HRBP France

The HR Business Partner (HRBP) has an important operational and strategic role within the organization and is responsible for using HR capabilities to support and drive the organizational goals in a consistent and compliant way. The HRBP implements and monitors human resources programs and policies throughout the entire employee lifecycle, including but not limited to performance management, compensation, benefits, equal opportunity, and diversity.

The HRBP works hand in hand with senior management and the HR Director to ensure that programs meet all local organizational requirements. Furthermore, the HRBP helps the HR department deliver state-of-the-art HR processes by providing instant and immediate feedback on all local HR processes, procedures, and initiatives. The HRBP supports the development of the organization in strong alignment with the HR Director from the HR perspective and coordinates all HR measures within and between local departments.

In addition, the incumbent acts as an advisor for managers and employees in challenging situations. The role includes limited EHS (Environment, Health & Safety) responsibilities to ensure basic workplace safety compliance.

HR Business Partnering & Strategy:

• Provide generalist day-to-day HR support on operational and strategic issues, with a fit-for-purpose approach for the business
• Support operational HR activity by being the first point of contact for the full HR lifecycle, including employee relations, case work, disciplinary, grievance, sickness/absence/welfare, performance management, engagement, change management, and workforce planning
• Define, implement, and improve HR processes within and outside the HR department in strong alignment with the HR Director and in collaboration with the global HR department team members
• Provide proactive coaching to Line Managers on all HR issues in relation to their business units and lead on providing employee relations support and general guidance to drive employee performance and engagement

Talent Management & Development:

• Lead recruitment activities in collaboration with hiring managers, ensuring quality hires aligned with organizational culture and values
• Coordinate training needs analysis and contribute to the annual training plan in partnership with management
• Support performance management processes including annual performance development reviews, probation reviews, and ongoing feedback mechanisms
• Contribute to employee engagement initiatives and culture-building programs to enhance overall employee experience

  HR Operations & Administration:

• Administer employment contracts and all employee lifecycle-related operative tasks
• Manage absence management ensuring absence levels are recorded and monitored in line with company policy
• Manage maternity, paternity, and flexible working arrangements in line with legislation and company policy
• Prepare and coordinate payroll information for external payroll provider on a monthly basis, ensuring accuracy and timeliness
• Ensure that HR information systems and Time & Attendance systems data is accurate at all times
• Maintain up-to-date documentation for all HR lifecycle activities including probation reviews, performance reviews, change forms, exit interviews, and benefits selection
• Support remuneration and benefits administration, including annual salary review and bonus review processes

Compliance & Governance:

• Keep HR processes in full compliance with internal/external legal and regulatory framework
• Maintain up-to-date knowledge in relation to French employment law and best practices
• Ensure compliance with Works Council requirements and maintain positive collaborative relationships
• Support audit and compliance requirements as needed

Data Analytics & Continuous Improvement:

• Provide and analyze HR data to drive performance and optimize operations, making well-informed decisions that benefit business units and the organization as a whole
• Contribute to HR KPIs to help achieve HR strategic goals, including employee retention strategy, improving company culture, and enhancing overall employee experience scores
• Monitor trends and identify opportunities for process improvements across the HR function

Collaboration & Projects:

• Cooperate closely with the HR Director and provide suggestions regarding the requirements of the company as well as trends in the HR environment
• Participate in HR-related projects on local and international levels as necessary
• Work cross-functionally with other departments to integrate people requirements into organizational initiatives

Health, Safety & Environment (Limited Scope):

• Support basic workplace safety compliance and coordinate with EHS specialists as needed
• Ensure employees receive mandatory health and safety training
• Act as liaison with external safety consultants and regulatory authorities for routine EHS matters

Requirements

• University degree in Human Resources, Business Administration, Psychology, or related field
• 5-10 years of proven and demonstrable HR business partnering experience across varied areas of HR, with sound knowledge of HR principles, practices, procedures, legislation and best practice
• Experience working within an international environment, preferably in the life sciences or pharmaceutical industry
• Proven ability to support, influence, and coach managers in a busy, fast-paced and evolving environment
• HR-related qualification (CIPD Level 5 or equivalent) is highly desirable
• Strong working knowledge of French employment law and HR best practices
• Experience with HRIS systems (e.g., BambooHR or similar) and advanced capability in Microsoft Office, particularly Excel and Word
• Working understanding of payroll principles and processes, including coordination with external payroll providers

Technical skills:

• Excellent communication skills with ability to communicate effectively at all levels, establishing strong and long-lasting relationships built on trust
• Proven ability to establish and manage effective and cooperative working relationships, with strong influencing and coaching capabilities
• Impeccable attention to detail and high level of accuracy
• Strong analytical thinking and planning skills
• Solutions-oriented approach with practical problem-solving abilities
• Ability to manage multiple priorities and work under pressure within tight deadlines

Behavioural skills:

• Accountability: owns HR and EHS outcomes end-to-end; transparently communicates decisions; escalates with solutions; tracks progress versus targets and legal obligations.
• Customer-focused: understands needs of internal clients (people leaders, employees, Works Council) and external stakeholders (inspectors, providers); communicates timely and builds pragmatic, compliant solutions.
• End-to-End mindset: anticipates cross-impacts of HR/EHS actions on Operations/R&D/Finance; involves the right stakeholders early; shares information openly and on time.
• Entrepreneurial: drives improvement in HR/EHS processes, balances risk and agility, learns from successes/failures, makes timely, fair decisions and executes.