SKILLS REQUIRED:

Technical skills

• Good understanding of business’ needs and challenges
• Experienced in an HR Generalist role
• Solid knowledge of labour law, including the company’s legal obligations
• Fluent English (B2 level minimum)
• Negotiation techniques

Soft skills

• Excellent communication and diplomacy
• Team player
• Strong ability to anticipate changes, to drive in-depth reflection while leading changes in a very operational way
• Sense of responsibility and initiative
• Strong organizational skills, versatility
• Delivery orientation
• Confidentiality
• A first experience in managing a team is a plus

Within the HR Department, the HR Manager works closely with the Group’s various operational divisions to ensure the proper deployment and implementation of HR policies, while being aligned with the overall objectives of the company.
As a business-oriented HR member, you support the deployment of HR policies in your area. Your role is also to provide a daily support to employees and managers in a context of strong growth of activity.

Deploy HR policies and processes

• Ensure the implementation of HR policies, processes and tools
• Take care of the engagement of the different teams and deploy well-being activities and initiatives
• Coordinate “people review”, identify and contribute to talent development
• Organize and animate the “Salary Review” in collaboration with the C&B Department
• Drive annual appraisal campaigns, define and monitor action plans
• Contribute to the deployment and implementation of action plans to develop well-being at work
• Advise and support managers on all HR issues (management of individual situations,professional evolutions, disciplinary law…)
• Manage the HR team of 2 members (1 Office Manager and 1 recruiter), taking care of their development, as well as coordination and alignment
• Drive organizational changes and manage the growth of the Company
• Anticipate and support the structural changes
• Support managers to adjust resources to business needs (target organization, development and skills, training)
• Contribute to build staffing plans with managers and recruitment teams: define and arbitrate recruitment needs, onboarding period monitoring
• Support employees in their development (mobility, training…)
• Supervise employees administrative management in connection with the Office Manager department (entry/exit, contracts, probationary periods, etc.)

Manage labour relations

• Ensure compliance with the legal framework (labour law, administrative management, work conditions, health and safety obligations) and company’s policies
• Advise and support managers on all HR matters (management of individual situations, professional evolutions, ER issues…)
• Ease dialogue by reconciling the company objectives and employee’s satisfaction

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