Human Resources

• Building trusted relationships and collaborate: establishing strong, trusted relationships with managers throughout the organisation and work alongside the People Operations team to support them across the entire People cycle, including recruitment, onboarding, performance management, development, internal mobility, and offboarding.
• Coaching and guidance: providing coaching for managers in navigating day-to-day leadership challenges and complex people issues, while also supporting them in difficult conversations, performance management, and enhancing team dynamics.
• Employee engagement and talent management: advising managers on strategies for employee engagement, motivation, and retention; while helping to identify capability gaps and future talent needs within their teams.
• Supporting organisational change and communication: assisting in team evolution and organisational changes as needed, ensuring effective communication flows between managers, the People team, and company leadership.
• Cultivating management excellence at C12: contributing to defining and scaling great management practices at C12 by helping to establish management principles and expectations, designing and continuously improving manager onboarding experiences, and developing practical tools, frameworks, and resources for managers.
• Enhancing training and development: organising and coordinating management training, coaching, and development initiatives to foster consistency and fairness in management practices across teams, while building communities of practice among managers to share insights and best practices.
• Committing to continuous improvement: gathering feedback from managers and teams to refine our People practices, creating systems, habits, and capabilities that enable effective management at scale.
• Collaborating with the Head of Operations on people matters: acting as a liaison between managers, employees, the People team, and the Head of Operations by assisting in the preparation for the performance review calibration and promotion committee, surfacing emerging people challenges and organisational risks, and providing insights on engagement, team dynamics, and retention concerns. Additionally, you will support the deployment and adoption of people initiatives while acting as a steward of C12’s culture and values across the organisation.

Senior HRBP

• Support and advise managers on all HR-related matters;
• Oversee payroll and personnel administration activities;
• Ensure the accuracy of HR data and payroll inputs;
• Lead recruitment, onboarding, and internal mobility initiatives;
• Manage individual and collective employee relations;
• Deploy and monitor learning and development plans;
• Produce and analyze HR reports and metrics;
• Lead and support HR projects.

HR Manager

• Administrative and HR management of store personnel
• Implement actions to ensure payroll accuracy and reliability
• Administrative support for HR development initiatives
• Contribute to store activities and daily operations

Store HR Administrator

• Work with managers to implement and deploy HR strategy
• Monitor skills development and internal mobility
• Serve as a central point for recruitment and onboarding
• Contribute to the implementation of Murfy’s HR policies
• Lead projects to meet HR objectives

HR Business Partner, Multi-site

• Assist L&D in deploying the skills development plan: organize individual and group training sessions
• Plan and coordinate individual and group training sessions included in the skills development plan
• Handle registrations with external training providers
• Reserve training rooms and manage necessary equipment / trainers’ requirements
• Send invitations and reminders to participants
• Monitor, obtain signatures for, send and file training agreements
• Track registrations and attendance for training sessions
• Prepare and update trainees’ training files (agreement, program, attendance sheet, invoice, evaluation)
• Enter completed trainings into the HRIS
• Monitor and evaluate training activities
• Collect and analyze participant feedback
• Ensure follow-up on training actions and individual development plans
• Participate in evaluating training effectiveness and propose improvements
• Monitor budgets in accordance with company processes (SAP)
• Update the HR, Works Council (CSE) and training budget tracking spreadsheet in Excel
• Create purchase requests and create/follow advance payment requests
• Track purchase orders and send references to suppliers
• Process invoices in SAP
• Verify consistency of information entered in SAP and in the tracking file to prepare monthly account closures and alert in case of discrepancies
• Respond to standard follow-up requests from the accounting department

HR Apprentice – Training Budget

• Creation and modeling of dashboards for the Works Council (CSE)/training committee — e.g., training forecast plans and training reports (verifying training data entry)
• Updating L&D presentations: training framework / EPP (professional performance review), etc.
• Monitoring and coordinating actions related to agreements (seniors / GEPP — workforce planning and career management)
• Launching, tracking and analyzing impact measurements for training and employee experience
• Creating/designing REFLEX sheets
• Facilitating the Onboarding program

HR Operations Specialist

• Recruitment
• Writing and posting job advertisements
• Point of contact for candidates and hiring managers
• Management of employee files
• Coordination of onboarding and offboarding
• Performance monitoring and skills development

Junior HR

• Onboarding of new hires: preparing integration, acting as the point of contact, organizing onboarding sessions.
• Employee support: answering questions, handling administrative tasks, monitoring employment law and social regulations.
• HR projects: organizing training sessions, participating in strategic projects, HR communications.
• Recruitment and campus management: participating in recruitment campaigns and attending university/career fairs.

Work-Study HR Assistant

• Manage personnel administration and payroll processes
• Prepare approximately 250 payslips
• Manage employees from onboarding to offboarding
• Draft employment contracts and manage ongoing employee records
• Process payments of statutory social contributions
• Produce HR metrics and reports
• Maintain regular contact with social agencies and external organizations
• Implement and enforce the company's payroll policy

HR Specialist

• Reporting directly to the CEO, our Group HR Manager drives the company's People strategy with a strong operational focus.
• The role is about defining and rolling out the HR roadmap in support of the organization's ambitions, while personally guaranteeing excellence of execution day-to-day: reliable processes, quality employee experience, and a consistent HR framework across our three countries (FR/UK/US).
• Leading a team of two: a People Partner covering the UK/US scope and a Recruiter. You set the priorities and grow the team in autonomy and expertise.
• Roll out and maintain a shared HR framework across the 3 countries (FR/UK/US): harmonize role definitions, leveling grids, internal policies, and formalize key processes in clear, day-to-day usable documentation.
• Implement concrete career paths: actionable evaluation criteria and readable progression trajectories.
• Foster company culture and employee engagement: design and track concrete initiatives (onboarding, feedback, team rituals, internal surveys) to strengthen cohesion in a multi-site environment.
• Own the full employee lifecycle, from onboarding to offboarding, with a high standard of quality and fluidity at every step: direct execution on the France scope, supervision and quality control on the UK and US scopes (in coordination with the HRBP).

• Déployer la stratégie, les politiques et processus RH.
• Garantir le suivi administratif de la gestion du personnel.
• Déployer le plan de formation.
• Accompagner les managers opérationnels avec conseils RH.
• Mettre en place et animer une politique de gestion des talents.
• Déployer des projets RH (enquêtes, diversité, politique RSE).
• Suivre les indicateurs/ dashboard RH.

HR Executive – CDD

• HR data production, analysis and quality
• Dashboards: From our HRIS, you will ensure data control, corrections and extraction of raw data to update our key indicators (headcount, absenteeism, turnover, etc.) while preserving historical continuity.
• Recurring reporting: You will be responsible for producing monthly and quarterly deliverables within required deadlines (internal reports and reports for the CSE, Groupe Keolis, Bordeaux Métropole, etc.).
• Regulatory deliverables: You will actively participate in preparing data for major annual events and legal obligations (Social Reports, BDESE, BSI, etc.).
• HR campaigns and studies: You will provide support for preparing and extracting the data required at key moments for the company (salary review campaigns, bonus allocations, preparation for collective bargaining (NAO), PVO calculations and processes related to employee savings plans).
• Control and validation: As guarantor of data integrity, you will perform reconciliations and regular consistency audits.
• Operational support and HRIS evolution
• User support and onboarding: You will provide first-level support and share best practices with HR teams across our current and future application ecosystem (Cegid Payroll Ultimate, Hastus, Technomédia, Talent, Acciline+, Pigment, etc.).
• Query and report management: You will create, run and optimize queries and reports on a daily basis (via the Cegid Payroll Ultimate query tool, Power BI, etc.) to respond to extraction and ad hoc analysis requests.
• Process optimization: You will propose improvements to modernize and secure our everyday tools. You will contribute to automating queries and simplifying Excel processing files to improve data reliability and efficiency.
• Project lifecycle and document management (GED): You will actively participate in business testing and user acceptance during the deployment of new features or tools. In parallel, you will contribute to creating and updating HR document templates (contracts, amendments, letters) to be merged into our systems (MyPeopleDoc/UKG, Cegid).

HR & HRIS Analyst

• Level 2 & 3 Technical Support
• Analyze and resolve complex incidents escalated from Level 1.
• Handle high-priority or specialized issues involving external vendors and development teams.
• Ensure continuous service availability through effective incident management.
• Knowledge Management
• Document solutions and best practices in the internal knowledge base.
• Track incidents, resolutions, and apply lessons learned to improve future response.
• Training & Enablement
• Deliver tailored training sessions for back-office users.
• Adapt content based on user roles and application functionality to enhance adoption.
• Coordination with Global Teams
• Supervise and assist Level 1 support teams (e.g., GBS India).
• Handle escalations effectively and maintain clear communication across support levels.
• Corrective Maintenance Projects
• Lead assigned maintenance initiatives for learning applications.
• Coordinate actions with technical and functional teams, track progress, and report outcomes.
• Support a Specific Academy
• Act as the primary contact for your assigned Academy.
• Understand user-specific needs and tailor support accordingly.
• Identify areas for improvement in tools and processes and propose enhancements.

Group Human Resources Information Systems Specialist

• Support global teams in identifying processes that can be optimized
• Collaborate with stakeholders across multiple geographies to design and develop solutions
• Work closely with relevant stakeholders to ensure alignment and coordination
• Participate in projects aimed at making our business more sustainable day to day
• Work with a core team while taking significant responsibility to complete tasks independently

Graduate Program 2026 – Human Resources

• Être le pilier opérationnel qui permet à l'expérience collaborateur d'être fluide, humaine.
• Gérer l’administration du personnel de A à Z sur ton périmètre (contrats, avenants, vie du collaborateur).
• Être le lien indispensable avec le service paie pour que tout soit fluide (rémunération, changements de statut).
• Piloter nos outils de suivi (SIRH Lucca, dashboards, registres) pour transformer la donnée en visibilité pour l'équipe.
• En lien avec la Direction RH, devenir le/la référent(e) sur les sujets Santé, Sécurité et Qualité de Vie au Travail (DUERP, Papripact).
• Participer aux sujets de développement RH au sein du pôle (plans de carrière, transparence salariale, formation) pour construire le Zenika de demain.

Chargé RH – HR Ops

• Act as a strategic sparring partner to Directors and VPs on organizational, talent, and performance topics
• Support organizational design and operating model evolution
• Drive workforce planning aligned with business priorities and budget
• Lead talent reviews, succession planning, and identification of key talent
• Advise managers on performance management and complex HR situations
• Monitor engagement and support action plans to improve team health
• Support change management initiatives and help teams navigate organizational transformations
• Ensure strong governance of compensation and people processes
• Contribute to HR frameworks (job architecture, career paths, skills)

Senior HR Business Partner

• Full ownership of HR operations in France across the entire employee lifecycle
• Acting as first point of contact for employment law, labor relations, and works council (WoCo) matters
• Managing hiring, onboarding, disciplinary actions, and terminations in full compliance with French labor law
• Ensuring payroll accuracy and coordination with external payroll providers
• Maintaining high data accuracy across HR systems (SAP or similar)
• Monitoring changes in local labor legislation and enforcing compliance
• Operating confidently within an international matrix organization
• Representing the company’s interests first, including making firm and sometimes unpopular decisions when required

Human Resources Generalist

• Ensure day-to-day management of the Human Resources function: preparing declarations to social authorities, drafting employment contracts, administrative follow-up of personnel files (contracts, leave), and updating administrative and social procedures.
• Provide support to the whole HR team and report to the Head of Administration.

24-month Apprenticeship – HR Administrative Coordinator

• Employee relations: prepare the monthly local employee relations meeting and participate in initiatives related to psychosocial risks and employee health.
• Recruitment/internal mobility: monitor the recruitment process and conduct recruitment interviews jointly with managers.
• Personnel administration: contribute to personnel administration by serving as the interface with payroll, external contacts and employees; oversee internship administration; participate in the recruitment and follow-up of apprentices and work-study trainees; implement diversity initiatives.
• Occupational health: monitor medical examinations and follow up on the implementation of medical recommendations.
• Training: contribute to the development of the training plan and manage the administrative and budgetary aspects of training activities using the dedicated tool.

HR Representative – M/F

• Lead end-to-end recruitment for our restaurants, from gathering hiring needs to onboarding new colleagues.
• Manage and develop a team of Recruiters.
• Optimize our sourcing, selection and candidate assessment methods.
• Build and maintain talent pools to support our rapid growth.
• Structure and oversee school relations, apprenticeship and internship programs.
• Ensure a Cajun candidate experience: fast, smooth and impactful.
• Run annual performance cycles and professional development interviews.
• Co-facilitate talent reviews and career committees.
• Help identify tomorrow’s high-potential employees and co-design our talent mapping.
• Analyze retention and talent progression data to guide actions.
• Actively contribute to the deployment of our employer brand strategy.
• Design innovative initiatives to strengthen the attractiveness of Popeyes France.
• Work closely with communications and marketing teams.
• Promote our Cajun culture, energy and joie de vivre.
• Oversee administration of our Core HR system PeopleSpheres (onboarding, employee self-service).
• Supervise our ATS Teamtailor and optimize its use.
• Ensure the quality, reliability and confidentiality of HR data.
• Train and support internal users.
• Improve our tools and processes to gain efficiency.

See all jobs on JobTailor

Senior HRBP

HR Manager

Store HR Administrator

HR Business Partner, Multi-site

HR Apprentice – Training Budget

HR Operations Specialist

Junior HR

Work-Study HR Assistant

HR Specialist

HR Manager

HR Executive – CDD

HR & HRIS Analyst

Group Human Resources Information Systems Specialist

Graduate Program 2026 – Human Resources

Chargé RH – HR Ops

Senior HR Business Partner

Human Resources Generalist

24-month Apprenticeship – HR Administrative Coordinator

HR Representative – M/F

HR Development Manager