Therecruitment officerdefines the position and the profile required in line with the client’s needs, enabling him to identify potential candidate profiles and propose a search strategy.
They implement the search strategy and then approach the candidates identified or select the applications received. It also hunts down profiles identified within target companies.
He/she is responsible for the administrative follow-up of the assignment and for reporting to the client.
Monitoring the situation is also part of the job, and it’s your job to build up a pool of candidates for the firm.

The recruitment manager has a general knowledge of the organisation and operation of a company and a good economic culture.
They have a good command of interview techniques, particularly telephone interviews, so as to be able to assess the candidates contacted quickly and accurately.
They have a thorough knowledge of the case law governing direct approaches.
They are good listeners, persuasive and persistent.

Therecruitment officerdefines the position and the profile required in line with the client’s needs, enabling him to identify potential candidate profiles and propose a search strategy.
They implement the search strategy and then approach the candidates identified or select the applications received. It also hunts down profiles identified within target companies.
He/she is responsible for the administrative follow-up of the assignment and for reporting to the client.
Monitoring the situation is also part of the job, and it’s your job to build up a pool of candidates for the firm.

HR consultants know the business world, the job market, the professions and the qualifications required. They also have knowledge of social and labour law, taxation, setting up a business, recruitment and the regional economy of collective agreements.
They are proficient in project management and practice technical assessment tests.
They have excellent listening, analytical and empathy skills.
They know how to mobilise their clients and are able to withstand pressure.

The employment lawyer’s main task is to handle employment-related cases, which he or she monitors with the lawyers. They ensure the security of all the company’s processes, particularly those linked to strategic change projects.
They also provide advice on social management, preparing and organising meetings with the employee representative bodies (IRP), responding to requests in the field of employment law and communicating formally and institutionally within the company about changes that have an impact on employment law or collective agreements.
He or she also monitors labour law in order to keep abreast of the various developments likely to have an impact on the company.

Employment lawyers are expected to have a perfect command of employment law: the Labour Code, social security law, the company’s collective bargaining agreement and case law.
They must be meticulous, because the slightest error in handling cases can lead to costly procedures for the company.
They must also be diplomatic, as they advise on employment legislation and must not make value judgements.

The HR & Payroll Administration Manager supervises an administrative team and/or payroll managers in the following tasks: ensuring compliance with the Labour Code and the company’s internal regulations, applying the regulations of the collective bargaining agreement and company agreements, handling relations with social security bodies and managing the payroll.
They provide advice through dialogue with both employees and company managers.
HR reporting is also part of their remit: drawing up social tables, analysing data and drafting the company’s social balance sheet.

The HR and Payroll Administration Manager is required to have a very precise knowledge of the legal obligations relating to personnel management.
They must also have a taste for figures, as the statistical dimension is omnipresent in the job.
You need to be extremely rigorous, because the slightest management error can have a direct impact on employees’ lives.

TheTraining Managerdefines and implements the company’s training policy. They identify the training areas to be developed in line with the company’s strategic orientations. He/she implements a policy of individual right to training (DIF) and the training plan by gathering the needs expressed by employees.
It is also responsible for the administrative management of training courses and for the related budget.
He/she manages his/her team in implementing the training plan, oversees the recruitment of training organisations and supervises the coordination of schedules.

Training managers have a good legal culture: without being experts in employment law, they need to be able to grasp and easily follow the legal framework surrounding training. They also have a strong human resources culture: training is part of an overall HR policy, and dialogue with other HR departments is essential.
He or she must also have the organisational skills needed to successfully complete the many projects on which he or she is working simultaneously.
They show initiative and creativity to launch new training initiatives that better meet the company’s needs.

TheHR Managerparticipates in defining HR strategy and determines flagship projects based on this strategy and the expectations of operational staff. He/she implements the HR projects that correspond to the company’s strategy: implementation of the HRIS, new organisation chart, reorganisation of working hours.
It also acts as an advisor to operational staff. It responds to their requests in all areas of HR (employment law, training, recruitment, employment contracts, career management, remuneration, management of employee representative bodies) and, if necessary, calls on specialist expertise. It provides them with support in applying employment law and in developing their teams.

This position requires versatility, as it covers all areas of human resources: recruitment, training, employment law, career management and payroll. It is a generalist position.
The HR Manager must have an economic and financial culture and be familiar with all the company’s business lines.
They must be good listeners, fluent in English and have a taste for working in the field.
English may be required in international companies.