HR Business Partner

Key Responsibilities:

• Strategic HR Partnership
• Serve as a trusted advisor to the Executive Committee team members and regional leadership on organizational effectiveness, talent strategy, and employee experience.
• Align regional HR priorities with business goals and global people strategy.
• Drive change initiatives across EMEA in alignment with the business growth.
• Team Leadership
• Lead, mentor, and develop the HR team across the EMEA region.
• Create clear roles, responsibilities, and performance goals for the HR team while fostering collaboration and growth.
• Act as the point of escalation for employee relations or operational HR issues.
• Talent & Organizational Development
• Partner with Talent Acquisition to ensure the region attracts, hires, and retains top talent.
• Oversee onboarding, performance management, learning programs, and succession planning tailored to the region.
• Promote learning & development opportunities and career growth for regional teams.
• Employee Relations & Compliance
• Ensure compliance with employment laws, GDPR, and HR best practices across EMEA.
• Handle sensitive employee relations matters and support workplace investigations.
• Partner with Legal and other executives on policy creation and risk mitigation.
• Coordinate and lead CSE (Social and Economic Committee) requests and meetings, ensuring alignment with legal obligations and internal policies.
• Culture & Engagement
• Champion employee engagement initiatives.
• Ensure the company’s core values are embedded across distributed teams and local offices.
• Foster an inclusive, connected workplace for remote, hybrid, and in-office teams.
• HRIS Implementation & Optimization Expertise
• Demonstrated experience partnering on enterprise HRIS implementations, including regional and global requirements gathering, localization, compliance validation, and change management in complex, multi-country environments.
• HR Operations & Analytics
• Collaborate with HR Ops, Compensation, and Finance on headcount planning, compensation strategy, and benefits administration.
• Monitor and report on key HR metrics (e.g., attrition, engagement, time-to-fill) and act on insights.
• Demonstrated rigor in managing complex datasets and ensuring data accuracy across HR systems and reports.
• Proven attention to detail in tracking and validating HR metrics to support data-driven decision-making.

Required Qualifications:

• Strategic EMEA HR Leadership & Partnership: Proven experience as a senior HR leader (10-15 years overall, 5+ in regional leadership) acting as a strategic business partner to executive leadership, with deep expertise in EMEA employment law and HR practices, particularly within high-growth tech/SaaS environments. Ability to align regional HR strategy with global business goals and drive change.
• HRIS Implementation & Optimization Expertise: 
• Act as the regional business owner and key partner for global HRIS initiatives, representing EMEA requirements and compliance needs.
• Team Leadership & Talent Development: Ability to lead, mentor, and develop a distributed HR team, while also overseeing critical talent initiatives such as performance management, leadership development, and succession planning across the EMEA region.
• Employee Relations & Compliance Acumen: Strong background in managing complex employee relations, ensuring regional compliance (GDPR, local labor laws, especially French labor law including CSE coordination), and mitigating HR-related risks.
• Global Collaboration & Influence: Proven ability to collaborate effectively with a global HR team and influence senior stakeholders (including a founder CEO) in a fast-paced, matrixed organization, bridging cultural nuances between US and EMEA business practices.
• Operational Rigor & Data-Driven Approach: Strong operational HR background, including direct responsibility for payroll, and a highly analytical mindset with meticulous attention to detail in managing complex HR data, metrics, and systems to inform decision-making.