Partenaire d'affaires en ressources humaines | Human Resources Business Partner

The Opportunity

You'll own the operational side of the entire employee lifecycle - from the first outreach to a candidate to an employee's last day - as the right hand to our HR Director. That means real ownership, not support work: you run full-cycle recruiting, you make onboarding and HR operations run like clockwork for a team that spans several countries and legal entities, and you handle employee relations with judgment managers can rely on. And this is a role built to grow: as you demonstrate ownership, your scope expands with the business - including supporting HR due diligence and the people-side integration of acquired companies. If you're a hands-on HR professional who loves recruiting and wants to grow while supporting a highly dynamic client group, this is the role for you.

Description

You'll own the operational side of the entire employee lifecycle - from the first outreach to a candidate to an employee's last day - as the right hand to our HR Director. That means real ownership, not support work: you run full-cycle recruiting, you make onboarding and HR operations run like clockwork for a team that spans several countries and legal entities, and you handle employee relations with judgment managers can rely on. And this is a role built to grow: as you demonstrate ownership, your scope expands with the business - including supporting HR due diligence and the people-side integration of acquired companies. If you're a hands-on HR professional who loves recruiting and wants to grow while supporting a highly dynamic client group, this is the role for you.

What You'll Do

• Lead full-cycle recruitment - sourcing and outreach, screening, interview coordination, offer support, and candidate experience - executing with speed and quality across technical, sales, and operations positions.
• Manage core HR operations including onboarding and offboarding, policy implementation, employee records, and HRIS accuracy.
• Ensure compliance with employment standards and internal HR practices across jurisdictions - legal entities in several countries - escalating risks appropriately.
• Handle low-to-medium complexity employee relations matters end to end - performance management, disciplinary actions, and documentation - with the HR Director's backing, escalating complex or sensitive cases.
• Support performance review cycles, talent planning, and manager coaching to strengthen accountability and retention of top performers.
• Support HR due diligence on acquisitions - reviewing employment agreements, compensation, and people risks - and help integrate acquired teams: harmonizing contracts, benefits, and policies, supporting change management, and ensuring smooth transitions for teams.
• Use AI to improve people processes and initiatives - automating administrative work, sharpening sourcing, and making our people programs run faster and better.

What We're Looking For

• 3-5 years of progressive HR experience with real full-cycle recruiting ownership.
• A track record of recruiting across at least two of: technical, sales, and operations roles.
• Experience handling employee relations matters - performance management, disciplinary processes - with sound judgment and airtight documentation.
• Fluency with HRIS and ATS platforms - you can own and improve systems, not just use them - and genuine curiosity about applying AI to HR work.
• Meticulous attention to detail.
• Proven autonomy: you've owned processes end to end, closed your own loops, and known when to decide alone versus when to elevate.
• Ambition to grow: you want expanding responsibility and autonomy, and the idea of learning HR due diligence and post-acquisition integration excites you.

What Success Looks Like

• Within 60 days, our current open roles have structured, moving pipelines.
• By six months, onboarding, offboarding, and employment documentation run without the HR Director's involvement; the HRIS is clean and audit-ready; and managers bring you their employee relations questions first.
• Employees know exactly who to go to for people questions - and get fast, accurate answers.