People Partner, France

**An Amazing Career Opportunity for a People Partner for France & Portugal**

**Location**:Angers, France

We have an exciting opportunity for a People Partner to support a newly acquired globally based supplier of identification solutions within our HID Secure Issuance (SI) Business Area.

Evolis is a French plastic card manufacturing company with their headquarters and production facility located near Angers, France and their distribution centres based in Lyon and Paris, circa 300 employees are based from the France offices. Additionally, circa 19 employees are located in the Portugal office. The People Partner will support the France and Portugal employee groups and lead a HR team of 3 individuals who support both locations.

**Who are we?**

HID powers the trusted identities of the world’s people, places, and things, allowing people to transact safely, work productively and travel freely.

We require an experienced People Partner who will work closely with our Compliance and M&A Team, HR Business Partner and the Regional People Partnering Director to work closely with the integration leads to optimize our people practices and programs at Evolis. It will be a priority to seamlessly aide our leaders and employees in managing the transition to HID while supporting the continuity of the business during the process.

Our People Partner function is a global team of HR professionals, working geographically whether at site, in country or by region to deliver core HR advisory responsibilities across the full employee lifecycle.

**As People Partner you will be responsible for**:
**Acqusition Integration**:working closely with the Compliance and M&A team to optimize process, procedures, organisational sturctures and HR programs. Managing the transition and implementation of change processes, working closely with HRBP's, Regional People Partnering Director, Business Leaders and our global CoE's.

**Employee Relations**: manage and resolve employee relations matters, providing advice and mitigating the creation of formal employee relations issues where possible. A comprehensive working knowledge of relevant labor laws, investigation protocols, employee consultation processes and conflict resolution strategies are needed. Participate in the development, implementation and review of human resources policies and procedures for the department in line with legislative and business requirements.

**Works Council relations**: Foster a positive and collaborative relationship between our organization and the works council. Ensure open and constructive communication with the works council representatives as well as negotiate collective agreements.

**Managing Performance**: institute consistent practices that ensure all colleagues and their managers are fully engaged in the performance management process. Promote and provide training on how to utilize our continuous performance tool to foster regular feedback and conduct frequent goal reviews. Support the creation of performance improvement plans and training needs analysis where required.

**Managing Absence**: institute consistent practices that ensure all colleagues and their managers are proactively engaged in the absence management process enabling a successful and supportive return to work following short
- or long-term leaves.

**Workforce Optimization**: work in partnership with HRBP’s and COE’s to implement workforce strategies and plans that flex in times of Business needs. Comprehensive experience is required to conduct involuntarily terminations and furlough programs in a respectful and dignified manner.

**Workforce Flexibility**:institute consistent practices that ensure all colleagues and their managers are coached through the various options available to them. Including but not limited too; parental leave, emergency time off, flexible working and study leave.

**Workforce Planning**:coach hiring managers in all aspects of position management and support stakeholders in the requisition creation, approval process as well as scoping the job architecture and assessing market competitiveness.

**Talent Acquisition**: work closely with our global talent acquisition CoE supporting the recruitment process and participating in the interview and selection process.

**New Hire Orientation & Onboarding**: ensure a first-class employee orientation and onboarding experience for new and acquired employees. Support managers and employees throughout their first 90 days, including probationary reviews.

**Off Boarding**: As with our welcome, our goodbye is also a professional experience through tailored outplacement support, pre-retirement planning and exit interview discussions that are handled with curiosity and a learning mindset.

**Career Development**: Support managers and employees with guidance and resources to enable rich career development conversations.

**Employee Engagement and Belonging**: Drive the adoption and implementation of the employee engagement and