HR Business Partner, Senior Manager

Nubank•Miami, FL

20d•Hybrid

About The Position

This is a senior individual-contributor People & Culture role, equivalent to a Senior Manager level, with no people-management responsibilities. Based in Miami, the role is the first dedicated, locally based People & Culture position for Nu in the United States. The Senior HR Business Partner advises US leadership and teams while building the US People & Culture foundation in close partnership with global Centers of Excellence, Legal, Risk, and People Operations. The position has significant autonomy and ownership in a developing organization. It establishes locally compliant people practices, supports compliance with US federal, state, and local employment regulations, and shapes the organization, talent, and culture as Nu expands in the US. The work includes strategic leadership partnership as well as hands-on execution, with collaboration across time zones, including Latin America. The work model is hybrid, with office attendance at least twice a week, on strategic days intended to support team connection and collaboration. Recruitment may use AI-enabled tools for interview transcription and analysis, but final hiring decisions are made by human reviewers.

Requirements

Extensive experience in HR Business Partnering or broader People & Culture leadership, including substantial experience supporting US-based teams and executives.
Deep, hands-on knowledge of US employment law and regulations, including multi-state employment considerations.
Familiarity with US benefits and leave practices.
Strong understanding of the US labor market, talent dynamics, and compensation practices in technology and/or financial services.
Track record in technology or high-growth companies.
Executive presence and demonstrated ability to advise C-level and senior leaders, influence decisions, and credibly challenge the status quo.
Experience designing operating models and leading organizational change at scale, from diagnosis through implementation.
Builder's mindset, with comfort creating structure, prioritizing amid ambiguity, and moving from strategy to hands-on execution.
Ability to sustain a high workload and fast pace, including collaboration across time zones with teams in Latin America.
Strong analytical and problem-solving skills, with the ability to use data to frame business problems and drive fact-based decisions.
Excellent negotiation, conflict-management, and employee relations skills, with sound judgment on sensitive matters.
Full professional fluency in English.

Nice To Haves

Experience in regulated US financial services, such as banking, fintech, or broker-dealers.
Experience as the first or sole HR professional in a new country, entity, or office.
Experience with immigration and global mobility processes, such as H-1B, L-1, O-1, and international transfers.
Portuguese and/or Spanish proficiency.
SHRM-SCP, SPHR, or equivalent certification.

Responsibilities

Act as a trusted strategic advisor to US executives and co-create the people and organizational strategy supporting business expansion.
Design and implement locally compliant US people practices and policies, including the handbook, onboarding, leave, benefits, performance, compensation, and offboarding, adapting global frameworks for the US context.
Anticipate federal, state, and local regulatory changes and establish proactive employment compliance and risk frameworks in partnership with Legal, Risk, and external counsel.
Diagnose organizational needs and design operating models, structures, and roles; translate business plans into hiring, capability, and succession plans.
Partner with Talent Acquisition on hiring strategies, using insight into the US labor market, talent pools, and competitive compensation practices in technology and financial services.
Coach leaders on performance management, compensation, leadership development, engagement, and career growth, and ensure global talent cycles work effectively in the US.
Advise leaders on complex employee relations matters; conduct or oversee investigations and manage terminations and sensitive cases in accordance with US law and Nu's values.
Lead large-scale change initiatives, including new teams, launches, and restructures, and help embed Nu's culture as the US team grows.
Use people analytics to anticipate risks, inform decisions, and identify clear actions for leaders.
Coordinate local vendors and partners, including payroll providers, benefits brokers, PEO/EOR providers, immigration counsel, and employment counsel, and help evolve the local operating model.
Share US expertise with the global HRBP community and contribute to scaling people practices in new markets.