Human Resources Manager

The Human Resources Manager is responsible for implementing human resources policy and strategy for an entity (establishment, site, subsidiary, function, region, etc.).

Supporting the HR Director, he or she advises operational staff, supervises the administrative management of personnel and payroll, ensures the quality of social dialogue and manages HR development (training and recruitment).

Main Duties

• Participate in defining the HR strategy

Collects the needs and expectations of the company's various departments regarding HR issues.

Defines HR projects and policy (time management, training, recruitment, mobility, improvement of working conditions, compensation policy, etc.).

Proposes and validate the nature and timeline of HR projects with line management and management.

Conducts economic, legal, and social monitoring (monitoring the HR strategies of the company in the Automotive sector).

• Advice and support for operational staff and managers

Advises and support managers on various HR issues (labor law, training, recruitment, employment contracts, onboarding of new hires, performance reviews, career/mobility management, compensation, employee representative bodies management, disciplinary or dismissal procedures, etc.).

Defines and ensure operational staff's implementation of all HR procedures.

Coordinates the activities of HR department staff in managing their areas of responsibility and assist them in developing their skills.

• Implementation and management of HR projects and policy

Manages and monitors HR projects within the defined strategy.

Participates in the preparation of the HR budget (payroll control, skills development plan, etc.).

Implements HR monitoring and reporting tools (dashboards).

Manages the preparation of the social report (data collection, implementation of indicators, reporting, etc.), and ensures its analysis and dissemination.

Drives the HR optimization policy and participate in HR assessments.

• Personnel Administration and HR Development

Oversees payroll administration and personnel management (HRMS, departure management, social security declarations, etc.).

Develop social security dashboards to monitor staff activity (absenteeism, compensation, leave, training, etc.).

Ensures compliance with social security regulations and the employer's legal obligations regarding social security and health benefits (Labor Code, collective bargaining agreement, internal code of conduct).

Organizes the collection of training needs, define guidelines, develop the skills development plan, and oversee its implementation.

Develops projects related to job and skills planning or job and career path management, and internal mobility by promoting talent identification, skills acquisition, and career development (anticipating needs, inventorying skills, updating job descriptions, managing departures, etc.). Defines, manages, and implements the recruitment policy based on departmental needs.

Conducts professional interviews.

• Coordination and Negotiation with Social Partners

Maintains and leads relationships with employee representative bodies.

Ensures the implementation and legal monitoring of agreements.

Communicate with social partners regarding the implementation of HR initiatives.

Organizes elections for employee representative bodies.

• Internal and External Communication

Ensures, lead, and facilitate internal communication within the company as an interface between management and employees (via the internal communication means (magazine, HR newsletters, information brochures, collaborative spaces, etc.).

Maintains a positive social climate and develops a corporate culture by actively and confidentially listening to employees and helping to boost their motivation.

Proposes the organization of events.

Boost the company's external communications (promoting the employer brand, etc.).

Acts as the POC with local government bodies (CNAS, ANEM, Employment agencies, etc.)

Desired Qualifications

Master's degree (Bac +4)

Master's degree in human resources management, law, labor law, employment law, management, sociology, psychology, or social sciences, or any related field.

Experience Required

At least five years of operational experience in the HR function (recruitment, time management, training, career development, etc.).

Specific experience in the legal field, labor relations management, team management, or a specific sector may be required.

Experience managing the employment of foreign employees is a must.