General Information


Divisional Human Resources Officer (m/f/d)

Daily rate

By arrangement


plus expenses

Project duration

as of now - 15.11.2023

Deployment country


Deployment city

Greater Lyon

Required availability

100 %


High tech industry


Human Resources


Operative vacancy

Tasks & Objectives


Our client, an international producer of industrial high tech products and services, is looking for the divisional HR Officer (m/f/d) - ad interim - with the option of a permanent contract for one of its major divisions in France. 

As a key member in the senior management team of the division, the Division HR Officer (m/f/d) acts as the interface to the Executive President (EP) and his/her organization as well as the internal customer of the functional organization. His/her focus is the strategic alignment between the Group HR and the Division and the operational alignment within departments of the Division.

The Division HR Officer (m/f/d) identifies issues; diagnoses root causes, provides insight, offers recommendations and delivers solutions to pressing business objectives through talent lens. He/ she takes responsibility of driving and owning business outcomes.


Strategic partner:

  • Plan, implement and supervise HR projects and policies within the Division to align with global HR initiatives, guidelines and strategy
  • Act as a change agent and coach to the line managers of the Division to support organizational transformation in line with the Business Plan ambitions (e.g. business process and organization re-design and capabilities, and change management)
  • Create metrics and reporting concerning human capital related to business initiatives and performance including retention, promotions and employee engagement
  • Prepare presentations, reporting and recommendations based on such data to the Division and the Group

Functional expert:

  • Understand the business drivers, ensure an up-to-date knowledge of industry developments, and monitor current trends, practices and systems to make recommendations for improvements that create added value for the business
  • Build a workforce that creates a competitive advantage by recruiting, developing and retaining top talents necessary for the Division’s strategy execution (incl. talent and compensation) in an efficient and cost-effective manner
  • Travel to the Division Units regularly to ensure compliance with HR group and Division standards, policies and procedures; develop corrective action plans as needed
  • Effectively coordinate a (shared) team of professional HR across the larger Units

Change agent and employee champion:

  • Increase the overall performance of the organization by creating strong interactive partnership with the line managers and local HR
  • Onboard, support the personal development of the Division leadership team; advise and coach them on management & interpersonal issues, mediate potential conflicts
  • Within the Division, ensure employees engagement and motivation; promote a high-performance & innovation culture
  • Develop and drive stakeholders change management plans, ensure that change management requirements are translated into actions to lead transformations across the Division

Personnel accountability

800 Employees

Budget accountability

Not specified

Requirements & Expertise


  • Practiced in developing an HR strategy that supports significant business growth
  • Proven ability as a strong generalist, displaying a broad range of HR experience in recruiting, HR strategy, and a special emphasis on change management and succession planning
  • Proven experience managing change and acting in a nimble and rapid manner, aligning HR processes and tools to support strategic business priorities, producing measurable results
  • Successful experience working in a large matrix reporting environment and to adapt to various cultures
  • Excellent verbal and written communication skills in English and French (German is a plus)
  • Strong ability to manage multiple priorities with confidence and an ability to influence executives
  • Ability to conceptualize, communicate and implement new programs
  • Ability to understand “big picture” business results and effectively apply a pragmatic and flexible HR model to contribute to the Group’s continued success

Linguistic proficiency

Business fluent
Business fluent