HR Systems – Data & Compensation Team Lead

Are you looking to have an impact on the daily life of millions of entrepreneurs in France (and tomorrow in Europe)?

Are you looking for a work environment that values trust, proactivity, and autonomy?

Then Pennylane is the right place for you !

Our vision

We aim to become the most beloved financial Operating System of French SMEs and Accounting Firms (and soon, European ones).

We help entrepreneurs rid themselves of time-consuming tasks related to accounting and finance while providing them with access to key financial information to assist in making the best decisions for their business.

About us

Pennylane is one of the fastest growing Fintechs in France (and soon to be in Europe!)

In 6 years of existence, we’ve managed to :

💻 Make ourselves known as a groundbreaking accounting and financial software for small businesses and their accountants

💰 Raise a total of €400 millions, including from Sequoia, the famous fund from the Silicon Valley who invested early in companies like Google, Facebook, Airbnb, Stripe, Paypal and much more...

👨‍👩‍👧‍👦 Grow from 7 cofounders to 1000 happy Pennylaners : we’re now recognized as one of the greatest places to work in France (and also remotely), with a 4.6/5 rating on Glassdoor.

🌍 Build an international environment with more than 25 nationalities, with a strong remote-friendly culture, where 30% of the employees are already working from all parts of Europe

🤝 Earn the trust of thousands of customers and accounting firms and obtain outstanding ratings

🚀 Already more than 1 500,000 small and medium-sized enterprises (SMEs) and over 8000 accounting firms use Pennylane in France!

About the role

Drive AI-powered HR transformation, better employee experiences, and scalable, data-informed compensation practices, with Workday at the core.

We are a fast-growing scale-up in the midst of an exciting international expansion. We are looking for an HR Systems, Data & Compensation Lead to shape the next chapter of our People technology, data, and reward ecosystem.

Your mission is to make HR processes simpler, smarter, fairer, and more scalable. You will improve employee, manager, and People team experiences through reliable systems, actionable data, AI, automation, and well-designed compensation processes.

With Workday as our core HCM platform, you will lead two Workday HRIS Experts, one HR Data Analyst, and one Compensation & Benefits Expert. Working closely with IT, Finance, Payroll, Legal, HR Leadership, and business teams, you will combine product thinking, team leadership, and hands-on delivery to turn business needs into intuitive, secure, and effective solutions.

You will own the roadmap, prioritization, and quality of our HR systems and data solutions, while ensuring that compensation processes are reliable, well-governed, and connected to our People strategy. You will build on the expertise of our Workday and Compensation & Benefits specialists, empowering them to lead their respective domains.

Deep Workday configuration or compensation expertise is a plus, not a prerequisite. We welcome experienced HR systems, People technology, HR operations, or HR transformation leaders who can challenge solution design, connect systems and data, and build strong fluency across HR technology and reward topics.

Key responsibilities

People systems product ownership & user experience

Own the People systems roadmap, balancing user needs, business impact, risk, and team capacity

• Understand employee, manager, and HR team pain points through user feedback, journey mapping, support requests, and usage data.

• Simplify HR workflows and design intuitive self-service experiences across Workday and connected tools.

• Challenge whether a request calls for process simplification, configuration, automation, integration, or a change in user experience.

• Lead discovery, solution design, user testing, and adoption.

• Measure success through user satisfaction, adoption, time saved, reduced manual work, and improved process quality.

• Ensure that compensation-related processes offer a clear and consistent experience for managers, employees, HR teams, and Finance.

Compensation & Benefits operations, systems & governance

• Partner with HR Leadership, Finance, Payroll, Legal, and the Compensation & Benefits Expert to translate our reward principles into scalable processes and tools.

• Coordinate the operational design and continuous improvement of compensation cycles, including annual reviews, promotions, compensation changes, and other reward processes within scope.

• Ensure that compensation data, structures, approvals, and workflows are reliable, secure, auditable, and appropriately reflected in Workday and connected systems.

• Improve the manager and HR experience of compensation processes through clear workflows, self-service capabilities, automation, and useful guidance.

• Ensure strong coordination between compensation processes, HR data, payroll inputs, Finance reporting, and employee records.

• Support the development and maintenance of consistent job, level, compensation, and benefits data structures, in partnership with the relevant domain experts.

• Use data to support compensation decisions, workforce planning, compensation cost analysis, and, where relevant, pay equity monitoring.

• Partner with the Compensation & Benefits Expert on benchmarking, reward insights, process governance, and the continuous improvement of compensation practices.

• Ensure appropriate confidentiality, access controls, segregation of duties, and auditability for compensation data and processes.

AI & automation innovation

• Identify and prioritize practical AI and automation opportunities across HR processes, reporting, knowledge access, compensation workflows, and employee and manager support.

• Map the AI and automation tools already used at Pennylane and assess how they can complement Workday and the wider HR ecosystem.

• Lead hands-on experimentation and delivery, from prototypes and business-case assessment to testing, deployment, and ongoing monitoring.

• Evaluate native Workday capabilities, including Workday Extend, alongside integration, workflow automation, and AI-enabled solutions.

• Choose tools based on user needs, feasibility, maintainability, security, and business value.

• Partner with IT and Security to establish appropriate privacy, access controls, human oversight, and governance before deploying AI-enabled solutions.

• Build the team’s capabilities through training, experimentation, documentation, and knowledge sharing.

HR data, analytics & governance

• Work with the HR Data Analyst to ensure data quality, consistency, and governance across the HR ecosystem.

• Translate stakeholder questions into actionable dashboards, KPIs, and reporting capabilities covering headcount, attrition, workforce planning, compensation, reward costs, and other People priorities.

• Align metric definitions and data ownership with HR, Finance, Payroll, and Compensation & Benefits stakeholders.

• Make reliable workforce and compensation insights accessible to the right users.

• Help stakeholders turn workforce and reward insights into better decisions.

• Ensure GDPR compliance and appropriate controls across HR data access, use, and flows.

• Establish clear ownership and documentation for key HR and compensation data.

Team leadership & delivery

• Manage, mentor, and develop a team of two Workday HRIS Experts, one HR Data Analyst, and one Compensation & Benefits Expert.

• Set direction and create clarity across HR systems, data, automation, and compensation priorities.

• Empower the Workday specialists to lead detailed configuration and the HR Data Analyst and Compensation & Benefits Expert to lead their respective areas of expertise.

• Organize delivery through clear project plans, a transparent backlog, and pragmatic agile sprints.

• Balance business-as-usual support, compensation cycles, compliance, release management, and strategic improvements.

• Stay hands-on in discovery, solution design, prototyping, delivery coordination, and problem-solving where you add the most value.

• Foster documentation and knowledge sharing in Notion.

• Develop team capabilities across HR systems, data, automation, AI, compensation operations, and user experience.

Core HRIS ownership - Workday

• Own the post-go-live performance and evolution of Workday as our core HCM platform, ensuring reliability, scalability, and adoption.

• Translate HR and Compensation & Benefits needs into clear requirements and lead solution design, UAT, change management, deployment, and stabilization with the Workday experts.

• Challenge existing workflows and design choices, drawing on specialist expertise and platform best practices.

• Oversee support and Workday release management.

• Assess new Workday capabilities for their relevance and user value, including capabilities related to Compensation where relevant.

• Ensure robust role-based access, data privacy, audit controls, and segregation of duties in partnership with the Workday experts, IT, Security, Finance, Payroll, and Compensation & Benefits stakeholders.

• Ensure that Workday remains a reliable source of truth for employee, organizational, and compensation-related data.

Integrations & HR technology ecosystem

• Oversee secure, scalable integrations between Workday and third-party tools, including Ashby for recruitment, Silae for payroll, and other HR and Finance systems.

• Ensure that employee, organizational, payroll, and compensation data flows reliably between systems.

• Identify opportunities to remove duplicate data entry, improve data flows, and automate cross-system workflows.

• Partner with IT to ensure integration architecture, monitoring, incident ownership, and recovery processes are robust and maintainable.

• Maintain an up-to-date map of the HR technology stack.

• Evaluate new tools based on user experience, interoperability, cost, security, maintainability, and business value.

Stakeholder collaboration & prioritization

• Partner with IT, Finance, Payroll, Legal, HR Leadership, Compensation & Benefits, Talent Acquisition, and business teams to understand needs and align on priorities.

• Facilitate prioritization workshops and steering committees, making trade-offs and roadmap decisions transparent.

• Serve as the main point of contact between HR Operations and the broader technology organization.

• Constructively challenge requests and propose simpler, secure, and scalable alternatives grounded in user needs and business outcomes.

• Build strong working relationships with Finance and Payroll to ensure that HR systems and compensation processes are aligned with downstream requirements.

• Help stakeholders understand the implications, risks, and trade-offs of system, data, automation, and compensation decisions.

International expansion support

• Lead HR systems and compensation readiness for international growth, including new countries, legal entities, payroll connectors, and local requirements.

• Work with HR, Payroll, Finance, Legal, IT, Workday experts, and Compensation & Benefits specialists to balance global standards with local needs.

• Ensure that systems, data models, compensation processes, benefits data, and workflows scale as headcount and geographic footprint grow.

• Support the definition of scalable approaches to local compensation and benefits requirements.

• Ensure appropriate documentation and governance for country-specific processes and data.

Your Profile

Must-Haves

• Strong experience leading HR systems, People technology, HR operations, or HR digital transformation initiatives.

• A product and user-centric mindset, with credible examples of simplifying HR processes and improving employee, manager, or HR team experiences.

• Practical experience delivering automation and/or AI-enabled solutions in HR, data, or business operations, with evidence of business value and appropriate controls.

• A good understanding of compensation and benefits processes, including the operational dependencies between reward, HR systems, payroll, Finance, data, and governance. You do not need to be a deep compensation practitioner, but you must be able to understand, challenge, and structure reward-related processes and priorities.

• Ability to translate business needs into requirements, challenge functional and technical design choices, and lead testing, change management, and delivery.

• Strong understanding of HR data, reporting, integrations, and governance, including data quality, access management, privacy, confidentiality, and GDPR principles.

• Proven experience managing a team or leading a project team, with a collaborative and empowering leadership style.

• Strong prioritization and project management skills, with the ability to manage a backlog, run pragmatic sprints, and balance operational support with longer-term improvements.

• Excellent communication and stakeholder management skills, including the ability to influence across IT, Finance, Payroll, Legal, and HR Leadership.

• Curiosity, learning agility, and the ability to build Workday fluency while working effectively with specialist team members.

• Fluent professional communication in French and English.

Workday experience is a strong advantage, but not a prerequisite. Experience with another enterprise HCM platform is welcome. We value your ability to lead systems evolution, assess solutions, and deliver better user, business, and employee outcomes over expertise in a specific vendor.

Nice-to-Haves

• Experience with Workday post-go-live ownership, functional configuration, security, or relevant modules such as Core HCM, Time Tracking, Absence, Compensation, Talent, Learning, and Peakon.

• Experience with Workday Compensation or compensation planning processes.

• Exposure to Workday Extend, AI assistants, low-code/no-code automation, APIs, or middleware.

• Familiarity with compensation and benefits topics such as job architecture, salary ranges, benchmarking, pay equity, variable compensation, or benefits administration.

• Familiarity with tools such as Ashby, Silae, Deel, learning platforms, and Google Workspace.

• Experience improving compensation cycle operations, manager enablement, or reward reporting.

• Experience in a scale-up or high-growth environment.

• Exposure to international HRIS rollouts, multi-country configurations, local compensation requirements, and payroll connectors.

Recruitment Process

1. Screening Interview with Nathalie, Talent Acquisition - 30 mins

2. Manager Interview with Mathilde, Head of People Ops - 45 mins

3. Business Case Interview with Mathilde & Marine, VP People - 60 mins

4. Last Round Interview - 2 members from People Management Team - 45 mins

5. Team Fit Interview - 30 mins

6. Offer 🎉

What do we do to make your work life easier

🌴 Wherever you are based, you will get 25 vacations days paid by Pennylane

💵 You’ll have a competitive compensation package

📈 You'll get company shares to enjoy a piece of the success story you're building with us

🏡 You’ll have a budget to turn your home into a more comfortable workspace, as well as a monthly allowance to work from a coworking space whenever you feel like it

⛹️ Through our partner Gymlib, you’ll have access to 8000 fitness spaces in Europe and more than 300 activities related to wellness

💻 You’ll get the latest Apple equipment

🏢 Depending on the teams and the requirements of the position - you'll be able to work remotely from your country of residence, as long as it is in Europe and within a maximum time difference of two hours from the CET time zone

🎉 We are committed to regularly coming together for company events such as Tech Days (which bring remote Pennylaners together every 3 months) or our annual company seminar, fostering significant moments of cohesion for everyone.

If you are based in France, you will have a French contract following French regulation on top of the additional perks : 6 to 12 RTT, 5 weeks PTOs, lunch credits (Swile), Alan Blue healthcare cover and regular events in cities where Pennylaners are mostly presents (Lyon, Bordeaux, Nantes…)

We're working on providing those last advantages to our people based outside of France as well, but it can be quite more complex depending on different countries.

Who are we looking for ?

To thrive at Pennylane, you need :

-To speak English (level is assessed and appreciated according to the department you’re applying to)

-To be energized by an ever-shifting work environment

-To be highly collaborative (within your team or other stakeholders)

-Sufficiently experienced to prioritize business-led actions on your day to day activity

We know that some people are less likely to apply than others, if they don’t feel like they meet the full list of criteria.

If you’re hesitating, we encourage you to apply : who knows, it might be the start of a meaningful and long-lasting collaboration.

Important information for candidates

Recruitment scam attempts are on the rise. We invite you to remain vigilant during your exchanges.

Applications through official channels only : apply exclusively through our job postings published on our official platforms (career site, official partner pages).

Always verify the sender's email address: our communications are sent from professional email addresses with the domains @pennylane.com or @pennylane-partners.com

We will never ask you for payment or financial information

(bank details, payment for an interview, equipment purchases, etc.) as part of the recruitment process. If such a request is made to you, it is fraudulent. We invite you to not respond and to report it to us immediately.

We also want to emphasize that we fully embrace diversity, equity and inclusion and that we’re doing our best to create a safe and inclusive environment.

We are committed to providing an equal employment opportunity regardless of gender, sexual orientation, origin, disabilities, or any other traits that make you who you are. If anything, diversity makes us a more fun place to work at.

🇫🇷 Données personnelles

Pennylane traite vos données pour gérer votre candidature et évaluer votre adéquation au poste. Si votre candidature n’aboutit pas, vos données peuvent être conservées 2 ans à compter de notre dernier échange ou de la clôture du recrutement afin de constituer & gérer un vivier de candidats. Vous pouvez vous opposer à tout moment et demander la suppression de vos données en écrivant à : [email protected].
Notre data policy

🇬🇧 Personal Data

Pennylane processes your data to manage your application and assess your suitability for the position. If your application is unsuccessful, your data may be retained for 2 years from our last exchange or the closing of the recruitment process, in order to build and manage a candidate pool. You may object at any time and request the deletion of your data by writing to [email protected]. Learn more

🇩🇪 Personenbezogene Daten

Pennylane verarbeitet Ihre Daten, um Ihre Bewerbung zu bearbeiten und Ihre Eignung für die Stelle zu beurteilen. Sollte Ihre Bewerbung nicht erfolgreich sein, können Ihre Daten bis zu 2 Jahre ab unserem letzten Austausch oder dem Abschluss des Rekrutierungsverfahrens gespeichert werden, um einen Kandidatenpool aufzubauen und zu verwalten. Sie können jederzeit Widerspruch einlegen und die Löschung Ihrer Daten beantragen, indem Sie an [email protected] schreiben. Mehr erfahren

🇪🇸 Datos personales

Pennylane trata sus datos para gestionar su candidatura y evaluar su idoneidad para el puesto. En caso de que su candidatura no sea seleccionada, sus datos podrán conservarse hasta 2 años a partir de nuestro último contacto o de la finalización del proceso de selección, con el fin de constituir y gestionar una reserva de candidatos. Puede oponerse en cualquier momento y solicitar la eliminación de sus datos escribiendo a [email protected]. Más información