About this People Partner (HRBP) - Colombia role at Clara
Clara is the leading spend management platform in Latin America. More than 40,000 businesses run on our corporate cards, bill pay, financing and B2B payments, and in 2025 the Financial Times named Clara the fastest-growing company in Latin America. We're ~400 people, backed by Kaszek, monashees, Coatue, DST Global, ICONIQ, General Catalyst and Goldman Sachs, among others.
What you'll do
We're looking for a People Partner Expert to lead the people strategy for our Global Product , Design team and local Sales team. In this role, you will act as a strategic bridge between our business goals and our people's success across diverse departments. You will be a dedicated consultant to leadership, helping to build high-performing teams while ensuring Clara remains the top destination for talent in the region. You will balance strategic organizational development with hands-on talent attraction to foster a culture of high ownership in an environment where speed is our competitive advantage.
Your primary responsibilities will include:
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Acting as a strategic partner to the leadership team to identify talent needs and develop integrated attraction and retention solutions.
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Managing the full recruitment and selection process for these business units, from profile definition to final offer, ensuring a world-class candidate experience.
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Providing consultative support to managers and team leaders, promoting best practices in people management, specialized performance metrics, and feedback.
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Developing and executing employer branding strategies to attract local talent that resonates with Clara's unique culture and pace.
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Managing HR performance indicators and People Analytics processes via BambooHR and other tools to support data-driven strategic decisions for the operation.
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Participating in organizational development projects, focusing on improving the employee experience and fostering an inclusive environment.
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Staying up-to-date with Colombian and LatAm market trends to implement innovations in both talent attraction and internal people operations.
Must haves
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8+ years of experience in People Partner, HRBP, or Talent Acquisition roles, supporting Sales, Product teams.
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Proven experience thriving in fast-paced and dynamic environments (startups, scale-ups, or high-growth tech).
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Bachelor’s degree in Psychology, Business Administration, Human Resources, or related fields.
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Proven experience managing the full recruitment cycle and talent hunting for both Engineering and Data roles.
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Strong analytical ability to interpret HR metrics and KPIs to drive organizational health.
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Advanced knowledge of Greenhouse or similar ATS to optimize hiring workflows.
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Excellent communication, negotiation, and interpersonal skills with a consultative mindset.
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Experience or interest in AI tools to automate workflows.
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Adaptability to change and proven role-specific execution.
- Fluent in English
Nice to haves
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Experience in Employer Branding and employer brand strategies.
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Independent analytical skills using spreadsheets, SQL, or Python.
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A good sense of humor.
Why Clara
- A high talent-density team driven to make an impact in Latin America — low ego, high ownership.
- Competitive salary and stock options (ESOP) from day one.
- An annual learning budget and accelerated development paths.
- English is our working language, with Spanish and Portuguese every day.
How we work
- Clarity — Open and direct communication: we say what we mean and give context where it matters.
- Simplicity — If it can be simpler, it should be.
- Ownership — We own everything we do, end to end. When something needs to happen, we don't wait.
- Pride — We hold ourselves to a high standard, and it shows in what we deliver.
- ABC (Always Be Changing) — We adapt fast, embrace change, and keep learning.
- Inclusivity — Diverse ideas, stories and perspectives build a better Clara.
Hybrid at Clara
Claridians split their time between the office, customers and home. We don't set a minimum number of office days for most roles, but we expect you to spend time there naturally, and most days during your ramp-up or when your leader asks.
If you meet the must-haves, apply — the nice-to-haves are a bonus, not a requirement.
