People Operations Manager

About our client We are advertising on behalf of a sustainability consultancy focused on creating a world in which all people can thrive on a healthy planet. They have offices in Asia, Europe, and North America, the client provides its clients with insight, advice, and collaborative initiatives to help them see a changing world more clearly, create long-term value, and scale impact. Location: Paris This is a full-time role, with a preference for a candidate near their Paris offices. Although staff are welcome to work remotely staff are encourages to visit the office and may be requested to come in for important events and meetings. Compensation To maintain our equity, our hiring rate for this position is listed below. France: 62,730 € per annumPosition Overview: We’re seeking a Paris-based, French speaking, People Operations Manager to lead day-to-day People Operations across Europe and Asia, with a primary focus on France and coverage of the UK, Denmark, Singapore, China, and Japan. You will own French HR policy and compliance, lead employee relations (ER) investigations, Performance improvement Programs (PIP’s) and steward a consistent, employee-centered experience across multiple jurisdictions. If you are passionate about people ops and seeking to grow your expertise globally then this is the role for you. This is a hands-on, standalone role that partners closely with the Head of People & Culture, regional leaders, Legal, and Shared Services. You will manage multi-country processes (including EOR where applicable), coordinate lifecycle operations, and serve as the regional HRIS point person (e.g., Rippling) for workflows, leave rules, and reporting. The right candidate combines deep French labor law expertise with practical multi-country judgment, balancing compliance, equity, and pragmatic delivery. Key Responsibilities: 1) Compliance, Policy, and Governance (France-led, multi-country) Own French HR policies and the employee handbook; draft, update, and implement policies (e.g., leave, working time, conduct) in line with evolving French employment law. Monitor and interpret legal developments; liaise with external counsel and relevant authorities/providers; ensure documentation and processes meet statutory requirements. Support French social partner governance (e.g., CSE processes) and required filings in coordination with internal and external stakeholders. Coordinate multi-country policy rollouts (UK, DK, SG, CN, JP) to maintain alignment with company standards; provide practical guidance to managers and employees. Apply GDPR/data privacy good practice in People Ops processes; partner with Legal/Compliance where needed. 2) Employee Relations (Lead Investigator) Lead ER investigations across EMEA/APAC (with Legal support as appropriate); ensure timely, thorough, and fair processes and outcomes. Provide clear, actionable guidance to managers on performance, conduct, and grievance matters; coach leaders on risk, documentation, and consistency. 3) Employee Lifecycle & Multi-country Operations Oversee onboarding and offboarding processes; ensure compliant documentation, contracts, and high-quality employee experience across covered countries. Coordinate EOR onboarding/offboarding and country requirements where relevant; align practices with BSR standards. Partner with payroll and local providers to ensure employment arrangements, benefits eligibility, and statutory processes are accurate and compliant. Support work authorization and employment documentation (e.g., visas/residency) in partnership with providers. 4) Benefits, Leave, and Wellbeing Manage or coordinate country-specific benefits in collaboration with brokers/providers; ensure equitable, compliant offerings. Configure and maintain leave policies and approval flows in HRIS (e.g., Rippling) for regional applicability; ensure alignment with local law and internal policies. Champion inclusive, employee-centered practices across leave and benefits to promote equity and consistency. 5) HR Systems, Reporting, and Data Integrity Serve as regional point person for HRIS (e.g., Rippling): workflows, data integrity, reporting, and troubleshooting; coordinate with global HRIS stakeholders and Finance/IT. Maintain accurate employee records and ensure compliant document retention and audit readiness across jurisdictions. Produce regular reports and insights (e.g., headcount, turnover, leave, ER themes) to inform decision-making. 6) Performance, Exits, and Insights Support managers with performance processes (plans, documentation) in line with global guidance; coach for consistency and fairness. Coordinate exit interviews and synthesize insights and trends; recommend actions to strengthen retention and employee experience. 7) Cross-Regional Collaboration & Ways of Working Partner with People & Culture colleagues globally to align policies, processes, and employee experience across regions. Maintain high-quality SOPs, templates, FAQs, and toolkits to scale consistent practices. Operate with judgment and independence in a fast-paced, multi-time-zone environment. Qualifications Must-Have Full professional fluency in French and English. Deep, hands-on expertise in French employment law (policies, investigations/ER, contracts, working time, leave, social partners/CSE). 5–7+ years of People Operations/HR generalist experience, including independent ownership of policies and ER matters. Proven experience leading ER investigations and delivering balanced, well-documented outcomes. Knowledge of multi-country People Ops (especially UK, Denmark, Singapore, China, Japan); ability to research and apply local requirements pragmatically. Proficiency with HRIS (e.g., Rippling or similar), reporting, and document management. Excellent stakeholder management and communication skills; ability to translate complex HR issues into clear guidance. High integrity, discretion, and sound judgment. Nice to Have Experience working with Employer of Record (EOR) models in Europe/Asia. Familiarity with benefits practices and vendor coordination across multiple countries. Exposure to GDPR/data privacy in HR contexts (can partner with Legal as needed). Understanding of inclusive HR practices and equity-centered approaches.