HR Systems

Contract type: CDI

Within the HR Department, your role is to:

• Implement, maintain & optimize the HR Systems & tools
• Ensure system reliability, data integrity, and operational efficiency while supporting HR teams in their use of technology
• Develop and implement analytics solutions to enhance HR decision-making through data insights and reporting excellence
• Deliver reliable analytics capabilities while supporting strategic workforce initiatives.

Reporting to the Group HR Director, you interact daily with the HR community, as well as Top management and external partners. You are comfortable with both operational tasks and project-based work, and you support transformation in organizations.

Main Responsibilities

1. HR Systems Management & Optimization

• System Administration
  : Oversee daily operations of HRIS platform (Oracle) and other HR tools, including user access, security roles, and data integrity.
• Process Automation
  : Identify opportunities to streamline HR processes through system enhancements, workflows, and automation.
• System Integration
  : Collaborate with IT to ensure seamless integration between HRIS and other enterprise systems (notably AD).
• Vendor Management
  : Act as primary liaison with HR technology vendors, managing contracts, service levels, and system upgrades.
• Training & Support
  : Develop training programs and resources to improve HRIS adoption and ensure end-user proficiency.
• Compliance & Governance
  : Ensure HR systems comply with labor laws, data privacy regulations (GDPR), and internal governance standards.

2. HR Data & Analytics

• Reporting & Dashboards
  : Design, maintain, and deliver HR dashboards and reports that track KPIs such as turnover, headcount, diversity, compensation, and engagement.
• Advanced Analytics
  : Apply statistical methods and predictive modeling to forecast workforce trends (e.g., attrition, hiring needs, succession planning).
• Data Quality Assurance
  : Establish data governance frameworks to ensure accuracy, consistency, and reliability of HR data.
• Strategic Insights
  : Translate complex datasets into clear, actionable insights for HR leaders and executives.
• Scenario Planning
  : Support workforce planning by modeling different organizational scenarios and their impact on talent needs.
• Benchmarking
  : Conduct external benchmarking to compare organizational performance against industry standards.

3. Strategic Partnership & Leadership

• Stakeholder Collaboration
  : Partner with HR leadership, business units, and IT to align system capabilities and analytics with organizational goals.
• Decision Support
  : Provide data-driven recommendations to support HR strategy in areas such as talent acquisition, retention, compensation, and employee development.
• Change Management
  : Lead change initiatives related to HR technology adoption and data-driven decision-making.
• Innovation
  : Stay current with emerging HR technologies (including AI), analytics tools, and best practices to continuously improve HR's digital and analytical capabilities.

Profile

• Fluent English and French working proficiency required; a third language is a plus
• Master's degree (BAC +4/5), business school or university, or equivalent
• Strong knowledge of HR processes, compliance, and data governance.
• 5+ years of experience in HRIS management and HR analytics Initiative-driven
• Expertise in HRIS platforms and analytics tools (Oracle, Power BI, SQL, Excel…).
• Strong interpersonal skills, able to interact with stakeholders at all levels and from diverse cultures
• Excellent communication skills with ability to present insights to senior leadership.
• Analytical thinker with strong problem-solving skills.
• Detail-oriented with a focus on accuracy and efficiency.
• Strategic mindset with ability to connect data insights to business outcomes.
• Collaborative leader with strong stakeholder management and influencing skills.
• Adaptable and innovative, with a passion for continuous improvement.

Equal opportunity employer: priority is given to candidates who are beneficiaries of the employment obligation.

Our business and our Values:

Christian Louboutin opened his first boutique in Paris in 1992. An artist and craftsman with a true passion for shoes, his designs are unique and instantly recognizable, thanks in part to their signature and now trademarked red lacquered soles. The collections for both men and women combine wit, glamour, elegance and technical proficiency like no other. 2014 welcomed the launched of Christian Louboutin Beaute with its first nail colour, Rouge Louboutin. The collection has continued to diversify since then with the launch of lip in 2015, fragrance in 2016 and more recently a wonderful eye collection in 2017. With an extensive range of collections, Christian Louboutin now counts more than 130 boutiques globally.

Our people are at the heart of our brand.

We celebrate individualism and allow the freedom to have autonomy and creativity within your role. Our colleagues have in common passion and dedication to our Brand, and its continued success.

We live by our values: We are down to earth – we stand with authenticity, integrity and respect. We have passion – we drive the business with agility and care and we are committed to excellence. We have happiness in all that we do – As a team player, we collaborate with positivity, open-mindedness and fun. We work with inspiration – we envision the future with confidence, creativity and freedom.

If the shoe fits, walk with us
…

Diversity, Equity and Inclusion

The Maison Christian Louboutin is an equal opportunity employer. We are committed to recruitment practices that do not discriminate against any job applicant because of their race, color, gender, age, nationality, culture(s), religion, sex, physical or mental disability, or age. We believe that a culture of diversity and individuality fosters our core values we listed above. So, if you also share this mindset and these values and you dream of coloring your soles red as part of the Louboutin adventure, please join us

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