Relevant degree or Masters.
10+ years working experience in talent management and development
10+ years experience in operational HR functions
Excellent written and oral communication skills
Experience in both “hard” and “soft” HR specifically job grading, remuneration package design, payroll management, etc.
Successful experience as Talent Director or similar role with at least regional or global oversight
An understanding of multinational companies or vertically integrated institutions operating in multiple markets
Experience in company integration (preferred)
Working experience in Africa and Europe
Living/ practical experience in at least one country in Africa or similar market with Bottom of the Pyramid customers
Experience with Hay Job Grading or similar job grading methodology
Leadership and project management experience: we are looking for entrepreneurial candidates who have started or contributed significantly to a particular project, team, or new company and we especially value candidates who have seen projects through from start to finish, from design to scale up phase
Language(s): English (mandatory). French is more than a plus

Requirements

Relevant degree or Masters.
10+ years working experience in talent management and development
10+ years experience in operational HR functions
Excellent written and oral communication skills
Experience in both “hard” and “soft” HR specifically job grading, remuneration package design, payroll management, etc.
Successful experience as Talent Director or similar role with at least regional or global oversight
An understanding of multinational companies or vertically integrated institutions operating in multiple markets
Experience in company integration (preferred)
Working experience in Africa and Europe
Living/ practical experience in at least one country in Africa or similar market with Bottom of the Pyramid customers
Experience with Hay Job Grading or similar job grading methodology
Leadership and project management experience: we are looking for entrepreneurial candidates who have started or contributed significantly to a particular project, team, or new company and we especially value candidates who have seen projects through from start to finish, from design to scale up phase
Language(s): English (mandatory). French is more than a plus

Strategic Leadership of the HR Function:

Define the HR Strategy for EEA in line with the ENGIE group HR strategy.
Support EEA CEO to create a safe and enabling environment within EEA Senior Leadership Team.
Be the link between EEA and Transformation & Geographies and Flexible Generation & Retail GBU and/or Regional Hub and/or ENGIE HR filière.
Implement change management to achieve business and people goals/outcomes.
Bring the HR, people, and culture perspective into key executive decisions.
Drive and oversee workforce planning and lead organizational development projects that align with the business strategy.
Provide strategic HR support, including leading the charge and addressing difficult Talent/HR issues with senior leadership at EEA.
Provide leadership for the full HR line within EEA and develop and implement the ideal HR structure and resource plan to most effectively meet team and business objectives.

Compensation and Benefits:

Define and continuously improve the employee value proposition and EEA reward policy.
Finalize and launch the remuneration policy in line with the ENGIE Group policy, launch salary structures for all markets, and ensure implementation.
Lead the compensation and benefits committee.
Oversee a regular salary benchmarking exercise to ensure competitive positioning of EEA in our markets and provide business insights.
Oversee job grading process and policy and ensure that job grades are communicated to all EEA team members.
Connect and implements ENGIE Group policies.

Employee Engagement and Culture:

Finalize the operationalization of the EEA Culture (incl. country and entity specificities) and make it living in collaboration with the EEA Head of Communication
Support EEA CEO driving Engie and EEA culture within EEA Senior Leadership Team
Drive employee engagement across the organization by creating active feedback channels, ensuring regular engagement surveys are conducted, supervising the team to implement meaningful action planning based on the findings.
Lead the dissemination of findings from the engagement surveys and drive communication to the wider team on the survey results and the proposed action plans.
Support cultural transformation through deployment of Group programs (Be.U@ENGIE , DEI Roadmap, Engie Ways of Working, Engie Ways of Leading) across EEA.

Talent Management and Leadership Development:

Design & implement the talent development strategy to deliver professional development and growth opportunities across all EEA employee types, including skills development, learning and development programming, career pathing, and succession planning for key leadership roles
Build and implement leadership development and coaching programming
Design and Implement meaningful performance management across the organization to ensure that we have a good understanding of our talent, can effectively identify and reward top talent, and address cases of underperformance
Design recruitment, succession planning, and mobility programs to ensure business continuity and that we have the right skills and people to achieve business goals
Connect with Flexible Generation & Retail & Group processes (ex: People & Position Review process)

Data and Tools:

Implement follow-up on any Group HRIS & related processes (ex: Sezame)
Propose and implement additional HR tools supporting our activities and not covered by Engie’s solutions (Leaves, expenses management)
Create an HR repository of data that is and remains the single source of truth for HR matters

HR Business Partnership:

Improve HR’s and standing with the rest of the business, providing clear guidance and direction on all HR matters in support of the business.
Provide HR business partnering support to the Leadership Team and Country Teams
Manage and mitigate senior level ethics risks N-1 and N-2 level

Country Team HR Support:

Lead, mentor, guide and develop in country HR leadership to deliver key business objectives
Work with country HR Leads to ensure that our internal policies support our people-forward approach while being compliant to labour laws across different markets.
Define and roll out unified EEA HR Policies and an EEA employee Handbook that provide guidelines to HR practitioners across EEA.
Provide nuanced HR support to all markets as required.

Human resources Jobs in Senior-level

Head Of People And Culture