Chief Human Resources Officer

Context and objectives:

The role of an interim HR director is to temporarily manage a company's human resources function during a period of transformation, crisis, or urgent replacement, with clear objectives and a requirement for rapid results.

Examples of mission objectives

• Stabilize the HR function in the event of a sudden departure or vacancy

• Lead a global social transformation (restructuring, merger, redundancy plan, reorganization) or in specific areas (HRIS, Comp&Ben, etc.)

• Renew social dialogue in a tense or conflictual climate

• Optimize HR processes and structure the function

• Prepare the handover to a permanent HR Director

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Key responsibilities (depending on context and needs):

1. Defining HR strategy

• Alignment with business objectives

• Identification of skills and staffing needs

• Implementation of an agile and appropriate HR policy

2. Steering social dialogue

• Representation before the Social and Economic Committee (CSE) and trade unions

• Negotiation of collective agreements (working hours, mobility, gender equality)

• Managing social tensions and job protection plans (PSE)

3. Optimizing HR processes

• Recruitment, onboarding, internal mobility

• GPEC, talent management, succession, Comp&Ben

• Deployment or migration of HRIS tools

4.  HR team management

• Leading local or group teams

• Structuring into centers of excellence or shared service centers

• Management support and training

5. Change management

• Support for managers and employees

• Transparent internal communication

• Monitoring of HR indicators (KPIs, payroll, turnover)

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Duration and pace

• Assignments lasting 6 to 12 months, sometimes longer depending on complexity

• Fast pace, with deliverables from the first few weeks onwards

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Required skills:

• Proven experience in crisis management and transformation

• Leadership, diplomacy, political acumen

• Expertise in labor law and social relations

• Ability to unite people and act quickly

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