VP People

Epackpro; France; On-site; EUR 110,000 - 150,000; Full time

Job summary

CHR Group is seeking a senior HR leader to own the employee lifecycle and day-to-day People delivery across the group. You will build and lead the People team, embed acquisitions into the business and establish reliable HR operations.

You will drive post-acquisition integration, balancing group-wide consistency with local requirements, and translate business strategy into people priorities supported by data and insights.

Qualifications

• Senior HR leadership experience with a track record of scaling or integrating organisations.
• Experience leading post-acquisition integration and building shared operating models.
• International scope: balancing group-wide consistency with local requirements.

Responsibilities

• Build and lead the People team across the group.
• Own the employee lifecycle and performance processes from onboarding to exit.
• Embed acquisitions into the business and align HR operations with the Group.
• Strengthen HR operations and reporting through standardised processes and metrics.

Skills

People management

Cross-country collaboration

Data-driven decisions

Change management

Stakeholder management

Job description

About CHR Group

CHR Group brings together technology solutions for restaurants, hospitality and foodservice businesses. We help operators simplify daily operations, manage compliance and improve business performance.

Our four complementary brands — ePackPro, Andy, Adoria and Rmoni — cover food safety, multi-site operations, procurement and connected monitoring.

With the acquisitions of Andy and Rmoni and PSG Equity joining Verto as an investor, the group is entering its next phase of international expansion.

The People challenge is to build an organisation that can scale with the business. This means bringing together teams across companies and countries, establishing shared ways of working and supporting a shift in culture and management practices. We need to strengthen the HR foundations while preparing for further acquisitions.

The role

Reporting directly to the Chief People Officer (CPO), you will own the employee lifecycle and day-to-day People delivery globally.

Your mandate is to build and lead the People team, establish reliable HR operations and embed acquired businesses into the group’s operating model. This requires strong management, sound judgement and the willingness to get directly involved.

The Chief People Officer leads the Centre of Excellence and integration programmes. You will translate that work into effective day-to-day practices across the organisation.

What you will own

Build and lead the People team

• Lead a target team of five, completing any outstanding hires when you join.

• Establish HR coverage across teams and countries, aligned with the Talent Acquisition structure.

• Set clear responsibilities, priorities and expectations. Hold the team accountable for delivery.

Own the employee lifecycle and performance processes

• Take ownership of the employee journey, from onboarding to exit.

• Ensure managers and employees have effective, accessible People support.

• Implement and run performance management cycles.

• Help managers translate cultural change into everyday decisions and behaviours.

Embed acquisitions into the business

• Implement the HR operating model in partnership with the Chief People Officer.

• Bring acquired businesses into the group’s ongoing People operations.

• Build a repeatable approach for future acquisitions, accommodating local requirements.

• Own the transition from integration programmes to business-as-usual delivery.

Strengthen HR operations and reporting

• Work with the HR Operations Director to establish consistent, reliable processes.

• Drive compliance improvements with the Centre of Excellence’s specialist support.

• Define the People metrics and reporting the business needs.

• Work with data specialists to obtain reliable analysis and turn it into decisions.

What you bring

You have held senior HR leadership responsibilities and made a direct contribution to scaling, transforming or integrating a business.

• Strong people management: you can hire, organise and develop a team, set clear expectations and address performance.

• Experience building: you have established processes and practices where little structure existed.

• Post-acquisition integration: you know how to bring teams together and make a shared operating model work.

• International scope: you can balance group-wide consistency with local requirements.

• Business and data judgement: you connect People priorities to business needs and use evidence to make decisions.

• Hands-on leadership: you take ownership, make decisions, remove obstacles and follow through.