Working student in E - learning management at EEW Energy from Waste. Managing learning management systems and developing digital learning content.
About the role
- Head of People Partners leading HR advisory functions while aligning business priorities with human capital strategies. Ensure team effectiveness and manage large-scale transformations.
Responsibilities
- 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
- 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
- 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
- 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
Requirements
- 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.
- 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.
Benefits
- 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
Job title
Job type
Experience level
Salary
Not specified
Degree requirement
No Education Requirement
Location requirements
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