and recruitment metrics * Bachelor’s degree or equivalent work experience required * Interest and experience in how AI can support HR practices * Fluency in English and Portuguese What will help you succeed in this role: * Business mindset with the ability to prioritize based on business impact * Experience in large organizations and exposure to HR processes that scale to hundreds or thousands of team members * Ability to build trust with managers and teammates quickly * Strong communication and listening skills * Comfortable handling sensitive conversations with professionalism and care * Ability to analyze data, draw insights, and understand basic statistics * Ability to design, implement, and improve HR processes * Experience in an engineering organization or familiarity with IT contexts * Flexible and calm under pressure * Naturally curious, always seeking context and better ways to support the team Sounds interesting? We’re waiting for your resume! It is open to candidates inside Brazil. The specific salary for the successful candidate will be determined based on permissible, non-discriminatory factors such as skills and experience. #LI-remote Founded in 2013, Housecall Pro helps home service professionals (Pros) streamline every aspect of their business. With easy-to-use tools for scheduling, dispatching, payments, and more, Housecall Pro enables Pros to save time, grow profitably, and provide best-in-class service. Housecall Pro’s brand portfolio includes Business Coaching by Housecall Pro, a business coaching solution for home services businesses. Our brands are united by a singular mission to champion our Pros to success. We support more than 50,000 businesses and have over 2,000 ambitious, mission-driven, genuinely fun-loving teammates across the globe. If you want to do work that impacts real people, supported by a team that will invest in you every step of the way, we’d love to hear from you. Housecall Pro celebrates diversity and we are committed to creating an inclusive environment. We are an equal opportunity employer and do not discriminate on the basis of gender, race, religion, national origin, ethnicity, disability, gender identity/expression, sexual orientation, veteran or military status, or any other category protected under the law. #LI-Remote [Privacy Notice for California Job Candidates – Housecall Pro](https://www.housecallpro.com/privacy/ca-job-candidates/) Use of Artificial Intelligence in Hiring and Engagement Processes: we may use artificial intelligence (AI)-powered tools to support the review and evaluation of employment and independent contractor applications, including screening and qualification assessments. All final hiring and engagement decisions are made by human representatives, not AI tools. 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