Objective

• Capture business requirements on the PDE topics (diversity and inclusion, well-being, onboarding, learning, skills and career development, performance, talent and succession management).
• Co-create strategies and solutions to support the business strategies.
• Launch, promote and maintain PDE processes.
• Facilitate the technical enablement with the counterparts.

Activity

• Build employee experience pathways throughout the employee life cycle, supporting GBLs' decision making.
• Define fast and agile best-in-class Paytech HR processes and ensure consistency across GBLs.
• Support the Country HR Operations for implementation.
• Steer GBL and Country COEs inc. leadership of network of practice, securing their expertise skills, consolidate data at Group level, end-to-end operational management of Group programs.

• Contribute to a state of the art reporting landscape and provide reports to the stakeholders.
• Setup a communication plan and coordinate the activities to deliver according to the plan.
• Coordinate transversal internal activities :e.g.,budgeting, audit.
• Liaise with counterparts to ensure technical enablement of the processes in scope.

• Create a sense of belonging where everyone is valued, respected for their own unique identity.
• Influence the organisation to commit to initiatives which will create long-term value for organisations.
• Support all dimensions of diversity and contribute to providing a secure working environment entailing the promotion off air and ethical behaviours within our workforce.

• Contribute, promote and stimulate to providing a considerate and caring working environment.
• Run the annual satisfaction survey and advise on company-wide improvement initiatives.

• Create a global New Joiner journey.
• Equip new joiners, HR and managers with the onboarding materials.
• Work with other stakeholders responsible for the journey (IT, Talent Acquisition).

• Develop learning and development strategies and solutions supporting the business goals.
• Implement tailored learning pathways.
• Leverage the digital tools used to create flexible and innovative learning programs.
• Maintain budgets and relationships with vendors and consultants.
• Assess the learning experience to provide continuous improvement.
• Promote learning opportunities provided by the organisation.

• Support skills and capabilities development by offering a learning portfolio aligned to our industry and business strategy and based on strategic workforce management input.

• Create a high-performance culture for both the individuals and the team leveraging and continuously improving the Performance management process.
• Champion the culture of feedback through processes, technology and communication.
• Grow talents and experts through dedicated development initiatives.
• Ensure a solid succession plan for all critical positions by identifying potential gaps.