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Latin America HR Business Partner

The Rainforest Alliance is an international nonprofit organization working to build a future in which nature is protected and biodiversity flourishes, where farmers, workers, and communities prosper, and where sustainable land use and responsible business practices are the norm. We envision a world where people and nature thrive in harmony. In January 2018, the Rainforest Alliance merged with UTZ, a global program and label for sustainable farming.

Position summary:

The Latin America Human Resources Business Partner (HRBP), under the guidance of the Global HR Director and Latin America Director, is responsible for ensuring alignment between Rainforest Alliance (RA) organizational objectives and established HR practices and policies, and for fostering a positive organizational environment that reflects RA’s aspired culture and values. The Latin America HRBP will help guide decision making by adapting and applying staff learning and development initiatives, overseeing performance and talent management, and oversight of other HR functions aligned to the global HR framework. The Latin America HRBP is a core member of the Latin America management team, provides consulting and coaching to leaders and employees to support RA’s mission, vision and organizational goals and works to strengthening the organizational capacity through effective talent management.


  • Act as an HR strategic partner to a select group of Latin America managers; collaborating to ensure alignment between regional & functional objectives and global HR talent agendas;
  • Drive and tailor the global HR strategy to Latin America, and coordinate its execution within Latin America. Fully contribute as a member of the global HR Team and Latin America Management team, and serve as the primary focal point between the Latin America region and global HR team;
  • Build the capacity of local office administrative staff across Latin America to carry out HR functions, and backstop these local staff, carrying out HR functions in that local office as may be necessary;
  • Devise and execute strategies to foster adoption of RA’s values and principles and promote a positive work environment, in coordination with managers;
  • Provide guidance and advisory to support staff to effectively manage change and transitions (i.e. office closures), in coordination with managers;
  • Ensure that staff are trained on HR policies and procedures;
  • Adapt global talent management initiatives to ensure alignment with establish organizational objections that focus on the full employee lifecycle, including recruitment engagement, induction, retention, performance management, training & development, and workforce planning; Periodically and proactively engage employees to monitor work satisfaction, and identify, analyze and report out on key performance indicators and trends related to human capital to develop solutions to issues affecting the organization;
  • Administer staff learning and development activities and performance management cycles, ensuring that these are implemented against established schedules and plans to support the work of the RA;
  • Manage and resolve complex employee relations issues; conduct effective investigations with responsibility for difficult and sensitive information;
  • Develop Human Resource tools and training modules (i.e. induction programs for new staff; standard operating procedures for staff transitions; summaries of benefits packages) to strengthen the Human Resources framework and policies of RA, and facilitate their roll-out in Latin America;
  • Advise Rainforest Alliance managers on the development and performance management of their teams to strengthen accountability and their ability to deliver;
  • Build effective networks with internal colleagues and external service providers and consultants in support of the design and delivery of HR projects, overseeing delivery against contracts;
  • Support integrated regional performance management, by establishing and operationalizing internal management processes, tools and metrics to continuously improve employee retention, rewards & recognition, ensure legal compliance, and other HR-related performance at the country- and regional-level;
  • Provide ‘surge capacity’ to field teams to help them with the start-up or close-out of strategic initiatives, as well as help them more effectively address and resolve critical issues and risks, with a particular focus on HR-related challenges;
  • Ensure that employee dossiers are kept up-to-date, and effective back-up systems and procedures are in place for HR coordination in your absence, through, i.e. maintaining all key HR-related documents and data are stored in an easily accessible location; identifying back-ups, ensuring clear instructions and guidance are provided for these, and mentoring staff to take on greater responsibility over time; and
  • Other duties, as assigned.


  • A minimum of 10 years professional experience, of which minimum 5 years as manager;
  • Master or Bachelor Degree in Human Resources, Organization Development or a related field;SPHR or PRH, a plus;
  • Knowledge and understanding of a variety of areas within Human Resources including labor law, compensation and benefits, performance management, talent management and recruitment;
  • Experience in matrix organized businesses;
  • Excellent written and oral communication skills;
  • Team player with an emphasis on trust, ethics and respect, by consistently modeling high standards of performance when working with colleagues; and
  • Ability to execute designs and plans effectively across a culturally and geographically diverse organization..
  • Fully English-Spanish bilingual;
  • Demonstrated ability to deliver results in a complex, fast-paced work environment.


Commensurate with experience.


Please apply online. Combine cover letter and resume as one single document and upload.