Head of People Business Partners

People leadership & cross-functional alignment

• Participate in the People Leadership team and contribute to collective decision-making on HR strategy
• Ensure alignment with the Head of Talent Culture & Performance and Head of People Ops Data & Systems serve as the escalation point for any cross-perimeter topic requiring arbitration

Team management & capability building

• Manage the HRBPs: objectives development performance reviews 1:1s
• Identify and address capability gaps within the team; facilitates upskilling on thematic areas (C&B talent learning AI-driven HR practices)
• Ensure project delivery roadmap of the team providing structure prioritisation and follow-through
• In time may manage a perimeter directly either temporarily (replacement) or permanently (organisation need)

• Involved in designing all new or revised HR policies before deployment to the business arbitrate cross-perimeter topics where HRBP alignment is required
• Supervise departures in terms of framework and financial impact
• Hold final decision authority on off-grid compensation and pay equity cases in alignment with the Head of Talent

Restructuring & transformation

• Lead or closely involved in large-scale restructuring projects (M&A internationalisation organisational redesign)
• Coordinate with the Labour Law specialist on social dialogue and legal risk exposure
• Ensure organisational design decisions are documented and consistent across projects

Workforce cost & headcount management

• Accountable for staff plan materialisation across all perimeters: design tracking and delivery
• Serve as the direct interface with FP&A on headcount and personnel cost monitoring; ensure ongoing reporting reliability

You are a senior HR generalist 15 years in with enough breadth to cover the full spectrum and enough depth to handle the hard cases. You have personally driven performance management cycles departures and restructuring projects not just advised on them. You have worked across geographies operated daily in English and navigated complex labour law contexts without needing a specialist for every question.

Beyond the experience here is what will make you stand out:

• You are financially literate : headcount costs FP&A interfaces and staff plan tracking are part of your day-to-day not a stretch
• You think in systems : you build policies and frameworks that hold across cases not just solve the issue in front of you
• You influence senior leaders without relying on authority through rigour relationship and well-framed recommendations
• You manage with clarity your team knows what is expected where they stand and how to grow
• You have a strong command of French labour law to engage credibly on social dialogue departures and restructurings
• You are fluent in written and spoken English; this is non-negotiable given the international scope

• Hybrid: 2 days at the office
• 4 additional weeks on top of legal maternity/paternity leaves
• 50% healthcare coverage (Alan)
• Financial support for home office equipment
• Minimum 25 days holiday per year
• Local meal plan policy (Swile card)
• 50% transportation paid (Forfait Mobilité Durable)
• Relocation package and visa support
• Free unlimited carpooling & bus rides
• Personal growth via trainings mentorship and internal mobility opportunities
• Employee Stock ownership plan
• Regular team building events
• 1 day off per year to test our product