HR Business Partner, Senior Manager

Nubank•Miami, FL

18d•Hybrid

About The Position

This is a senior individual-contributor role, equivalent to a Senior Manager position on an individual-contributor career path, with no people management. Based in Miami, the role is Nubank’s first dedicated, locally based People & Culture position in the United States. The HR Business Partner will serve as the senior people partner to US leadership and teams, building the US People & Culture foundation while working closely with global People & Culture Centers of Excellence, Legal, Risk, and People Operations. The role has substantial autonomy and executive exposure, and will establish US people practices, support compliance with federal and state employment regulations, and help shape the organization, talent, and culture as Nubank expands in the US. The position combines strategic advising with hands-on execution in a fast-paced, developing environment. It covers workforce and organizational planning, talent practices, employee relations, compliance, change management, people analytics, and coordination with local vendors and partners. The role also contributes US expertise to the global HR Business Partner community and helps shape how Nubank scales people practices in new markets. The position follows a hybrid work model, with office attendance at least twice a week on strategic collaboration days. Nubank’s recruitment process may use AI-enabled tools for support, 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, multi-state employment considerations, and familiarity with US benefits and leave practices.
Strong understanding of the US labor market, including talent dynamics and compensation practices in technology and/or financial services.
Track record in technology or high-growth companies; ideally, experience supporting market entry, a new office or entity setup, or rapid expansion.
Proven executive presence and 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 where none exists, 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, using data to frame business problems and support 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 leadership and co-create the people and organizational strategy supporting business expansion.
Design and implement locally compliant US people practices and policies, adapting global frameworks; areas include the handbook, onboarding, leave, benefits, performance, compensation, and offboarding.
Anticipate federal, state, and local regulatory changes and develop employment compliance frameworks in partnership with Legal, Risk, and external counsel.
Diagnose organizational needs and design operating models, structures, and roles to scale the US business; translate business plans into hiring, capability, and succession plans.
Partner with Talent Acquisition on hiring strategies, informed by US labor-market conditions, 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 on complex employee relations matters, conduct or oversee investigations, and manage terminations and sensitive cases in line with US law and Nubank’s values.
Lead large-scale change initiatives, including new teams, launches, and restructures, and embed Nubank’s culture as the US team grows.
Use people analytics to anticipate risks, inform decisions, and translate insights into clear actions for leaders.
Coordinate local vendors and partners, including payroll providers, benefits brokers, PEO/EOR providers, immigration counsel, and employment counsel; help evolve the local operating model as Nubank’s presence matures.
Share US expertise with the global HR Business Partner community and help shape how Nubank scales people practices in new markets.