1. Propose the application of guidelines and innovative solutions aimed at personnel administration and development;
  2. Propose and manage guidelines for personnel recruitment and selection, making sure the profile required is in line with the organizational strategy;
  3. Define and manage processes aimed at compliance with labor law and internal personnel administration rules, aiming at the convergence of interests between the corporation, organized representations and employees;
  4. Propose and develop competitive remuneration strategies and manage the mechanisms of rewards that the Corporation offers employees for their provision of services and delivery of results;
  5. Propose and implement strategies aimed at team and employee performance review and assessment, to facilitate the attainment of organizational goals and targets;
  6. Develop and maintain incentive and award strategies to retain and value employees through recognition and perspectives of professional growth;
  7. Develop and manage actions aimed at promoting workplace health and safety, and gender and race equality and diversity, contributing to an improved organizational environment, to quality of life in the workplace, and to employee well-being, pursuant to the Corporation's values and guidelines;
  8. Systematically promote skills development through training, development and education activities, expanding employees' professional capacity, with the aim of obtaining results related to the Corporation's strategic goals;
  9. Develop analyses and studies, in order to inform the definition of Personnel Management regulation and guidelines, in line with the Corporation's strategies, so as to continuously update area practices.

  1. Personnel recruitment and selection, such as the coordination of external and internal selection processes; of procedures to summon and hire employees to be allocated to decentralized and central units; of dismissal interview procedures; and of methodologies to compose and manage personnel in the Corporation;
  2. Working Life Management, by overseeing the management of activities referring to labor relations, such as the concession of vacations and leaves of absence, employee removals, transfers and termination; and to employee time and attendance control and record keeping;
  3. Personnel Information Management, such as keeping and updating personal records and work documentation of employees and collaborators.

  1. Employee and Intern Remuneration, social security withholding and other deductions, and management of the financial impact of working life events related to labor relations, such as the concession of vacations and leaves of absence, employee removals, transfers and termination; and to employee time and attendance control;
  2. Personnel Fiscal and Tax Management, such as following up on fines and warnings from fiscal, tax and labor regulating agencies, and the necessary adjustments to internal procedures and rules;
  3. Personnel Budget Management, which includes the control and update of processes and rules regarding payroll and budget, in compliance with the current legislation;
  4. Labor Law and Trade Union Relations, as an advisory service for the Executive Board in negotiations and implementation of Collective Labor Agreements, and analysis and oversight of actions resulting from class bargaining.

  1. Quality of Life at Work, such as the management of the organizational climate, of the quality of life processes in the Corporation and of initiatives that promote socialization and integration between generations and employee commitment and integration in the Corporation;
  2. Occupational Health, such as the promotion of actions aimed at monitoring and improving workers' health, as well as oversight and analysis of the impact of activitivies related to the health insurance plan to promote well-being in the Corporation;
  3. Occupational Safety, such as the implementation of preventive and corrective measures aimed at promoting and maintaining employees' occupational health, through the identification, assessment, control, and monitoring of risk situations, in addition to adjustments to environmental work conditions;
  4. Benefits, such as the management of the processes and rules concerning the concession of employee benefits;
  5. Pro-gender and racial equality and diversity, which includes the promotion of equality of opportunity and respect to diversity through the development of new concepts and practices in line with the organizational culture.

  1. Employee Education, promoting actions to elevate schooling at primary, secondary and postgraduate levels; 
  2. Training, aimed at continued education and improvement of the skills that are necessary to individual performance, by building employees' technical and managerial capacity;
  3. Development, related to the improvement of employees' skills, through capacity-building actions targeting Embrapa's segments of operation;
  4. Management of Internships and Scholarships, which includes the coordination of the activities referring to the internships and and scholarship processes in the Corporation.

  1. Analyses and studies on personnel management, in order to promote and maintain the aligment of area practices with the Corporation's strategies and vision of the future;
  2. Career, such as the management of careers, positions and wages, considering the segments of Embrapa's production process and its requirements, demands and responsibilities, as well as the definition of strategies, aimed at employee recognition and professional development;
  3. Performance, which includes the processes of personnel and team performance management, aiming at potencializing the achievement of organizational goals and results;
  4. Rewards, such as recognition processes that impact professional growth and employee retention.