The HR Director at ENGIE Energy Access (EEA) is a high impact leadership position that will deliver EEA wide HR projects, support country HR Leads in finalizing projects and provide senior level HR business partnership. The right candidate is business savvy, with high expertise in the people and hard skills required for a highly functioning HR function.
This candidate will provide hands-on support to deliver on projects themselves and support the wider HR team in delivering on their projects. The successful candidate will have proven experience in leading disparate teams in multiple locations, providing mature support while leading by example. The job holder will also be responsible for leading the dissemination of company values to the entire team while working to restore confidence in the HR function. The future incumbent will be able to deploy and successfully steer implementation and execution of the ENGIE HR strategy, policies and processes, and so be a professional member of the ENGIE HR line.

You may be a great fit for this role if you are excited by:
• Acting as a HR business partner
• Providing quick turn arounds on challenging HR issues
• Solving HR puzzles related to all HR processes (compensation and benefits, talent development, corporate culture HRIS & tools, etc.), staff engagement and building trust.

• Leading HR and supporting a global leadership team in implementing the ENGIE HR strategy, polices and processes.
• Leading and inspiring the HR-team based on result orientation and accountability.

Scope of Work
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.

Knowledge and skills
Experience:
• 15+ years working experience in talent management and development
• 15+ 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

Qualifications:
• Relevant degree or Masters.

Language(s):
• English (mandatory)
• French is more than a plus

Technology:
• Experience with HRIS, ATS or HR ERP systems
• Knowledge of talent systems and software, for example, performance management systems, etc.