In collaboration with the other Corporate departments, develops performance measurement frameworks – KPIs; goals, outcomes and benefits which serve as a yardstick for analyzing the expected HR processes and people performance covering the Group HR Strategy

• Collects and compiles HR metrics and data from a variety of sources including the HR systems, management and employee surveys, exit interviews, employment records…
• Analyzes data and statistics for trends and patterns and for risks mitigation
• Prepares reports of data results, presenting and explaining findings to ensure their right understanding by the senior leadership. Ensures that all the worldwide surveys, questionnaires, etc. (extra financial reporting, etc.) are filled-in on due time, with the right level of analysis and consistency/robustness of the data provided.
   
• Identifies and recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
   
• Based on metrics and analysis, makes recommendations for policies and activities to improve the HR and people strategies and thir implementation.
   
• Co-builds action plans with the HR community and facilitates their implementation. Reports in “project mode” on all HR roadmap actions on a regular basis, with all the specialists.

• Is the key HR point of contact at a Corporate level for all matters related to global HR risks management, performance management, internal control in close collaboration with each expert HR Director (social affairs, compensation & benefits, security and safety, …), and brings a aggregated view of all those topics to feed the S1-HR / Performance management system.

• Drives and coordinates a network of HR Performance & people experts in the regions and BLs

• Manages the team dedicated to Data analytics/social reporting.

• Will possibly be involved as a key contributor to prepare/analyse/follow-up on HR budget matters.

• Strong analytical and problem-solving skills. Ability to deep dive on some HR specific topics.
•  Ability to ‘open doors’ and ‘cross-coordinate’
• Ability to ensure a regular follow-up of all the different topics with the right reporting level, in ‘project mode’, with a strong ability to organize his/her works and follow-up on the other ones
• Acts as a business partner with a strong capability to support the HR Directors (at BL OR Regional levels) team in an efficient way and with resilience.
• Business acumen/global HR activities understanding
•  Solution-oriented
• Curiosity and open mindedness
• Interpersonal skills – capability to build his/her network within the group and to influence and persuade, without any hierarchical link
• Excellent verbal and written communication skills English and good level in French