Global HRIS Europe

At Nexans, MyClick (our SAP SuccessFactors platform) is the digital backbone of the HR function: 14 000 employee records, 8 500 users, 47 live payroll interfaces across 22 countries. It carries every step of the employee lifecycle from hire to retire, feeds every downstream system (learning, payroll, analytics/ESG...), and supports both Group HR and 40+ country HR teams.

MyClick is the core, but not the whole story. Our HRIS landscape is an ecosystem of connected solutions: local payrolls, time management, IT directory, learning, travel and expense, compliance, ESG and analytics platforms. SuccessFactors is the main platform; the job is to keep a key part of this eco-system coherent, which means being comfortable working with and around other tools, not just one suite.

This role holds two hats within a lean 5-FTE Global HRIS team: run the HRIS operations for Europe (9 000 employees served, plus MEA in tier 3), and own the Core HR solution at Group level. It is a hands-on role for someone who takes pride in making complex ecosystems stable, reliable, yet user-friendly and running smoothly in the background. This is a senior individual-contributor role with significant ownership and influence across Nexans. Success will come through setting direction, connecting technology with business priorities and mobilising HR, IT and external partners rather than through direct team management. The role will act as the trusted authority for Core HR, shape the roadmap and help drive the use of AI across HRIS

One more thing: AI. The technology is becoming ever more present in the HR function, and we see it as the future of how HRIS teams deliver. This role is expected to embrace AI capabilities on both fronts: in the solutions we deploy on the platform, and in the way the daily work itself is organized and done.

Purpose :

• Guarantee the operational continuity and quality of the MyClick platform on the European perimeter, from onboarding to exit, across all hire-to-retire admin, time and payroll interfaces.
• Own the Core HR (Employee Central) solution at Group level: functional design, data model, integrations, governance, evolution roadmap.
• Bridge local HR teams, other HRIS solution owners (Talent, Compensation, People Analytics), and IT partners (internal and external) to keep the ecosystem coherent and moving forward.
• Lead the HRIS execution of upcoming reorganisations, carve-ins and M&A integrations on the Core HR scope.
• Contribute to making the HR function AI-powered: watch AI capabilities as they land in the ecosystem, spot and pilot relevant use cases, and lead by example in using AI to work more efficiently.

Areas of Responsibilities :

Local: HRIS operations France & Europe

• Maintain: guarantee the quality, consistency and resilience of the solutions supporting hire-to-retire processes, in line with business requirements and local regulations (France plus European perimeter). Proactively animate the local HR community, deliver tailored training.
• Enhance: optimize workflows and user experience (UX/UI), champion HR data quality, propose improvements on reporting and analytics.
• Support: deliver expert-level tier 3 support for key stakeholders (VIP users, local HR leads), coordinate change management and adoption initiatives, animate the French and European HR community on MyClick usage.

Global: Core HR solution ownership (Employee Central)

• Develop: lead the implementation of new projects on Core HR and adjacent processes within the Global HRIS roadmap. Ensure alignment with business needs, legal compliance and Group HR strategy. Oversee data and organization transformation initiatives.
• Innovate: partner with HRIS, IT and Data teams to bring in cutting-edge solutions; identify and pilot AI use cases on the Core HR scope (data quality, workflow automation, user support); support Nexans' shift toward an AI-powered and data-driven HR function.
• Monitor: act as the Core HR solution lead, drive the evolution of tools, features and processes in line with strategic objectives. Continuously check SaaS releases (SuccessFactors quarterly) to keep the platform current, adopt relevant new capabilities (AI features included) and prevent regressions.

Ecosystem, integrations and M&A

• Own Core HR integrations from a Global HRIS perspective: employee data feeds to downstream systems (Compensation, Payroll, Analytics, IT directory, travel, expense, compliance, learning, ESG platforms). The perimeter of attention is the full ecosystem, not a single platform.
• Coordinate substantial reorganisations, carve-ins and M&A integrations on the Core HR side: preparation, execution, follow-up, dual coordination with local HR and IT.
• Ensure system adaptat