Head of People CDI

We are looking for a Head of People to support our 40 team members.

Why now

Perifit is entering an exciting new phase of growth expanding its product portfolio and scaling operations to reach more women worldwide. As the company grows in headcounts and impact were strengthening our HR team to support this next stage of innovation and global expansion.

You will be responsible for owning the entire HR scope. You will be supported by our HR and Finance manager (50% of her time directly dedicated to HR) for admin and payroll and external partners for recruitment when needed. More resources can be unblocked with the scaling of the function.

Youll be the go-to person for all employees embodying trust accessibility and ensuring we attract develop and retain top talent while fostering a culture aligned with our values.

Youll be a strategic partner to the leadership team a hands-on operator a culture champion and the primary point of contact for all people-related questions ensuring every Perifiter feels heard supported and empowered.

You will also be in charge of HR communicationensuring that all people-related updates policies and initiatives are clearly communicated engaging and aligned with our culture of transparency and trust.

Your responsibilities will be the following:

1. Recruiting

(approx.30% of your time for approx.10 to 15 recruiting per year)

• Sourcing & screening: lead hand in hand with hiring managers recruiting for all roles with a focus on sourcing top talent (especially in tech product and marketing roles). Be the contact person with headhunters where necessary.

• Employer branding: develop and promote Perifits employer brand to attract diverse mission-aligned candidates. Develop strategic partnerships with schools charities bootcamps to identify a talent pool.

• Hiring process: streamline and optimize the hiring process to be more scalable efficient and inclusive from job descriptions to onboarding

• International hiring: help managing international hiring (contracts compliance relocation support).

• Onboarding: craft and organize in partnership with hiring managers compelling onboarding sessions and create tools to make sure employees have a similar engaging experience

2. People operations

(approx. 30% of your time)

• HRIS & payroll: oversee our HRIS (Lucca) and payroll systems (PayFit external payroll providers for international teams) and support team members in navigating those tools and requirements

• Compliance: ensure compliance to French labor law (e.g. entretiens annuels CSE consultations rupture conventionnelle processes) and international regulations.

• Social & legal: handle sensitive issues (e.g. conflicts personal challenges) with discretion empathy and professionalism. Manage relationship with French CSE.

• HR metrics: track analyze and monitor turnover engagement hiring metrics eNPS and diversity data to drive decisions.

• Admin & processes: create adhesion automate and streamline HR processes (onboarding offboarding remote leave management).

3. Performance talent management & development

(approx. 20% of your time)

• Performance management: lead annual reviews OKRs and continuous feedback culture. Use metrics and qualitative feedback to assess performance ensuring objectivity while accounting for individual context.

• Career pathing: help create momentum around career paths and help envisioning growth opportunities for all employees.

• Learning & development: collect organize and implement individual and collective training programs (e.g. leadership technical skills) in alignment with the training budget.

• Talent retention: identify and address retention risks; lead engagement pulse and surveys ; suggest recognition and reward action plans.

• Compensation & benefits: manage compensation philosophy update salary grids manage salary reviews campaigns benefits (health insurance equity bonuses) and benchmarking.

4. Business partnering and culture championing

(approx. 20% of your time)

• First point of contact: be identified ****for all employees on people-related matters from day-to-day questions (e.g. payroll benefits policies) to strategic career discussions.

• Leadership advisor: partner with the CEO/COO and managers to align people strategy with business goals.

• Managers coaching: train and support managers on delivering constructive feedback set OKRs foster a psychologically safe environment work on conflict resolution organization design and team leadership.

• Global teams: support international teams with cultural integration time zone management and local HR policies.

• Culture guarantor: reinforce Perifits values and psychological safety across global teams.

• Transparent HR communication: ensure all employees are informed and engaged with HR-related updates (e.g. policy changes new benefits compliance requirements) through clear concise and accessible multichannel communication.

What success looks like

After 3 months:

• Youve built trust and strong relationships across the team becoming a go-to person for people topics.

• Youve mapped and improved core HR processes (recruiting performance compensation) bringing structure and clarity.

• A healthy sourcing pipeline is in place for key roles reducing time-to-hire.

• Transparent HR communication has begun with regular updates open feedback channels and a growing sense of connection.

After 6 months:

• A scalable candidate-friendly hiring process is live with faster hiring times and improved candidate experience (e.g. hiring NPS > 70).

• A refreshed employer brand starts to attract top global talent.

• A fair and motivating performance framework is rolled out helping managers give meaningful feedback and support growth.

• Employees feel heard and engaged internal engagement scores are trending up.

After 12 months:

• Perifit is recognized internally and externally as one of the best places to work in femtech/healthtech.

• Employee engagement and retention are at record highs with clear career paths and a culture of trust and development.

• People processes are automated efficient and data-driven giving the HR team time to focus on people not admin.

• Transparency and wellbeing are at the heart of our culture people feel proud to belong and inspired by our mission.