Compensation & Benefits Specialist
 

About US (GEMS):

ENGIE Global Energy Management & Sales (GEMS) provides energy supply solutions and risk management services to support its clients through their decarbonization journey, while optimizing ENGIE’s assets and contributing to value creation.

ENGIE is a global reference in low-carbon energy and services with a leading energy management business, piloted by its entity "Global Energy Management & Sales" who built its savoir-faire managing the Group’s large and diverse asset portfolio over 20+ years.

3,600 employees around the world develop our solutions, through +20 international business platforms. We cover the full energy mix: renewable and thermal power, natural gas & LNG, biomass, environmental products. Our experts provide tailor made solutions based on a wide range of savoir-faire in energy management with a strong focus on decarbonation and decentralization.

Our 190,000 clients span the entire value chain: producers, asset developers, financial players, utilities, distributors and industrials. Our global reach and strong local presence enable us to offer these diverse clients tailor-made services and respond to rapid changes in mature or emerging markets alike.

Our 4 areas of expertise :

• Asset management

• Energy transition services

• Energy supply & global commodities

• Risk management & market access

At GEMS we encourage breakthrough results, team spirit, curiosity and innovation while preserving the right work/life balance for you.

More info on GEMS Hub (https://gems.engie.com) or LinkedIn (https://www.linkedin.com/company/engie-global-energy-management-solutions).

Context :

Under the authority of the Head of Compensation and Benefits, you will work within the HR Expertise Center of GEMS unit both in Paris and Brussels, with occasional travels oustide Brussels and Paris.       

You will be in charge of Comp and Ben initiatives and projects while ensuring the operational management of the reward processes and practices contributing to attract, retain and motivate high-quality employees while enhancing GEMS as the best place to work.

Your role :

As part of our team, you will play a central role in the HR Expertise Center of GEMS unit. You will be involved in various missions :

• Ensure compliance of the BU's C&B practices with the initiatives launched by the Engie Group, the GEMS BU strategy and applicable local legislation and regulations (banking regulatory standards and requirements as CRDIV / IFR, IFD…),
• Ensure the hands-on management of C&B processes and programs such as annual salary review, deferred compensation, annual salary review, management of deferred compensation, LTI's and employee share ownership ,Flexible Benefits plan (My Choice) & new initiatives on Mobility budgets « Green » (+Car Policy)...
• Ensure active participation in annual salary surveys and analyze competitive trends in the markets to determine prevailing pay rates and benefits in order to make most valued recommendations,
• Budgetary control of salary costs and provisions (Bonus pool, standard costs, Expats...) in collaboration with Management Control and the Tax Department (Transfer Pricing),
• Prepare statistical analyses and reports for the various stakeholders Compliance department, Compensation Committee, Management Committee, Finance department, HR group… and deploys communication strategies and success metrics to ensure transparency and alignment with organizational goals,
• Contribute to the design of C&B policies and processes as well as their proper communication in order to contribute to their dissemination and understanding among managers & employees,
• Provide advice to HR Business Partners and Business Leaders on best practices and policies C&B and support the Talent team in the context of complex package offers (International mobility), job analysis, roles evaluations and positions classifications,
• Participate in transversal C&B projects (IT tool for digitization, benchmarks centralization with the other countries, gender pay gap, etc.) and other possible HR missions.

You will also use both internal and external interfaces :

• Internal interfaces : HR Community (Engie Group, other BUs), GEMS teams: Audit, Finance, Accounting, Compliance & Legal, Shared Services Centers...
• External interfaces : Internal and external payroll providers, Tax & Legal advisors, Compensation & Benefits providers (Hay, WTW,...), Insurers (Contassur)…

Hard skills :

• Ability to evolve within a complex and changing environment
• In-depth knowledge of fixed and variable compensation mechanisms, especially Belgian specificities, including deferred compensation systems and financial instruments
• Strong understanding of banking regulatory requirements
• Project management skills
• Good knowledge of social law (individual and collective) and/or tax law

Soft skills :

• Autonomous, structured and organized
• Rigorous with strong analytical mindset
• Stress resilience
• Customer oriented
• Strong collaboration and relationship-building skills
• Excellent communication and advisory skills for diverse stakeholders

Education and professional background :

• University or Business School degree, preferably a Master in HR Management, Law or Economics.
• Prior knowledge of HR practices and compensation cycle management
• Familiarity with job evaluation and job grading methodologies
• Experience in the financial services or commodity trading sector is a strong asset 

Language & IT skills :

• Languages: Fluent in French/English, knowledge of Dutch is an asset
• MS Office with an excellent knowledge of Excel
• Open to new technologies and digital tools and their implementation
• Ability to adapt to payroll systems and databases
• Knowledge of “Beqom” software is an asset

About ENGIE :

Our group is a global reference in low-carbon energy and services. Our purpose (“raison d’être”) is to act to accelerate the transition towards a carbon-neutral world, through reduced energy consumption and more environmentally-friendly solutions, reconciling economic performance with a positive impact on people and the planet. We rely on our key businesses (gas, power, renewable energy, services) to offer competitive solutions to our customers. With our 96,000 employees, our customers, partners and stakeholders, we are a community of Imaginative Builders, committed every day to more harmonious progress.

If you meet these requirements, then you are the talent we are looking for. Do not waste time! 

Apply by attaching your updated CV, regardless your gender. ENGIE Global Energy Management & Sales is committed to create a gender-neutral environment that unlocks the potential of everyone and provides equal employment opportunities for all individuals. 

All our positions are open to people with disabilities, please let your recruiter know if you need reasonable accommodations to be able to participate in the recruitment process, they will be happy to assist you. 

ENGIE is a world leader in low-carbon electricity production, centralized and decentralized energy networks, and associated energy efficiency services. The Group relies on its 4 key businesses - Renewables, Energy Solutions, Networks, Thermal & Supply, to help its customers meet their decarbonization goals. At ENGIE South East Asia, we mainly develop at this stage the Energy Solutions business with presence in Singapore, Malaysia, Philippines and China.

We have a purpose. We act to accelerate the transition towards a carbon-neutral economy by providing tailor-made integrated solutions for our customers in commercial buildings, industries, and cities, through reduced energy consumption and more environmentally friendly solutions. We develop a zero-carbon energy mix (gas and electricity) and drive our clients’ decarbonization journey. We are committed to achieve net-zero carbon in 2045 for ourselves, our clients, and the good of the planet.

We have a plan. We want to have a positive impact and meaning in our jobs to accelerate the energy transition and to meet the challenges of our century together. We defend a new model of society that reconciles economic performance, human progress and respect for the environment. We interact with a committed community that is shaking things up and inventing the future: we rely on the power of the collective and we identify and gather around us all the actors who make tomorrow’s world emerge. We take an active role in managing our careers, in a Group that allows everyone to fulfil their potential. We are constantly developing our practices. We ensure the building and development of our teams by embodying DEI culture and ENGIE Ways of Leading.

We are Transition Makers.

Reporting directly to the Vice President, HR in ENGIE AMEA and matrix reporting to the Country Manager of ENGIE South East Asia, the Head of Regional HR will lead and oversee all People & Culture vision and strategy that are aligned with the overall business objectives and build superior organisational capability through a diverse, talented and engaged workforce in an agile and effective organisational design. In line with our global strategy, the incumbent will lead the continual improvement and digitalisation of the functional processes and activities, embed business partnering within the organisation and be an active participant in business strategy and execution within the Southeast Asia business.

Responsibilities | You may be requested to perform duties outside of the listed scope of responsibilities from time to time, as required

1. Contribution to the South East Asia (SEA) business strategy and to the AMEA HR strategy and delivery of operational objectives
   • Act as a key member of both the SEA Executive Team and the AMEA HR Executive Team, contribute to the SEA business strategy development and implementation.
   • As an executive leader, oversee HR initiatives across all areas of the business by leveraging your expertise to identify opportunities, address challenges, and drive sustainable growth of the Group HR and SEA business strategy.

2. HR Strategy and Planning
   • Develop and implement the SEA People &culture strategy aligned with the ENGIE Group HR strategy and local Business Unit strategies.
   • Analyse market trends, economic factors, and industry-specific challenges to create proactive HR plans, solutions and interventions.
   • Collaborate with AMEA and ENGIE Group HR leaders to adapt and deploy company-wide HR initiatives at the local level.

3. SEA HR function Leader
   • Lead the HR function across SEA to achieve people and culture plans and strategic objectives.
   • Digitalisation of the function, where appropriate, including innovative people process activities.
   • Optimise and manage the Employee Lifecycle (Planning, Recruitment, Onboarding, Learning, Performance management, Reward & Recognition, Exit processes).
   • Deliver efficient and innovative Human Resource services to ensure development, enrichment and success of our people.
   • Manage the rollout of global HR processes, projects, and systems including the optimization of the functional capabilities within the HRIS.
   • Promote ethical behaviour and compliance with Group/Entities policies, labour agreements and labour legislation throughout the organization.
   • Play a lead role in supporting the health and safety function in the delivery of the One Safety strategy and necessary cultural change.

4. Talent Acquisition, Retention and Organisational Development Capability
   • Implement the talent acquisition and retention strategy to attract and retain high-calibre talents that align with the organization's values and competency requirements of the ENGIE Ways of Working (WOWs) and ENGIE Ways of Leading (EWOLs) and business strategy.
   • Ensure the talent acquisition activities deliver effective and timely sourcing, screening and selection processes which are aligned with our diverse and inclusive culture.
   • Build individual, team and organisational capability to ensure ENGIE SEA delivers on its purpose to accelerate the transition to a carbon neutral economy.
   • Ensure development programs are based on the training needs analysis derived via the Performance, Planning and Review (PPR) process.
   • Implement performance management systems and processes to drive a culture of continuous feedback, coaching, and development.
   • Monitor performance metrics and provide insights to support data-driven decision-making.
   • New People Development Strategy (People & Position Review) – support the Group’s new People Development Strategy in unleashing employees’ performance, aspiration and potential for expertise and leadership growth. Identification of potentials through key criteria and fostering mobility as a key level for development. Ensure all people managers to be trained and equipped with the necessary training to manage people and career development. Partner with AMEA HR and Group HR for continued engagement on people and talents development in managing their learning and career development interventions. At local level, support the attraction, development and retention of youths through managing local Emerging Talent program to build pipeline of future talents.

5. Diversity, Inclusion and Belonging
   • Develop and execute employee engagement initiatives that promote a sense of belonging and encourage a high-performance culture by ensure the SEA continues to increase the sense of inclusion and belonging for team members.
   • Deliver on the ENGIE Group targets of Gender balance managers (between 40% to 60%) by 2030 and met annual targets.

6. Employee Relations and Engagement
   • Ensure employee relations policies and procedures remain compliant with current legislation and that there is the required level of awareness of the policies and that applicable training for team members in relation to these obligations is undertaken annually.
   • Foster a positive and inclusive work environment by ensuring the HR team addresses employee concerns, conflicts, and grievances effectively in line with legal obligations and the company Workplace, Diversity and Inclusion policy.
   • Responsible for the annual employee engagement survey (ENGIE & Me) and shared accountability with the SEA Executive Team for improving the level of sustainable engagement for team members.

7. Compensation and Benefits
   • Oversee the continual implementation of competitive compensation and benefits programs in line with ENGIE Group standards utilising the Korn Ferry Hay Job Evaluation methodology.
   • Accountable for the annual remuneration review and bonus payments process in SEA in line with ENGIE Group policy and processes.
   • Accountable for timely accurate and efficient payroll activities across entities based in SEA in accordance with relevant legislation, enterprise agreements and relevant Awards and regulations.

Main Key Performance Indicators (not exhaustive) :

• • • Timely recruitment – within 45 days for managerial position and within 60 days for non-managerial position.
    • Managerial Gender Parity – achieve ultimate goal of between 40% to 60% female for managerial positions by 2030 with in place concurrent yearly progressive set milestones through external recruitment and internal mobility.
    • Build Learning Culture (Skills Inventory & Competency) – ensure at least 85% of our staff undergo training for continued upskilling with an average of at least 21 hours in a year.
    • Sustain Strong Employee Engagement & Retention – achieve strong participation (min 95%) and engagement score (min 94%) for our annual ENGIE & ME staff survey.

• Master/Bachelor’s Degree in Human Resources, Organizational Psychology, Business Management or equivalent.
• At least 15 years of relevant working experience in HR in a senior management leadership capacity, preferably in a global large operational organization within a matrix reporting structure.
• Solid understanding of local labor laws in the country of operations.
• Strong consultative and stakeholder management skills with ability to drive set objectives.. 
• Strong strategic and operational capabilities, people and leadership skills.
• Experience working in a multicultural environment and multidisciplinary teams.
• Strength in talent acquisition, management and development to build a competent and high performing organization to deliver our ENGIE purpose.
• Understanding of the market evolution and energy transition, its key drivers and their impact on the workforce and HR processes will be advantageous.
• Ability to manage conflicting and demanding priorities from various source of demand.  
• Ability to interact professionally with all organizational levels while maintaining strong ethics & professionalism and high standards of safety compliance.
• Proven problem-solving, organizational, analytical and critical thinking skills. Exhibits patience and meticulous attention to detail.
• Excellent leadership skills and ability to drive and influence change management.
• Goal-getting, driven, committed, with strong planning and execution capabilities.
• Demonstrates fluency in both written and spoken English, along with strong presentation skills.
• Occasional travel within the region when required.

asd

About ENGIE Energy Access (EEA)

ENGIE Energy Access is the leading Pay-As-You-Go (PAYGo) and mini-grids solutions provider in Africa. The company develops innovative, off-grid solar solutions for homes, public services and businesses, enabling customers and distribution partners access to clean, affordable energy. The PAYGO solar home systems are financed through affordable instalments from $0.19 per day and the mini-grids foster economic development by enabling electrical productive use and triggering business opportunities for entrepreneurs in rural communities. With over 1,800 employees, operations in nine countries across Africa (Benin, Côte d’Ivoire, Kenya, Mozambique, Nigeria, Rwanda, Tanzania, Uganda and Zambia), over 1.9 million customers and more than 9 million lives impacted so far, ENGIE Energy Access aims to impact 20 million lives across Africa by 2025.

www.engie-energyaccess.com

www.linkedin.com/company/engie-africa

Job Purpose/Mission  

We are seeking an experienced and qualified Global Labour Law Manager to join our dynamic team. The ideal candidate will play a crucial role in pro-actively and reactively managing ethics cases, separations, dismissals, fraud cases, and grievances. This role will be instrumental in continuing to establish an ethical EEA culture. As the Global Labor Law Manager, you will be the primary point of contact for our external legal firms. The role will involve the process to select a panel of legal firms for which an RFP will be required.  The role will require effective and efficient cost management for the external legal panel.

Key Responsibilities:

Labor Law Compliance and Employment Relations:

• Handle mutually agreed separations, dismissals.
• Organize and manage disciplinary procedures as a result of incapacity, poor performance or ethics breaches in full compliance with local regulations and in cooperation with external legal firms, where required.
• Manage and ensure general compliance with labor laws in various countries in East, West, and South Africa.
• Resolving work conflicts and grievances.

Vendor Management:

• Be the main point of contact for external labor law panels. Manage relationships with external vendors, including invoicing, renewals, contract agreements, and performance requirements.
• Define and monitor service level agreements, addressing breaches as necessary.
• Manage all invoicing according to agreed professional fees schedule

Policy Alignment and Creation:

• Participate in reviews of global and local policies from a labor law perspective.
• Contribute to the creation of new policies aligned with labor laws.
• Deploy and educate on all policies, including policy updates
• Develop and implement an Employee Relations training Program

Training and Development:

• Conduct labor training for the HR team and line managers with direct reports.
• Ensure all labor law changes and updates within the EEA markets are continuously evaluated and necessary responses implemented.

Performance Management:

• Manage performance improvement plans, restructures, and any related changes in contractual terms and conditions.

Reporting and Governance:

• Report and maintain metrics for key  employment performance issues.
• Keep a log of all precedents and past cases to ensure consistent treatment in accordance with established protocols.
• Provide monthly reporting on relevant key performance indicators.
• Ensure global disciplinary processes and structures align with in-Country disciplinary policies and processes
• Ensure 100% compliance with Legal and Ethics requirements and HR Audit checklist
• Collaborate closely with the Ethics department if and when required

For Manager

At EEA, we have high expectations for our managers. Each manager plays a key role in creating an exceptional experience not only for our customers but for every person on our team. Our managers help EEA realize our ambitious goals while developing their own leadership skills and facilitating growth for their direct reports.  

We believe that great managers: 

• Deliver ambitious results: As a high-performing and accountable leader, you create an enabling environment for effective action and bold decision which contribute to successful delivery of results. 
• Act with integrity: As an ethical leader you are honest, respectful, objective, and transparent. You create and build upon a foundation of trust and openness. 

• Inspire and mentor the team: As an inspirational leader you walk the talk. You empower and coach your team with trust and humility. 
• Are accessible: as an accessible leader, you develop and maintain deep connections with stakeholders through approachability and active listening. 
• Ensure diversity and inclusion: as an inclusive leader, you ensure diversity and foster a sense of belonging. 

REQUIRED QUALIFICATION & EXPERIENCE 

• Minimum of 3-5 years of post-qualifying experience as a labor lawyer.
• Minimum of 1 year experience in an international organization with multi-jurisdictional scope
• Bachelor's degree in law (required)
• Diploma in Employee Relations and/or Conflict Resolution (advantageous)
• Proven negotiating expertise.

• Qualified attorney with extensive labor law experience in Africa.
• Legal Skills: Strong knowledge and experience in labor law, particularly in East, West, and South Africa.
• Solid legal “drafting” expertise
• Excellent English language skills (written and spoken)
• French or Portuguese highly advantageous
• Interpersonal Skills: Ability to build and manage relationships with external partners and vendors.
• Strong communication and training skills.

Highly Desired Skills: 

• Good people skills.
• Ability to organize, multi-task and prioritize tasks.
• Critical thinking skills.
• Good problem-solving skills.
• Strong attention to detail and ability to multitask.
• Ability to influence and persuade and inspire and motivate people who are not direct reports. 
• Strong ethical mindset
• Tenacious and resilient

ENGIE is an equal opportunity employer, promoting diversity and committed to creating an inclusive environment for all. All applications are screened based on business needs, job requirements and individual qualifications, without any regard to origin, age, name, sexual identity, orientation or preference, religion, marital status, health, disability, political opinions, union involvement or citizenship. Our differences are our strengths! 

Reporting to the HR Director, the People Development Manager (PDM) is responsible for overseeing the proper execution of ENGIE People Development strategy (PDS). He/she utilizes a plethora of tools, tactics and skills to offer customized assistance to business leaders in fulfilling their people manager roles. By doing so, the PDM together with the business leaders will ensure that the company has the right people with the needed skills, in the right positions at all time and that all aspects of performance, potential, aspirations and talent identification, development, succession and retention are thoroughly and timely managed.

This role requires a combination of strategic thinking, strong business acumen as well as leadership skills and a deep understanding of people management and development practices.

Managing a team of up to 4 learning & development specialists, the People Development Manager will have the following

Key Responsibilities:

• Champion the PD strategy (PDS), ensuring that business leaders with people management roles receive required training, and ongoing assistance to carry on their role of main point of contact in development, for their direct reports;
• Together with the Talent Acquisition team, ensure that the talent acquisition process is aligned with the PDS definition on potential, in order to guarantee that there is consistency between the selection process and the manner in which potential and aspirations are reviewed in the organization;
• Ensure that all key positions have a solid and concrete succession plan, one that could be actually accessed if needed; take on going actions to ensure that successors do have individual development plans, always updated and defined to help them become eligible for the respective key position;
• He/she develops strategies to identify and groom internal talent for key positions within the organization, ensuring continuity and stability in leadership and on critical roles;
• Based on the performance assessment, on the SEZAME records of the development discussions and following debriefings with people managers, propose suitable and diverse development actions, budget sensitive and in line with the potential and aspirations of the employees;
• Work with employees to identify their career aspirations and create development plans to help them achieve their goals within the organization. This may involve providing opportunities for advancement, job rotations, reversed mentoring, mentorship programs, career counseling, also.
• Keep track of people with new businesses skills and create opportunities for their skills enhancement as well as for the knowledge transfer towards other peers, to ensure business continuity;
• Contribute to the development of career paths and lateral career tracks for most relevant jobs (as identified in the Strategic Workforce Planning (SWFP) of each GBU;
• Execute timely – together with the business leaders and other HR areas, the tasks assigned through the SWFP of each Global Business Unit (GBU);
• Understanding that professional and personal development aligned with potential and aspirations is a critical retention mean, ensure individual development plans (IDP)’s for key positions and experts meet both the company and employees’ needs;
• Contribute at fostering a culture of continuous learning and feedback, professional growth collaboration, diversity, inclusion and loyalty within the organization;
• Help, with specific people development tools, to ensure smooth transitions during leadership changes or employee turnover;
• Assist and contribute individually or with his/her team, to the deployment and execution of various local or regional HR transversal projects or initiatives;
• As an HR leader, stay updated on general labor laws, regulations and collective agreements to ensure compliance with employment practices related to people development;
• Monitor the people development practices on the market, benchmark against best practices and try to internalize tools and techniques that proved successful in other similar business environments;
• Utilize data analytics to track and measure the effectiveness of PDS programs and initiatives, identify trends, and make data-driven decisions to continuously improve processes;
• Collaborate with various stakeholders, department heads, executives, and external partners, to align PDS with local organizational goals and priorities;
• Build and maintain a diverse talent network through proactive outreach, networking events, partnerships, and talent community engagement, both at country level, and HUB Europe level.

Profile:

• Higher education in Human Resources, Business Administration, Sociology, Psychology or related field with a keen interest in workplace dynamics. A post graduate degree in organizational psychology or change management is desirable;
• Proven previous experience in a global industrial organization, in a leadership role in performance and talent management, with international exposure;
• Project management and coaching experience will be an advantage;
• Very good verbal and written communication skills in Romanian and English is a must; knowing French would be an advantage;
• Familiarity with HRIS and talent management cloud software;
• Excellent communication, interpersonal and relationship-building skills, with the needed maturity to engage with senior business leaders on people development agenda;
• Ability to work collaboratively with cross-functional teams and stakeholders;
• Ability to collaborate effectively with cross-functional teams;
• Strategic thinking and problem-solving abilities.

Benefits: 

• Private health insurance for you and your family;
• Opportunities for ongoing personal and professional development;
• Meal tickets;
• Work-life balance;
• Annual extended holiday entitlement, depending on length of employment;
• Holiday bonus.

Only candidates selected for interviews will be contacted.

If you decide to send us your personal information in order to apply for this position, please be aware of our job candidate GDPR Data Privacy Notice: https://www.engie.ro/corporate/wp-content/uploads/2018/09/ER_Nota-de-informare-Candidati.pdf

About ENGIE

ENGIE is active in Romania in three areas: gas, electricity and energy services. The main subsidiary of the Group, ENGIE Romania, supplies natural gas and electricity, distributes natural gas, offers energy related services to all market segments and also produces electricity. ENGIE Romania serves more than 1.9 million customers, operates 21,000 km of networks, owns and operates wind farms with a capacity of 100 MW and employs around 4,000 people.

ENGIE Belgium is looking for a  passionate and dynamic Senior HR Business Partner to support our Marketing & Sales teams. If you are motivated by finding concrete solutions in a fast-paced market environment, this is the position for you!

Your responsibilities as a Senior HR Business Partner (M/F/X)

• Define, communicate and implement the HR strategy for Marketing & Sales, in line with Engie's HR strategy.
• Work with senior managers to anticipate business needs, identify challenges and opportunities, and align HR strategies and plans accordingly.
• Support the hierarchy in the search for the necessary profiles, the integration of new employees, the implementation of succession plans, and provide ideas and solutions to improve the collective performance of the organization.
• Model and track workforce planning in the context of organizational needs/changes.
• Liaise with employees and team leaders: answer questions and provide support regarding internal mobility, onboarding, individual training and development plans, contractual arrangements,...
• Accelerate employee development by implementing effective learning and development programs, promoting a culture of feedback and recognition, and encouraging diversity and inclusion initiatives.
• Contribute to the maintenance of a good social climate within the entity, manage social relations at the local level within your perimeter, contribute to social relations at the level of the Marketing & Sales entity.
• Deploy operational improvements in Engie's HR processes and HR systems.
• Support employee engagement and resolve any issues in a timely and respectful manner.
• Implement cross-functional projects within your scope of activity.

Your profile as a Senior HR Business Partner (M/F/X)

• You have a minimum of 5 years of experience as an HR Business Partner or in a similar function in a fast-paced environment.
• You have a degree in HR, Social Sciences, Psychology, Economics or other Humanities or equivalent experience.
• You are bilingual Dutch/French and have a professional command of English
• You have a good knowledge of social legislation.
• You are a team player, you are a driver of change in the field of HR.
• You are an effective communicator and a strong collaborator, able to create trusting relationships at all levels.
• You are proactive, flexible and solution-oriented.
• You demonstrate integrity, confidentiality and professionalism, while respecting our values and culture.
• You are aware of safety and the environment, constantly looking out for your well-being and that of your colleagues.
• Your colleagues see you as someone who is passionate about HR, employee-oriented, and takes responsibility with energy and commitment.

We offer you as a Senior HR Business Partner (M/F/X)

• Rewarding collaboration : You will have the opportunity to work with many HR specialists in different fields.
• Flexibility and variety : We offer you variety in your work combined with the necessary flexibility. Balance your professional and personal life with remote work options.
• Continuous learning : Benefit from a wide range of training and development opportunities.
• Attractive compensation : Benefit from competitive compensation, a bonus system and fringe benefits.
• An inclusive environment : Be part of an organization that is committed to well-being, diversity, and inclusion

Place of work:

• You will be based in Brussels (near Gare du Nord) and will work regularly on the other sites of the Marketing & Sales entity (Ghent, Antwerp, Namur, Gosselies, etc.)

Ready to take on this challenge and be part of a company that builds efficient energy solutions for a carbon-neutral world every day?  Then we'd love to meet you!  Apply now to join our dynamic team at ENGIE Belgium.

MORE ABOUT US

To become a leader in the carbon-neutral transition in Belgium, ENGIE masters all energy professions: from energy production to consumption optimization, from research and innovation to the maintenance of the most complex installations, from engineering to construction and the completion of your project. Our 7,000 employees in Belgium are building a better future for our planet.
A better future for all of us!

Head of Social Relations France / Responsable Relations Sociales France

À propos de GEMS

ENGIE Global Energy Management & Sales (GEMS) fournit des solutions d'approvisionnement en énergie et des services de gestion des risques pour accompagner ses clients dans leur parcours de décarbonisation, tout en optimisant les actifs d'ENGIE et en contribuant à la création de valeur. ENGIE est une référence mondiale en matière d'énergie et de services à faible émission de carbone, avec une activité de gestion de l'énergie de premier plan, pilotée par son entité " Global Energy Management & Sales " qui a construit son savoir-faire via un portefeuille d'actifs vaste et diversifié pendant + 20 ans.  3 300 employés dans le monde développent nos solutions, à travers +20 plateformes commerciales internationales. Nous couvrons l'ensemble du mix énergétique : énergie renouvelable et thermique, gaz naturel et GNL, biomasse, produits environnementaux. Nos experts fournissent des solutions sur mesure basées sur un large éventail de savoir-faire en matière de gestion de l'énergie. 

Nos 120 000 clients couvrent l'ensemble de la chaîne de valeur : producteurs, développeurs d'actifs, acteurs financiers, services publics, distributeurs et industriels. Notre portée mondiale et notre forte présence locale nous permettent d'offrir à ces divers clients des services sur mesure et de répondre aux changements rapides sur les marchés matures ou émergents.  

Nos 4 pôles d'expertise : 

- La gestion d'actifs 

- Services de transition énergétique 

- Approvisionnement en énergie & matières premières 

- Gestion des risques & accès au marché 

Chez GEMS, nous encourageons l'esprit d'équipe, la curiosité et l'innovation tout en préservant l'équilibre entre vie professionnelle et vie privée. 

Plus d'informations sur GEM Hub ou LinkedIn  

En tant que Responsable des relations sociales France

Votre ligne de reporting :

Sous l'autorité du Head of Human Resources / Leader du Centre d'expertise Ressources Humaines (EC HR) de GEMS, le/la Responsable Relations Sociales France couvre les sociétés composant GEMS en France sur le plan social et juridique en proposant des actions d’accompagnement tout en veillant à la conformité aux lois et réglementations du travail en vigueur. 

Vos principales activités, challenges & responsabilités :

Conseil et veille juridique et réglementaire :

• Est le principal point de contact pour toutes les questions relatives aux relations sociales pour les établissements de GEMS situés en France et travaille en étroite collaboration avec les domaines d’expertise au sein et en dehors de la Direction Ressources Humaines, et est amené(e) à se coordonner, selon les besoins de l’activité, avec les autres équipes Relations Sociales de GEMS et/ou d’autres équipes RH locales issues des différentes géographies de GEMS, 
• Prend en charge l’organisation du volet social et juridique de projets (nature des actions à déployer, calendrier…), en adéquation avec les obligations légales et les enjeux organisationnels et business posés, 
• Surveille et analyse les évolutions législatives et réglementaires en matière de droit du travail et de relations sociales en recommandant les adaptations nécessaires aux politiques et pratiques applicables au sein de GEMS,  
• Pilote la mise en œuvre des obligations juridiques et sociales et des dispositifs de gestion sociale propres aux projets, en interface avec le management, et en anticipation permanente des potentiels risques dans la conduite du processus social, 
• Anime l’expertise juridique et réglementaire,  
• Conseille et accompagne les HR Business Partners dans les dossiers individuels et collectifs, 
• Assure le suivi des contentieux prud’homaux et des procédures disciplinaires. 

Organisation, animation et coordination des relations sociales :

• Propose le calendrier social annuel (planification des Instances de Représentation du Personnel, négociations sociales, projets d’entités, …), 
• Programme et pilote la tenue des Instances de Représentation du Personnel (Comité Social et Économique, CSCCT…), en lien avec les différentes parties prenantes (managers, représentants de la direction, représentants du personnel, organisations syndicales, DRH, filière Santé et Sécurité…), 
• Conduit les négociations sociales (accords d’entreprise,) en garantissant l’équilibre entre les besoins de l’entreprise et de ses salariés, et participe au suivi de la mise en œuvre des accords conclus, 
• Contribue à la veille sociale de la BE/BU (climat social, …), assure le reporting Groupe sur les actualités sociales et contribue aux différents comités internes et externes de la fonction, 
• Participe activement au déploiement des actions relatives à la Diversité, Équité et Inclusion et assure notamment le rôle de référent(e) Handicap, 
• Met en place des actions de sensibilisation destinées aux employés, aux Managers et aux Leaders sur différents thèmes sociaux. 

Ce descriptif des principales activités est indicatif et peut être sujet à des ajustements en fonction des besoins spécifiques et de l’actualité de GEMS. 

Autorité & Autonomie :

Le/la Responsable Relations Sociales France exerce un niveau élevé d'autonomie tout en maintenant un alignement solide avec son manager, la Head of HR, les équipes composant l’EC HR et le comité exécutif de GEMS. Le poste offre une grande visibilité, un contrôle opérationnel et une supervision de projet. 

Interfaces internes :

Communauté RH (Engie Group, autres BE/BUs), équipes GEMS (Audit, Finance, Compliance & Legal, Services Partagés ...) 

Interfaces externes :

Cabinets Conseil (Avocats), Expertise sociale… 

PROFIL DU/DE LA CANDIDAT(E) 

Formation / Expériences professionnelles / Parcours :

De formation supérieure de type Master en Droit Social, Gestion des Ressources Humaines..., vous disposez d’excellentes connaissances de la législation du travail, idéalement du Statut National des Industries Électriques et Gazières et de la Convention Collective de la Banque, d’une solide expérience (7-8 ans minimum) en relations sociales et dans la résolution de conflits en France. 

Compétences techniques / opérationnelles / Business :

• Vous avez démontré votre capacité à évoluer dans un environnement complexe et changeant. 
• Vous mettez votre expertise à disposition de vos clients internes, vous portez un regard novateur sur votre activité et vous vous montrez force de proposition pour faire émerger de nouvelles réflexions, proposer de nouvelles orientations ou de nouveaux dispositifs adaptés au contexte et enjeux de l’entité. 

Compétences comportementales et managériales :

• Vous êtes autonome et faites preuve de rigueur, d’esprit d’analyse et de synthèse, de réactivité, de flexibilité et d’anticipation dans un environnement de travail dynamique et exigeant. 
• Vous avez un sens aigu de la confidentialité et de l’éthique professionnelle en traitant des informations sensibles de façon appropriée. 
• Vous disposez de solides compétences en communication orale et écrite avec la capacité de convaincre et de négocier efficacement. 

Langues et informatique : 

• Compte tenu du contexte international de GEMS, un bon niveau de maitrise écrit et oral de l’anglais est nécessaire. 
• Maitrise de MS Office avec une très bonne connaissance d’Excel et de PowerPoint. 

Localisation :

Paris 

Déplacements professionnels :

Occasionnellement entre Paris et Bruxelles 

A propos d’ENGIE :

Notre groupe est une référence mondiale en matière d’énergie et de services bas carbone. Notre raison d’être est d’agir pour accélérer la transition vers un monde neutre en carbone, par la réduction de la consommation d’énergie et des solutions plus respectueuses de l’environnement, conciliant performance économique et impact positif sur les personnes et la planète.

Tous nos postes sont ouverts aux personnes en situation de handicap, veuillez faire savoir à votre recruteur si vous avez besoin d’aménagements raisonnables pour pouvoir participer au processus de recrutement, il se fera un plaisir de vous aider.

Nous nous appuyons sur nos métiers clés (gaz, électricité, énergies renouvelables, services) pour proposer des solutions compétitives à nos clients. Avec nos 96 000 collaborateurs, nos clients, nos partenaires et nos parties prenantes, nous sommes une communauté d’Imaginative Builders, engagés chaque jour pour un progrès plus harmonieux.

ENGIE Global Energy Management & Sales s’engage à créer un environnement non genré qui libère le potentiel de chacun et offre des opportunités d’emploi égales à tous. 

Si tu réponds à ces exigences, tu es le talent que nous recherchons. Ne perds pas de temps ! 

A toi de postuler en joignant ton CV actualisé, quel que soit ton sexe. 

ENGIE Global Energy Management & Sales s'engage à créer un environnement non sexiste qui libère le potentiel de chacun et offre des opportunités d'emploi égales à tous les individus. 

Tous nos postes sont ouverts aux personnes handicapées. Si tu as besoin d'aménagements raisonnables pour participer au processus de recrutement, Merci d’en informer ton recruteur, qui se fera un plaisir de t’aider..