Key Responsibilities:

French Labour Law, Policy & Compliance

• Owns or contributes to the development, implementation, governance, and application of policies in line with French labour law, conventions collectives, and company frameworks.
• Acts as the escalation point for complex policy interpretation and Employee Experience Hub (EEH) queries within France.
• Ensures compliance with all French legal, social, and institutional requirements (e.g. Code du Travail, collective agreements, internal regulations).
• Leads audit preparation and statutory documentation management (e.g. labour inspections, internal audits).
• Drives accurate and compliant local HR communications for managers and employees.

Employee Relations & Case Management

• Independently manages ER cases from low‑level advisory to complex cases, including performance management, disciplinary actions, grievances, absence management, and conflict resolution.
• Coaches and advises managers on French‑specific people management practices, ensuring legally compliant and pragmatic solutions.
• Leads underperformance management, including documentation, formal warnings (avertissements), Performance Improvement Plans (PIPs), and termination processes where applicable.
• Conducts and/or supports investigations into employee concerns (e.g. misconduct, harassment, discrimination, retaliation, policy breaches), ensuring fair process and legal robustness.
• Ensures thorough case documentation and compliance with French procedural timelines and requirements.

Social Dialogue & Works Council (CSE)

• Prepares documentation and supports statutory consultation processes related to organisational changes, restructurings, policies, and employee representative involvement.
• Partners with Legal, HRBPs, and leadership to mitigate social risk and maintain constructive employee relations climate.

Immigration, RTW & Lifecycle Support

• Provides subject matter expertise on French immigration processes and right‑to‑work compliance, ensuring timely and compliant actions.
• Supports the employee lifecycle in France, partnering with operational teams on onboarding, contractual changes, mobility, performance processes, and exits.
• Supports Workday changes and ensures accurate employee data and process adherence.

Stakeholder Partnership & Transformation

• Builds trusted relationships with business leaders, managers, employees, HRBPs, Legal, and external advisors.
• Acts as a partner and challenger—identifying risks, influencing decisions, and proposing solutions aligned with business needs and French legal constraints.
• Supports HRBPs on strategy execution, organisational change, workforce restructuring (e.g. reorganisations, redundancies, site changes), and integrations.

Projects, Entity Management & Reporting

• Leads France‑specific initiatives such as Gender Equality Index (Index Égalité Professionnelle), pay gap analysis, and statutory reporting.
• Independently manages entity‑specific projects from planning through execution.
• Acts as project owner or workstream lead on multi‑country or zone initiatives involving France.
• Identifies process improvements and contributes to continuous improvement of HR effectiveness.

Capabilities Summary

• Acts as the primary HR advisor for managers, employees, and internal stakeholders in France.
• Independently manages the full spectrum of employee relations cases, including high‑complexity matters requiring sound judgement and legal risk assessment.
• Provides local specialist expertise across French labour law, CSE/works council engagement, social dialogue, policy application, compliance, RTW/immigration, and HRIS (Workday).
• Leads France‑specific initiatives, supports audits and statutory reporting, and drives improvements to local HR processes and governance.
• Partners closely with HRBPs to implement people strategies, organisational changes, and workforce planning activities.
• Typically supports ~300+ employees within one or more French legal entities.

Qualifications:

• Bachelor’s degree in Human Resources, Law, or a related field.
• Proven experience in a P&O Generalist, People Partner, HR Business Partner, or Employee Relations role within France.
• Strong, hands‑on experience managing ER cases under French labour law.
• Proven experience supporting managers with underperformance and disciplinary processes.
• Experience working with works councils (CSE) and social dialogue mechanisms.
• Advanced knowledge of French Labour Law required.
• Fluency in French and English (written and spoken).
• Strong analytical, consultative, and problem‑solving skills with high attention to detail.
• Strong Excel skills; proficiency in Word and PowerPoint; Workday experience is an advantage.
• Strong coaching and influencing skills with credibility at manager and leadership level.
• Operates independently with sound judgement in complex and sensitive situations.
• Demonstrates deep understanding of French social, cultural, and legal context.
• Proactively identifies risks and ensures compliant, business‑aligned outcomes.
• Displays strong ownership, accountability, and professional integrity.
• Communicates clearly and confidently in French and English, adapting to diverse audiences.
• Accountable for delivering high‑quality HR support within France.
• Independently manages complex ER cases and decision‑making with minimal oversight.
• Represents France effectively in cross‑country and regional discussions.
• Acts as a role model for compliance, transparency, and ethical HR practice.

Location & Coverage

• Based in France, with responsibility for French legal entities.
• Limited travel may be required for stakeholder engagement or regional projects.

Working at Siemens Digital Industries Software

Why us?

Working at Siemens Digital Industries Software means flexibility - Choosing between working at home and the office at other times is the norm here. We offer great benefits and rewards, as you'd expect from a world leader in industrial software.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

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