The Job

We are seeking a dynamic business-oriented and experienced Talent Development Director to join our global People team. As Talent Development Director, you will play a pivotal role in shaping and executing our talent management strategy, ensuring that our workforce possesses best-in-class competencies to drive Believe’s mission. 

Responsibilities: 

1. Develop and implement a business-oriented and competency-based talent management strategy supported by an efficient methodology : 

• Collaborate with senior leadership to align talent management initiatives with the company’s strategic objectives and business priorities. 

• Identify critical roles and key talent needs across the organization and develop targeted talent development programs to address these needs. 

• Build and deploy a succession planning strategy for the Believe Group that secures smooth operations and builds the future leaders of the organization. 

• Measure the ROI of actions taken and establish key performance indicators (KPIs) to measure the effectiveness of the talent management strategy and track progress. 

2. Lead, manage, and facilitate learning and development programs : 

• Design and implement engaging and impactful learning and development programs that cater to the diverse needs of employees at all levels of the organization. 

• Identify and partner with appropriate training and development providers to ensure the delivery of high-quality learning experiences. 

• Evaluate the effectiveness of learning and development programs and make continuous improvements. 

• Provide expert knowledge of adult learning methods and instructional design principles. 

3. Foster a culture of learning and development : 

• Champion a culture of continuous learning within the organization, encouraging employees to embrace personal and professional development opportunities. 

• Effectively communicate learning and development opportunities to employees and motivate them to participate. 

• Recognize and reward employees who demonstrate a commitment to learning and development. 

4. Build strong partnerships with the business : 

• Establish strong partnerships with business leaders and teams to understand their talent needs and development priorities. 

• Collaborate with key stakeholders to integrate talent management initiatives with the company’s strategic goals. 

• Effectively market and communicate the value of talent management and learning & development to leadership and the broader organization. 

5. Manage a team of talent management & learning and development professionals : 

• Develop, and manage a team of talented and experienced professionals in talent management and learning and development. 

• Effectively delegate tasks and responsibilities to team members. 

• Foster a collaborative and supportive work environment for the team. 

The Job

As part of the People Department you will contribute to the global CSR & Engagement strategic plan, coordinating activities across teams in the USA, Canada, Mexico, Brazil, and other Latin American countries.

Collaborating with the global CSR & Engagement team, local HR, leadership, business, communication teams, internal ambassadors, and external partners, you position CSR & Engagement subjects as part of our People engagement and business growth strategy, building a competitive advantage for Believe, our people and our artists & labels.  

Your efforts will enhance Believe’s competitive advantage for our people, artists and labels; foster employee pride and belonging; and engage various music industry stakeholders.

This position reports directly to the HR director (based in NY) and dotted line to the global CSR & Engagement VP for Believe Group (based in Paris – France).  In addition to the strategic dimension of the job, you will have an operational role for the USA / Canada region, and a more advisory and coordination role for the Latam region working with local support.

Your main missions will be:

CSR roadmap & governance: collaborate with the global CSR team to define a global roadmap, objectives and policies aligned with Shaping Music for Good Priorities (Gender equity, Diversity Equity & Inclusion, Wellbeing & talent, Planet) and manage the deployment in the Americas region.

• Coordinate Regional activities: for Believe, TuneCore, Sentric US and Nuclear Blast America in the Region, and leverage activities when relevant
• Organize Local CSR Steering Committee: facilitate the Local CSR Steering Committee and deploy CSR governance in the region.
• Budget management: propose, monitor, and consolidate the CSR & Engagement budget (direct and indirect).
• CSR targets: support the deployment and focus on CSR targets thus contributing to local and global achievement.

Reporting & Compliance: contribute to the global CSR / sustainability report by managing the local CSR reporting and ensure high quality data of the social and environmental reporting coordinating the local contributors, in the framework of the new European regulation (CSRD). 

• Activity monitoring: monitor activities and measure engagement and analyze impact results (KPIs, dashboards, analysis).
• Regulatory compliance: monitor local CSR regulations and CSR & Engagement best practices

Engagement activities for our People: develop Engagement and well-being activities in the region, working in close cooperation with local communication and local HR teams.

• Raise awareness: increase awareness of CSR & Engagement ambition and benefits for Believe, Believers and our different stakeholders.
• Employee engagement survey: coordinate the local deployment of our global engagement survey (“Your Voice”): coordinate the communication, prepare the results analysis, support and monitor the improvement action plans working with the local HR teams and managers.
• Ambassador program: facilitate and grow the network of local “ambassadors / shapers” (volunteer employees / Employee Resources Group) aligned with Shaping Music for Good priorities
• Citizenship program: drive our Volunteer/solidarity program (Shaping Together) aligned with the global set-up and local priorities, ensuring a high level of participation of our Leaders and employees and efficient coordination with local partners

DEI program and Partnerships: develop our Diversity, Equity & Inclusion program for the region aligned with the global DEI plan and ensure its local implementation in coordination with local business, communication, marketing teams and HR and Learning & Development teams.

• Global DEI plan: contribute to the definition of the global DEI plan providing local insights, benchmark and best practices.
• Regional DEI program: propose, manage and leverage partnerships and innovative actions with NGOs and external partners, in line with our global and local CSR strategy.
• Partnerships management: strengthen and/or build robust partnerships (contracts, follow-up, monitoring, budget, activities, speakerships opportunities…) in particular with our partnerships with Key Change US, Women in Music US/Canada, Gritty in Pink, Annenberg Universities, MiDIa / Be The Change study…
• Project management: ensure efficient and smooth project management of key partnerships, working in close cooperation with global CSR team, local Communication and marketing teams, and coordinating the various contributors.

 

The Job

Join our dynamic and innovative team as head of HR Information Systems! Reporting directly to our HR Operations director, you’ll be at the heart of the digital transformation of our HR processes, managing and optimizing all our HRIS tools (Workday, Smart Recruiters, Lucca, Docebo, ADP). 

 

You will play a key role in building our HRIS roadmap and strategy, with a strong focus on coordination and on our internal customer user experience.  

 

 

 

Activities:  

 

 

HRIS strategy:  

• Collect, analyze and synthetize HRIS needs to define, prioritize and implement the HRIS roadmap in coordination with central HR and local HR Teams   

• Ensure HRIS consistency 

• Lead HRIS service delivery approach, actively participating in designing, developing, and tracking the implementation of the new service model  

• Define and implement HRIS KPIs to measure tools usage and identify action plan   

 

Team leadership:  

• Manage a team of 5 people (4 experts and 1 apprentice), animate and federate teams around HRIS run and projects. 

• Organize and monitor the team’s skills development on Workday  

 

Technical expertise:  

• Serve as a subject matter expert on our HRIS (particularly Workday) and share best practices and knowledge with other team members 

 

User experience:  

• Optimize the user experience for employees’ managers and HRs, ensuring the fluidity and efficiency of HR processes. 

 

Partnerships:  

• Develop and maintain strong relationships with the business, the suppliers and our central and local HR teams 

• Ensure appropriate Trainings and animate HRIS community knowledge   

The Job

Rejoignez notre équipe dynamique des Opérations RH en tant que Responsable SIRH et jouez un rôle clé dans la conduite de nos initiatives RH à l’échelle mondiale. En tant que membre essentiel de notre équipe, vous superviserez et gérerez l’application Workday sur le module Core HR, Peakon (enquêtes d’engagement) et la sécurité.

Missions:

• Workday HCM (Core RH):
  • Analyser et comprendre la configuration actuelle
  • Collaborer étroitement avec les équipes locales pour recueillir leurs besoins et pratiques afin de s’assurer que la configuration actuelle répond à leurs attentes
  • Garantir l’adoption des meilleures pratiques dans tous nos pays
  • Travailler à l’amélioration de notre envionnement Workday sur les processus HCM (nouveaux besoins et fonctionnalités, amélioration de la configuration existante) : informations personnelles et professionnelles, organisations, référentiels, entrées et sorties, changements de poste, ruptures, etc.
  • Accompagner, assister et former les utilisateurs (RH et managers)
  • Gérer nos interfaces entre Workday et nos autres outils (ADP pour la paie, gestion des accès, etc.)
  • Support utilisateur niveau 2
  • Préparation release workday : préparer les nouvelles versions, analyser et tester les nouvelles fonctionnalités, proposer les mises en œuvre à réaliser
  • Gestion de la sécurité Workday :
    • Comprendre et documenter les différents rôles de sécurité dans Workday
    • Ajuster les rôles et les accès / créer de nouveaux rôles
    • Être un expert en sécurité et assister les autres membres de l’équipe
  • Étudier les fonctionnalités inutilisées (telles que Workday journey) et proposer des cas d’utilisation pour leur mise en œuvre
• Peakon (enquêtes d’engagement):
  • Soutenir notre équipe RSE pour lancer et suivre nos enquêtes d’engagement (Workday Peakon)
• Intégrations post-fusions, création d’entités juridiques :
  • Préparer l’intégration Workday de nouvelles entités juridiques ou d’acquisitions, avec le chef de projet PMI et les RH locales (informations à collecter, création de comptes et d’entités, effets secondaires et points d’attention)
• Selon le profil du candidat, d’autres volets fonctionnels SIRH peuvent être gérés (gestion des temps et des absences, nouveaux projets, gouvernance, etc.)

 

The Job

• Enable business and function leaders by building strong partnership with all stakeholders to deliver value-added services on people-related matters in alignment to the organisation’s mission and objectives
• Work closely with the business and function leaders and HR to facilitate change management and effective implementation of people-related policies, processes, and guidelines that directly supports business strategies
• Drive the talent management process, including managing talent acquisition, talent development in collaboration with all key stakeholders
• Support the implementation of HR projects such as compensation benchmarking, HRIS implementation, etc
• Provide day-to-day performance management guidance to people managers (e.g. coaching, counselling, career development, disciplinary actions) to manage and resolve employee relations issues
• Work closely with management and employees to enhance employee work experience, improve engagement and retention and drives organisational excellence