Reference 25000MRE
Responsibilities
The
Senior HR Business Partner
acts as a trusted advisor to senior leaders, aligning the people agenda with business strategy to drive performance, culture, and organizational effectiveness. The role partners closely with business leadership to design and implement data driven talent strategies across workforce planning, org design, leadership capability, and employee engagement.The role incumbent, as the Senior HR Business Partner will be responsible for:
Strategic partnership
- Partner with business leaders to understand objectives, challenges, and plans, and translate them into integrated people strategies and HR initiatives.
- Participate in business reviews and strategic planning to ensure people implications, risks, and opportunities are identified and addressed.
- Serve as a **thought** partner to leadership on organization design, structural changes, and workforce optimization.
Talent and workforce planning
- Lead strategic workforce planning, including capability gap analysis, location strategy, succession planning, and critical role identification.
- Collaborate with Talent Acquisition to define hiring plans, role profiles, and selection strategies aligned to future skills and growth.
- Drive succession and talent review processes, ensuring robust pipelines for critical and leadership roles.
Leadership coaching and capability
- Coach senior leaders and managers on leadership effectiveness, team dynamics, and people decisions.
- Build manager capability on core people practices such as performance, feedback, development, and difficult conversations.
- Support development plans for high potential talent and key leaders, in partnership with Learning & Development.
Culture, engagement, and change
- Act as a culture champion, helping to embed company values and desired leadership behaviors in everyday practices and decisions.
- Use engagement and listening data to diagnose hotspots, design action plans, and track impact on morale, retention, and performance.
- Lead people aspects of major change initiatives (reorgs, integrations, transformations), including change impact assessment, communication, and stakeholder management.
Performance, rewards, and employee relations
- Partner with leaders to set clear performance expectations, calibrate ratings, and ensure fair and consistent performance management.
- Support reward cycles (compensation reviews, promotions, recognition) to ensure internal equity and market competitiveness.
- Advise on complex employee relations issues, ensuring balanced risk management, legal compliance, and values aligned decisions.
People analytics and HR operations
- Leverage HR and people analytics (e.g., attrition, engagement, diversity, productivity) to generate insights and recommendations for the business.
- Track key people KPIs for the client group and regularly report trends, risks, and opportunities to leadership.
- Partner with HR Centers of Excellence (TA, Rewards, L&D, HR Ops) to design and implement scalable HR programs that meet business needs.
Required
Profile required
Qualifications/ Experience:
- Education: Bachelor’s degree in human resources, Business, Psychology, or related field; Master’s or MBA preferred.
- 8–12+ years of progressive HR experience, including minimum 8-10 Years in an HRBP or strategic HR role supporting senior leaders.
- Proven experience operating in a matrixed, fast paced, high growth or transformation environment.
Skills/Abilities:
- Strong business acumen with the ability to understand financials, operating models, and commercial drivers.
- Demonstrated strategic thinking, problem solving, and the ability to translate strategy into executable people plans.
- Exceptional influencing and stakeholder management skills, including the ability to challenge and coach senior leaders.
- Strong data literacy, with ability to interpret people analytics and use insights to drive decisions.
- Deep knowledge of HR practices across talent, performance, rewards, org design, and employment law (relevant jurisdictions).
- High learning agility, resilience, and comfort with ambiguity and change.
Why join us
“We are committed to creating a diverse environment and are proud to be an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status”.
Business insight
At Société Générale, we are convinced that people are drivers of change, and that the world of tomorrow will be shaped by all their initiatives, from the smallest to the most ambitious. Whether you’re joining us for a period of months, years or your entire career, together we can have a positive impact on the future. Creating, daring, innovating, and taking action are part of our DNA. If you too want to be directly involved, grow in a stimulating and caring environment, feel useful on a daily basis and develop or strengthen your expertise, you will feel right at home with us!Still hesitating?You should know that our employees can dedicate several days per year to solidarity actions during their working hours, including sponsoring people struggling with their orientation or professional integration, participating in the financial education of young apprentices, and sharing their skills with charities. There are many ways to get involved.We are committed to support accelerating our Group’s ESG strategy by implementing ESG principles in all our activities and policies. They are translated in our business activity (ESG assessment, reporting, project management or IT activities), our work environment and in our responsible practices for environment protection
Diversity and Inclusion
We are an
equal opportunities employer
and we are proud to make diversity a strength for our company. Societe Generale is committed to recognizing and
promoting all talents
, regardless of their beliefs, age, disability, parental status, ethnic origin, nationality, gender identity, sexual orientation, membership of a political, religious, trade union or minority organisation, or any other characteristic that could be subject to discrimination.
