HR Project Manager (M/F)

Within the Group HR Department, the Talent Strategy & Operations Division is recruiting:

A HR Project Manager on People Development, Mobility & Performance (M/F)

Based in Courbevoie (92 – France)

Working as part of the Talent Strategy & Operations team within the Group HR Department, and in close collaboration with Group, GBU and Hub HR teams, you will contribute to deploy the Group People Development strategy and support the roll-out of major HR processes related to this strategy, including People & Position Review, Succession Planning, Mobility, Career Paths and Performance management, with focus on data intelligence and HR IS, for the entire Group across all targets. You will lead the strengthening of data intelligence and standardization of processes in all People Development processes.

Your main objectives will be to make these processes more efficient throughout the Group, thanks to ambitious policies known to all, to high performance tools & processes and to a common culture built with all stakeholders and deployed everywhere. You will then actively contribute to build an environment where our employees can build career paths that allow them to develop their full potential within the Group, together with their managers & HR.

YOUR MISSIONS

Working on triad with other two peers, you will lead or contribute to the following missions, with focus on data intelligence and HRIS, which cover the entire Group perimeter:

· Design, deploy and manage KPIs and performance of "People Development”, “Mobility & Career” and "Performance Management" processes and act as BPO (Business Process Owner) with the SEZAME HR IS teams on this perimeter. You will ensure that policies and tools are properly applied at all levels of the Group, monitor the overall performance of these processes and design the expected evolutions either in the tools or in the way they are implemented.

· Adapt continuously the managerial processes and data intelligence processes part of the People Development strategy and the adoption as a pillar of ENGIE’s culture by the managers.

o People & Position Reviews & Succession plan policy and roll out.

o Performance Management policy, process and data, including Goals setting, Mid-Year review and Performance evaluation.

o Development & Career Review policy, process and data, in close relation with the teams in charge of learning.

· Evolve ENGIE's Mobility policy and roll it out across all the Group's businesses/entities. Encouraging internal mobility is a key factor in contributing to the Group's performance and enabling all employees to develop. You must in particular develop transversal mobility between the Group's different businesses and functions, and between the Group's geographical areas, not forgetting short-term mobility on specific projects or assignments.

· Deploy process and data management related to Career Management, in order to better anticipate the skills the Group will need in the future, to enable employees to develop their employability and performance through their career stages, to diversify the profiles within the Group and to strengthen the cross-functional nature of career paths within the different professions, functions and geographies.

· Connect processes related to people development, mobility, career and performance management to the objectives of Diversity, Equity and Inclusion, Talent Attraction and Employer Branding, Compensation and Benefits, in close collaboration with the teams in charge of these subjects.

You will work closely with Talent Managers, Talent Directors, Chief HR Officers, SEZAME & Data teams, C&B and Learning teams and all those involved in your activities (including business teams), to build, adapt and deploy processes in the long term.

You will work closely with the two other team members working on this perimeter, allocating activities according to team members' respective skills and Talent Strategy & Operations organization. The role requires collaborative and transversal skills. Adaptation and ability to lead influence are highly expected.

Education

- Master's degree

Expected Skills

• Data-driven mindset and skills is a must.
• High proficiency in business acumen, in digital and in data analytics.
• Deep knowledge of HR policies, people development processes and practices.
• Ability to synthesize large quantities of quantitative and qualitative data, recognize trends, tie back to business priorities and develop recommendations based on data analysis
• High performer & exemplarity in ENGIE Ways of Working & ENGIE Ways of Leading.
• Experience in international project management across the entire Group.
• Ability to identify new ways for HR to support the business and develop clear, actionable steps in support of the overall business strategy.
• Autonomy, ability to handle multiple projects and tight deadlines.
• Excellent listening, strong interpersonal, communication and customer service skills
• Effective team player and networker, in multi-actor/cultural environment

Languages

Fluent English. Proficiency in French is a plus.