HR Project Manager

About

Swan is Europes embedded banking specialist. We empower software companies to embed banking features like accounts cards and payments directly into their products under their own processes over 1.5 billion in monthly transactions for more than 150 companieslike Pennylane Indy Agicap Libeo and Lucca. Founded in 2019 the company has received growth capital from leading investors such as Lakestar Accel Creandum Bpifrance and Eight Roads. Swan is a principal member of Mastercard and a licensed financial institution regulated by the French banking authority (ACPR).

Our mission

Banking belongs in business software

Many software companies already serve small businesses incredibly well: helping them send invoices run payroll manage inventory and more. Theyre on a mission to become the central hub for managing every aspect of business life.

But when it comes to financial workflows theres still a gap. Too many critical tasks like managing cash flow tracking payments or reconciling accounts happen outside the software across spreadsheets email threads banking portals.

Its a missed opportunity. Business software shouldnt just record financial activity it should run it.

To learn more about us: About Swan ; Our story.

Your mission

As an HR Project Manager focused on end-to-end HR projects spanning systems processes and talent development you will play a key role in shaping and executing HR initiatives that support Swans employee development and organizational growth.

This role requires prior hands-on experience in an HR function such as HR Business Partner (HRBP) or HR Operations. You have already worked closely with employees and managers understand day-to-day HR challenges and are familiar with core HR processes. This operational experience is essential to design pragmatic relevant and impactful initiatives.

Your scope goes beyond training and development and includes leading and contributing to a wide range of HR projects such as:

• HRIS and HR tooling implementation and optimization

• Turnover analysis and retention strategy development

• Succession planning and talent pipeline structuring

• Employee surveys and workplace climate monitoring

• Workload assessment and organizational efficiency topics

• Diversity equity inclusion and disability initiatives

You will collaborate closely with HRBPs and key stakeholders to ensure all projects are aligned with business priorities and grounded in operational reality.

Main Tasks

• Lead and deliver end-to-end HR projects across systems processes and people initiatives ensuring alignment with Swans business priorities and growth.

• Drive HRIS and HR tooling projects (implementation optimization and adoption) improving data reliability process efficiency and employee experience.

• Contribute to the design and continuous improvement of performance management processes including performance cycles feedback practices and the analysis of key indicators such as turnover to identify trends and inform retention actions.

• Structure and support succession planning and talent pipeline development ensuring business continuity and long-term organizational resilience.

• Lead employee surveys and workplace climate monitoring initiatives analyze insights and translate them into actionable improvement plans.

• Address workload and organizational effectiveness topics partnering with teams to identify imbalances and propose sustainable solutions.

• Drive diversity equity inclusion and disability initiatives ensuring they are embedded into HR processes and aligned with company values.

• Collaborate closely with HRBPs to ensure all initiatives are grounded in operational reality and effectively address employee and manager needs.

• Lead selected learning and development initiatives (e.g. leadership programs key skill-building programs) where relevant to business needs.

• Manage relationships with external partners (e.g. HR tools providers training organizations institutional actors) when required for project delivery.

• Ensure proper governance tracking and communication of HR projects including stakeholder alignment timelines and impact measurement.
  

Preferred experience

Youre a great match if:

• A broad and holistic understanding of HR topics enabling you to connect initiatives across the employee lifecycle

• Preferably a solid foundation in HR practices including legal knowledge related to employment and HR processes

• A strong appetite for tools and systems with the ability to leverage HRIS and data to inform decisions

• The ability to put yourself in the shoes of employees ensuring that programs and processes are meaningful accessible and impactful5 years of experience in HR project management particularly in training learning and competency development.

• Strong experience of HR project management with a proven ability to lead cross-functional projects that impact various areas of HR including performance engagement and organizational development.

• Solid background in budget management ensuring financial efficiency in training spend and leveraging external training subsidies when available (e.g. OPCO in France).

• Excellent communication and stakeholder management skills with the ability to influence senior leaders.

• Fluency in French and English is required.

• A strategic and results-oriented mindset capable of balancing long-term developmental goals with short-term project execution.

• Proactive and solution-oriented with a keen ability to identify challenges and find practical solutions.

• Able to manage multiple projects simultaneously ensuring deadlines and objectives are met.

• Our ideal teammate: Empathetic. Skilled. Frank. We love to challenge each other and we leave our egos at the door.

Its okay if you dont tick all the boxes dont let imposter syndrome prevent you from applying!

Swan is committed to providing a caring work environment for all employees regardless of age sex disability sexual orientation race religion or belief.

When it comes to recruitment were interested in your work experience skills and overall personality. Because diversity makes the workplace stronger and is necessary for Swans success we are intensifying efforts to incorporate concrete actions to help us improve in this area.

About Swan

Perks of being a Swanee:

• Holidays : 25 days RTT

• Meal Vouchers: We provide a meal voucher card to cover your meals on work days.

• Transport: Monthly mobility package for accordance with the company agreement for sustainable mobilities you can now use your mobility package to pay for alternative commuting modes.

• Health insurance (mutuelle): Alan. This is Swans health and welfare insurance.

• Sports: Thanks to our partnership with Classpass you can enjoy advantageous discounts on subscriptions. They offer a wide range of sports activities as well as wellness activities.

• Well-being support: access to Moka Care for mental health and wellness.

• Hybrid remote policy: We offer the possibility of working from home for 2 days per week.

• Offsite: Once a year we gather to reconnect deep-dive into big topics and relax.

• This isnt a perk it should be the rule but diversity and inclusion are important at Swan. Were working hard to get better every day.

Our values:

Swans core values guide our actions daily. Individually they may seem obvious but together they form a unique culture.

Simplicity: Leonardo Da Vinci said: simplicity is the ultimate sophistication. If somethings convoluted or confusing we work extra hard to break it down. - Making complex things simple is what we do.

Long Term: We always play the long game whether its to support our partners in their growth journey or make tangible commitments to climate action.

Excellence: We are a team of experts who consistently go all out to create pixel-perfect banking services and exceed our partners expectations whatever it takes.

Be Human: We believe in the power of kindness and the importance of acting with integrity. But embracing our humanity extends beyond interpersonal interactions it means caring about greater issues that affect our planet.

You can find out more about our culture.

Recruitment process

• A 30-min call with our Talent Acquisition Manager to get to know you understand your career expectations and answer your questions

• Hiring Manager Interview with our Chief People Officer Anne

• Business Case

• Peer Interview

• Last Round with our CEO