Head of People Business Partners

Role Overview

• 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