Work History

Work History
Sep 2008 - Present



Joao Alvarenga, has been a search consultant since 1996. Joao prides himself on the fact that he gives very personalized service and actually goes out on the "hunt" himself for the elusive candidate. Each search is treated as a new and special project.The title "HEADHUNTER" is often gratuitously adopted by some within the employment industry. Many that understand the real intended meaning of the word don't view it as a slur. Recruiters like Joao Alvarenga view this title as a "badge of honor" because it suggests that real search is done by this person. Many in the employment industry adopt the title headhunter when in reality they are in fact just "Head-farmers". "Head-farmers" don't do active research and/or cold calling to accomplish their mission. Head-farmers primarily use advertisements to attract candidates and in essence operate as advertising campaign managers.What's the point? Sometimes the best candidate isn't "looking" and they must be HUNTED! Sometimes there's a need for a "silent search" where discretion is paramount and advertising can't be done. When you need to find the hard to find candidate, we're the ones to call.


WE HUNT FOR THE DEAL MAKER! WE HUNT FOR THE AUTOMOTIVE CONSULTING EXECUTIVE!WE HUNT FOR THE SUBJECT MATTER EXPERT!We have focused primarily on the automotive professional services, automotive consulting and automotive solutions marketplace.

Jun 2001 - Jul 2008

HR Professional (self employed)

J J Human Resources

Compensation & Benefits; DHO Human Organizational Development; Union Negotiation, Lean Organization tools implementation with HR focus; Human Capital Management indicators; Foreign Services Administration; Individual Income Tax matters and individual documentation.

Feb 1999 - Apr 2001

Corporate Human Resources Manager

Responsible for all activities Recruitment and Selection, Compensation, Personnel, Training, Asset Security, SESMT, Dining, Communication and cleaning.

• Since obtaining the documentation of the legal person (deploy in Brazil), the foreign executives, the strategy of HR (such as recruiting, as pay, as train, but keep the motivation, as achieving the goals), the obtaining of licenses such as PSO, QS and others with the same weight of ISO 9000. The most rewarding was to see that all the planning done with the Americans (my hiring in the USA) has been successfully completed.

Feb 1998 - Jan 1999

Human Resouces Manager


Responsible for areas such as Recruitment and Selection, Compensation, Personnel Department, HR Services (Cleaning, Restaurant, Reception and Telephony), Communication, Asset Security, Labor Safety and Medical Area.

• Restructuring HR, reducing the effective (108 professionals in HR for a total of 1500 in the company), globalize services (five factories with five different service providers) and obtaining the ISO 9000

Jan 1996 - Dec 1997

Commercial and HR Manager

Loyal Surveillance and Security Services

Responsible for Commercial Services and Electronic Monitoring.

Recruitment and Selection, Personnel Department, Evaluation of Performance of Staff and of all Post into clients.

• Implement HR as a whole, and especially to improve the quality of the methods of selection, evaluation and relationship with customers, suppliers and employees. • Due to the death of the director-chairman, founder of the company, the work was stopped because the company was discarded.

Dec 1992 - Aug 1995

Senior Human Resources Analyst

Responsible for Positions and Salaries, Recruitment and Selection and Training.

Jul 1990 - Mar 1992

Senior Jobs and Wages Analyst

NEC do Brasil S/A

• Organizational Development and salary survey implementation as well as parallel careers.

Apr 1985 - Jun 1990

Senior I R Analyst


Analyst of Industrial Relations-04/1985 to 12/1997 Analyst of Industrial Relations Senior-01/1988 to 06/1990 • General, deployment of Job postings and ARP - Ability Rate Progression.

Sep 1982 - Mar 1985

Consultant Semi Senior-09/1982 to 03/1985

Deloitte, Haskins + Sells

• As Consultant of HR, treatment exclusively with multinational customers, directly with their expatriates.


Feb 1981 - Dec 1984


Universidade Cruzeiro do Sul
The course The post-industrial organizations now dominate the economic environment by providing services that meet a society increasingly complex, dynamic and heterogeneous. These organizations stand out for the fluidity of their structures, the intensive exchange of knowledge, high technology and the ability to adapt and policy development. This scenario requires a course to prepare professionals for the post-modern reality, characterized by instability, rapid and continuous technological changes. And that is the way the Administration's proposal offered by UNICSUL: meet the demands of society through the quality of its educational project and its method of instruction, aligned to this context. For the development of activities, students have available the resources of the Center for Science and Business Administration and the services provided by the Junior Company. They also conducted technical visits and encouraged to participate in the University in Action, carried out interdisciplinary and aims to implement administrative practices in the institutions of the Third Sector. In 1st and 2nd semesters of the course is offered subject to orientation training and the labor market, which allows students an understanding of professional experience, preparation for employment, identification and characterization of areas of performance and interface with other professions.


Responsible for the whole Federal-Mogul Powertrain Division startup in Brazil.

Responsible for Recruitment and Selection, Compensation, Training, Surveillance, Labor Relations, Safety, Communications and Government Affairs.

Responsible to get information from expat executive personnel to obtain Brazilian documentation.

Responsible for the ISOTS Program and all related certificates necessary to the prompt work of the company.

Responsible for Job Posting Program as key tool for internal and external recruitment.

Responsible for Education agreement with government institutes such SENAI, USP, USFsCar, FATEC in order to train inexperienced labor force.

Responsible for the conduction of Organization Climate Survey to evaluate internal and external relation and potential strikes.

Ability Rate Progression for hourly personnel as major salary progression method.

Value Offered

Business developer, solid experience and understanding of organization requirements.

Able to work under pressure and with tight deadlines.

Leadership, self-dependent, very good relationship with all levels in organizations, as well positioned for cultural changes and flexibility in case of changes in the scenario .

Focused on results.

Hands on professional, skilled in working with project teams.

Outstanding memory and cultural knowledge.


More than 22 years of experience as a generalist in Human Resources in Brazil and Latin America. Totally familiar with employment laws and competitive practices in Brazil. Fluent in English, advanced in Spanish, intermediate in Italian an poor in Japanese with excellent verbal and written communication skills. High tech transnational industry experience strongly in major automotive fields too. Strong interpersonal skills to develop relationships with internal customers and represent employer to candidates and other external contacts. Very organized with a great attention to detail havng ability to multi-task and handle large workload and also able to work independently and produce results. Strong sense of customer service is my most. Total availbility to travel outside of Sao Paulo, my place.




Startup companies in Brazil Organization strategies, team training and management of complex negotiation and Union relation cycles, company start up and turnaround.  Strategic partnership building for long term relations, human resources management.     Achievement Highlights Auto parts and Electronic Equipments: Management of Human Resources whole area for local and international companies. -                      Defined the organization necessary to achieve results. -                      Strong cost reduction results average. Reducing costs over payroll budget average R$ 2 million per year, with cost reduction impact of R$ 8 million per year in cost reduction. ( according to budgetary plans using EVA) -                      Developing business plan for the upcoming year and implement actions that effectively measure and confirm results. -                      Energizing the team reinforcing a results-oriented posture -                      Implementation of special training regimes to obtain ISOTS and other key certification including PSO, Q1 and other. -                      Optimization of union local relation (via settling agreement with an Auto parts Union regarding PLR). The result of this action reduced costs by 7% per year in turnover and overtime, US$ 8 million per year, reduced costs average in US$ 56000 per year. -                      Start up of whole company in Araras plant, Araras, Brazil for The Federal-Mogul Power train Division, Camshafts.   Career Progression Note:  In order to keep in touch with the market and also keep working, I am working currently in a small size company as headhunter of auto parts sector, and also as business manager, without labor contract. 


Oct 2007 - Oct 2007

Conducting People through Server Leadership

Serra, HR Director, APSEN
Jan 2000 - Nov 2000

Process Sign Off

Chrysler Institute-Detroit
Sep 1999 - Dec 1999

Constrain Management

Feb 1999 - Aug 1999

EVA-Economic Value Added

Jan 1997 - Jul 1997

Commercial Techniques for HR

Sep 1989 - May 1990


Dorsey & Rocha, Associate
Jan 1987 - Jul 1987

Tax and Financial Planning