Human Resources Business Partner

pJob Profile: Hands-on HR Business Partnerbr/Context /ppOur company operates in the car wash sector and is executing an ambitious Private Equity-backed buy-and-build / consolidation strategy. We acquire existing car wash sites and integrate them into one consolidated group. Each acquisition brings new employees, contracts and HR practices, which need to be harmonised and set up professionally. /ppFor this phase, we are looking for a bhands-on HR Business Partner /b who will personally build and run the entire HR function, from recruitment to payroll. This is not a policy role at arm’s length. You will build the processes yourself and work with them every day.br/ /pRole and PositioningpThe HR Manager reports to the CEO and is part of the management team. The role combines strategic HR development with operational execution across all sites. It is a true “founding HR” role within a fast-growing organisation. /pKey ResponsibilitiespbRecruitment and Onboarding /b /pulliSet up a scalable recruitment process for both site staff (tunnel managers, tunnel operators, students, etc.) and office roles /liliActively recruit: write job postings, manage channels, conduct interviews /liliDesign and professionalise the onboarding programme, including for employees joining through acquisitions /liliWork with site managers to quickly fill local staffing needs /li /ulpbPerformance and Development /b /pulliSet up a uniform performance review process across all sites /liliDevelop job profiles and career paths within the organisation /liliSupport local managers with coaching, feedback and performance management /liliShape training and development initiatives /li /ulpbCompensation and Payroll /b /pulliSet up and manage accurate, timely payroll across all (acquired) entities /liliWork with the social secretariat and/or payroll providers /liliHarmonise compensation policies, benefits and employment conditions across acquired sites /liliEnsure correct follow-up of social security and employment law obligations /li /ulpbPost-Acquisition HR Integration /b /pulliFor each acquisition: map existing contracts, pay and employment conditions /liliHarmonise HR processes, policies and tools at newly acquired sites /liliBuild a repeatable “playbook” for fast and correct HR integration of new acquisitions /liliGuide employees through the changes that come with an acquisition /li /ulpbHR Organisation and Systems /b /pulliImplement a central HR and payroll system usable across the entire network /liliSet up personnel files, policies and work regulations that scale with the organisation /liliAct as point of contact for employment law, the social inspection services and external HR advisorsbr/ /li /ulProfile and ExperienceulliAt least 5–10 years of experience in an HR role with broad responsibility (recruitment, performance management, payroll), preferably as HR Manager or HR Business Partner /liliProven experience with payroll and social legislation /liliExperience in a multi-site, retail, franchise or labour-intensive organisation is a strong plus /liliExperience with post-acquisition HR integration is an advantage, but not a hard requirement /liliFamiliar with HR and payroll systems /liliBachelor’s or master’s degree in HR, law or equivalent through experience /liliProfessional French knowledge /li /ulCompetencies and PersonalityulliHands-on and pragmatic: builds processes and helps run them, including on the floor at the sites /liliEntrepreneurial and solution-oriented, comfortable in a fast-growing environment that is not yet fully structured /liliStrong organisational skills to keep HR running smoothly across multiple entities at once /liliEmpathetic and people-focused, with an eye for the impact of acquisitions on employees /liliAccurate and reliable, especially regarding payroll and legal obligations /liliA builder: someone who enjoys setting up and scaling HR processes and systems from the ground up /li /ulWhat

We Offer
ulliA key role in building the entire HR function within a fast-growing company /liliDirect impact on both strategy and day-to-day execution /liliClose collaboration with the CEO and management team /liliA competitive compensation package /li /ul