HR Director

TENACY; Lyon; Sur place; EUR 70 000 - 110 000; Plein temps

Résumé du poste

TENACY in Lyon is seeking an experienced HR leader to shape and run the talent function, aligning culture and people strategy with rapid growth. You will own end-to-end hiring, onboarding design, and performance development cycles, partnering with the CEO and leadership to scale the organization.

You should be fluent in English and French, with deep knowledge of French employment law and CSE relations, and a track record of coaching managers in a tech environment.

Qualifications

• Led HR in a SaaS or tech scale-up.
• Coaches managers to strengthen leadership.
• Fluent in English and French (written and spoken).
• Knowledge of French employment law and CSE relations.
• Able to simplify processes, leverage AI/tools to reduce manual work.

Responsabilités

• Own hiring end-to-end for key roles and build pipelines.
• Design onboarding to set new hires up for success.
• Help managers with goal-setting, feedback and development conversations.
• Manage the performance cycle to develop people.

Connaissances

Leadership

Coaching managers

Bilingual EN/FR

Communication

SaaS/tech scale-up experience

People management

Strategic planning

Outils

Payfit

Description du poste

Why this role exists

We believe that HR creates value by building great managers and useful talent processes. Not by writing policy or managing admin. Those things matter, payroll needs to work, employment law needs to be sound, but they're the foundation, not the point.

The point is: can we hire great people? Can we help them do their best work? Can we develop our managers so they lead well? Can we align people around a culture that makes the collective stronger than the sum of the individuals? This is a role for someone who wants to shape an organisation, not just administer one.

What you'll do

Lead the talent function

• Own hiring end-to-end for key roles. Build pipelining. Make sure we're bringing in the right people to help us scale.

• Design our onboarding so people start strong and know what success looks like.

• Help managers get better at goal-setting, feedback and development conversations.

• Manage our performance cycle, not to rate people, but to develop them.

Be a sparring partner to the CEO and leadership

• Challenge how we're organised. Raise flags early on people decisions. Help the team think through tough calls.

• Work with the CEO and leaders on culture. Be honest about what's working and what isn't.

• Build an organisation around ou being exigeant but also being fair, including a strong culture of feedback

Drive engagement and clarity

• Own the engagement survey cycle and translate results into action plans with real owners and deadlines.

• Make sure people know what's expected of them and where they stand.

• Build a recognition rhythm so people hear they're doing good work.

• Keep all-hands and internal communication structured and honest.

Run the HR machine

• Payroll, benefits, contracts, French employment law - make these work reliably and invisibly.

• Manage CSE relations.

• Build and maintain HR processes (but don’t become a bureaucrat).

• Work with Payfit and whoever else we use to keep things simple.

Build the team and roadmap

• Build a roadmap with clear KPIs as well as 3, 6 and 12-month focuses.

• Ensure it is aligned with business and talent priorities

You’re an experienced HR leader who combines strong HR fundamentals with real business judgment.

• Built or led HR in a SaaS or tech scale-up. You know what early-stage chaos looks like.

• Proven ability to coach managers and help them get better at leading.

• Comfortable with French employment law (ideally Syntech) and CSE relations.

• Able to have hard conversations with senior people. You have backbone and empathy.

• Instinctively simplify processes instead of adding to them. You think about using AI and tools to reduce manual work.

• Communicate directly, clearly, without corporate jargon. People know what you mean.

• Fluent in English and French, written and spoken.

• Any experience in organisational changes, re-orgs or M&A is an advantage

You don't need to tick every box. But you need to believe that great HR can actually change how an organisation performs. And you need to be willing to tell us when we're not doing it right.