Head of Human Resources, France IM and OneHR France

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Head of Human Resources, France IM and OneHR France

Location: Paris, France

Contract: Full Time, Hybrid

About The Role:

As a Head of Human Resources, France IM and OneHR France to provide strategic HR partnership to the leadership team & country, contribute to shaping business strategy, and drive aligned outcomes in these focus areas:

• Leverage internal and external insights to diagnose and design organizations optimized to achieve strategic goals
• Design and deploy data-driven talent strategies that curate the talent and capabilities required to deliver
• Shape and steward our culture and employee experiences that will attract, inspire, and retain top talent
• Accelerate performance through leadership coaching and team effectiveness
• Partner across our ONE HR model to deliver on talent and organizational strategies

Role Responsibilities:

Business Intimacy:

• Create and deploy the HR agenda for the business teams, aligned with HR, business, and shared services strategies and ensure integration of HR priorities into business plans.

• Evaluate appropriate business, financial, or other drivers across multiple functional groups/countries/regions to inform HR solutions (e.g., track performance, diagnose capability gaps).

• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.

• Develop a trusted partnership or coaching relationship with a leader either internally (e.g., business leader) or externally (e.g., non-profit leader) that enhances the leader's impact.

Business strategy:

• Partner with business leadership to provide strategic context to overall communications plan (led by comms, business leader, or business admin).

• Support A&D activity (e.g., due diligence, integration).

• Lead organizational design efforts to position business for the future

• Execute significant organizational design efforts, inclusive of legal reviews, preparing managers to lead notifications, developing and executing notification/exit plans.

• Guide and support development of change plan to prepare organization to return to fully functioning state with maximized effectiveness (post-notification); diagnose and design solutions for post–org design execution.

Organizational Capacity:

• Identify critical business capability needs and partner with business leaders to develop and execute appropriate strategies to strengthen the organization.

• Partner with a business or HR to recommend a strategy that anticipates and addresses future changes in business conditions.

Talent strategy and management:

• Create and deploy competitive talent strategy to attract, develop, reward, and retain talent, including robust succession-planned pipeline and critical capability building (e.g., digital).
• Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythm aligned to global calendar; inclusive of alignment on talent pools and measurement of progress via talent metrics (e.g., retention, movement, diversity representation).
• Partner with Talent Acquisition to define strategy to source and acquire talent in critical capability areas, ensuring diverse slates
• Lead succession planning for EC/GOC critical business/function roles, as appropriate; assess pipeline strength and develop plans to strengthen as needed.
• Execute Inclusion strategy.
• Partner across OneHR model to assess current state and enhance capability through buy/build/