We bring together the expertise, cultural diversity and creativity of over 8,000 employees worldwide and we’re committed to equal opportunities in all aspects of employment (gender, LGBT, disabled persons, or people of different origins) and to promoting Diversity & Inclusion by creating a work environment where all employees are treated with dignity and respect, and where individual differences are valued. AXA is becoming a sustainable tech-led company and at AXA Group Operations we are one of the major catalysts for this transformation. We set the tone by triggering and empowering the evolution of our insurance business model through technology and innovation, driving its concrete implementation globally at speed, with a high quality of advisory and execution. We are present across 17 countries with committed, highly qualified teams. We leverage technology, data, sourcing, security and investment allocation in a global way, but also achieve economies of scale and synergies when necessary. At AXA Group Operations, we want to be recognized in three fields of action: State-of-the-art Data Technology to drive customer experience State-of-the-art Procurement & Sourcing to drive efficiency and better manage risks High-Performing Global Team for stronger partnerships with AXA entities JOB ENVIRONMENT Our mission at AXA is to empower people to live a better life. We have to move from a perceived payer of claims to a strong partner in life for our customers. Thus, our role as Group Operations must be to support and to empower all AXA teams in the best way to achieve together this meaningful aspiration. The most powerful leavers to achieve this can be summarized as Innovation and Execution, and will drive all Operations teams: Innovation\: To create and provide the prerequisites and opportunities for all AXA teams to develop leading innovative solutions for the needs of our current and future customers Execution\: To create an environment which allows our teams all over the world to bring their ideas to reality and make our strong promise to the customers happen Our concrete goals are: Reinforce and realize our value creation for the global AXA organization Support and foster innovation across AXA in a close alignment and teaming with Group Business Innovation Embed simplicity and empowerment in our day to day working as well as ensure that we powerfully contribute to AXA’s mission and strategy. The Group Operations Transformation organization aims to support Group Operations in its role as a facilitator, based around innovation and implementation, via transformation and change management, HR capacities and communication: ensure the success of transformation projects within the Group Operations scope, by providing resources and transformation methods to enhance their implementation and acceptance, including Agile (to be confirmed) form skilled teams by anticipating evolution of the division's staff in terms of skill sets, development, fostering loyalty, mobility and motivation, with the gateway towards a range of opportunities and career pathways maintain constructive and respectful dialogue with staff representatives, to support a positive outcome for the main transformation and HR strategy projects involve all employees in the Group Operations division in a well-structured communication strategy, in favor of cooperation and a sense of belonging to a single, united organization, service our clients and their business activities, in an open an innovative working environment PRESENTATION OF THE CONTEXT AND TEAM The Human Resources department will serve a diverse population around 2800 employees (10 countries in Europe, Asia, US and Morocco) and 10 professional families and expertise. Group Operations Transformation has been set up in 2017 and will continue its in-depth transformation in the coming years In this context, the HR Business Partnering Team is accountable to\: Act as a HR Strategic Partner to managers and provide key HR strategic inputs, support business challenges and act as a key change agent to the support global business transformation B uild a long term and trustful relationship with the business leaders, act as a “personal counselor”, providing feedback on the leadership skills and ability of those leaders As part of HR, implement HR Policies and processes in the business units, ensuring a fair and consistent employee experience; with the support of the Digital Services (and specifically the HR Advisory team) and the Center of Expertise (L&D, Talent & Recruitment, C&B, Workforce Evolution & Analytics and Social Relations & Legal HR) POSITION MISSION & MAIN ACTIVITIES Mission Be a Strategic Partner toward the business representatives within your Group Operations perimeter, act as a key change agent to support global business transformation, and support the Head of HR Business Partnering actions by advising people on business challenges. Main Activities Provide inputs to the organization on strategic decisions that affect his/her area of responsibility Engage with Group Operations Business Units Managers of your perimeter and help to drive growth and efficiency to the Business whilst considering the people dimension. Lead the following activities of HR Business Partner in your specific Group Operations perimeter: Act as a HR Strategic Partner to Group COO Business Units Managers and provide key HR strategic inputs to managers of your specific perimeter; provide advice on business challenges and act as a key change agent to the support global business transformation Reinforce managers in their role of key actors of change, ensure their development in expected leadership skills to transform their activity; be valuable and respected discussion partner, acting as sounding board, as a challenger. Dare to give honest feedback, playing the mirror effect with managers Contribute to drive the strategic workforce planning process with business representatives of your scope in collaboration with the WFP Center of Expertise In partnership with HR Analytics team, use data to generate organization and people insights, and influence areas of focus, actions and decisions Contribute for organization design with managers of your scope in close collaboration with HR Centers of Expertise (C&B; Talent Management) Manage yearly cycle HR processes in collaboration with the HR advisory team, and communicate properly to your business perimeter. Provide support and challenge to business managers on talent management, compensation reviews, employee engagement and performance management Ensure HR policies and processes are understood and implemented by the business. This includes: L earning needs analysis to support the business strategy with the support of the L&D teams Talent identification, development and retention with the support of the talent teams Performance review with the support of the Talent teams Compensation review with the support of the C&B teams Preparation of topics to be presented to unions with the social relations teams Analysis and action plan of engagement surveys Last phase of the recruitment process of managers Dismissal process in support of the line manager Act as an advocate to employees, understand the employee journey and work with Centers of Expertise, HR Service teams and line managers of your scope to drive improvements and ensure our employees have a positive ‘employee’ experience. Oversee programs and practices that will effectively merge the cultures and processes of the new Group Operations organization Contribute to define and deliver culture & engagement initiatives defined by the Centers of Expertise to continually improve employee engagement (e.g. integrating employee surveys, diversity and wellbeing), coaching line managers to ensure actions are taken to improve employee engagement Foster a culture that is built around the ‘core’ values of AXA Contribute to drive the Corporate Responsibility agenda of the Company and integrate CR with employee engagement initiatives to maximize participation Work as part of the project teams to drive change projects in HR and the business, in line with the Transformation strategy (e.g. TOM, efficiency, culture, employer brand). Ensure all people elements of change are managed effectively Market watch on HR practices As a world-leading insurance company, we act for human progress by protecting what matters. With 153,000 employees in 54 countries working with 105 million customers, we’ve created a truly dynamic and vibrant community. Inclusion and diversity link closely with our values, and together we’re nurturing a culture of respect, for each other, for our customers and the communities around us. Join AXA and you’ll feel like you belong, are included and can thrive. You’ll be able to shape the way you work and truly grow your potential as you seek out new opportunities, push boundaries and benefit people in critical moments of their lives. This is your chance to build the tomorrow you want. Know you can. PROFILE, SKILLS & COMPETENCIES Profile Strong HR background with proven experience on HR practices and processes including Compensation, Resourcing, Training and Development and Employment Law knowledge. Strategic thinking to deal with complex transformations with the right balance on effective delivery and change adoption feasibility. Capable to advise Managers. At ease in project management practices in complex and multicultural environment. Skills & Competencies Technical skills: Deep knowledge of HR processes (recruitment, salary administration, compensation & benefits, performance management) and issues (domestically and regionally). Strategic vision on HR solutions. Management and coaching skills to support managers Project analysis and follow-up. Transversal skills: Ability to work in a matrix environment & with senior managers Strong multi-cultural understanding and application Ability to build collaborative relationships with both internal customers and program/project stakeholders Facilitation, negotiation and influencing skills to achieve results in a matrix management environment Problem solving, strong analytical skills Ability to drive global results while remaining sensitive to local environments and cultural issues Ability to onboard HR consultant team around a clear vision and common sense of purpose Ability to implement processes, resources and objectives which support both short and long-term goals Sense of urgency and efforts redirection if necessary to maintain sound time-management of programs and projects Decision making and ability to work independently in a complex environment Information collection and analysis Effective program management through the Group Operations values Excellent communication skills High degree of work ethics and professionalism; leads by example English fluent