HR Business Partner (MA and FR) and Global People Data & Systems Lead

This is a hybrid role with two parts. You’ll be the HR Business Partner for around 50 employees in Morocco and France. You’ll also own People data, reporting and systems globally. It’s a hands-on, individual-contributor role in our global People team.

Based in Casablanca, you’ll stay close to the day-to-day running of our Moroccan business while supporting managers and employees in both countries. On the global side, you’ll own how HR uses Microsoft Dynamics 365 Finance & Operations (F&O) for core employee data. You’ll also connect that data with our skills and capability platform to give leaders real workforce insight.

Our HR operating model is still evolving and we’re building a regional HR Operations team for EMEA. You’ll help shape clearer, more consistent HR processes and bring in smarter, automated and AI-supported ways of working.

HR business partnering

• →Be the go-to HR contact for managers and employees in Morocco and France.
• →Partner with leaders on workforce planning, team structures, succession, hiring and resourcing.
• →Coach managers on performance, absence, retention, engagement and everyday people decisions.
• →Lead employee relations cases, including disciplinaries, grievances and investigations, bringing in legal support when needed.
• →Support managers through restructuring, leadership transitions, growth and other change.
• →Apply HR policies fairly and consistently, in line with local law.
• →Work with the HR Operations EMEA Lead to improve employee lifecycle processes across the region.
• →Lead local, regional and global HR projects from planning through to adoption.

Global People data and systems

• →Own core employee data in F&O. Set global data structures, standards and business rules, and keep records accurate and complete.
• →Drive the F&O roadmap. Prioritise improvements and work with our internal F&O team to configure, test and roll them out.
• →Keep data clean. Run regular audits, fix issues at the root and put controls in place so they don’t come back.
• →Govern and protect data. Maintain the HR data dictionary and work with HR, Finance, IT and Security on ownership, access and privacy.
• →Deliver reporting and insight. Build operational, tactical and strategic reports for the CPO, HR and business leaders, focused on trends, risks and recommended actions.
• →Build skills and capability intelligence. Work with our product and innovation teams to set up skills data in our capability platform, integrate it with F&O, and report on workforce capacity, strengths and gaps.
• →Manage integrations. Define and document how employee data flows between F&O and connected tools, such as Active Directory and our recruitment and recognition platforms.
• →Improve lifecycle workflows. Own the system and data design of joiner, mover, leaver and position-change processes.
• →Redesign HR processes with AI. Decide what to remove, simplify, automate or support with AI agents, then define the requirements and controls and see the change through to implementation.
• →Train and enable the HR team. Create practical guidance and regular learning on data standards, systems, reporting and new ways of working.
• →Lead global improvements. Manage a prioritised backlog of people systems and data initiatives, with clear updates on progress, risks and decisions.

• Managers get reliable, timely HR support and grow more confident handling people matters themselves.
• Employee relations cases are handled fairly, consistently and promptly.
• F&O holds complete, accurate, consistently structured people data with clear ownership and controls.
• Employee data flows reliably between F&O and connected systems.
• Leaders have trusted reporting that leads to action, including clear visibility of workforce capability and future talent needs.
• Priority HR processes are simplified or automated, and the changes are adopted and deliver measurable value.

• Strong experience as an HR Business Partner, including complex and sensitive employee relations cases.
• Expert knowledge of Moroccan and French employment law, and good judgment about when to seek specialist advice.
• Fluency in French and English.
• Hands-on experience owning HR system data, ideally in Microsoft Dynamics 365 Finance & Operations or a similar HRIS.
• Experience with data governance, data quality and people reporting, and the ability to turn data into practical insight.
• An understanding of system integrations, requirements gathering and testing.
• Experience redesigning processes, with real interest in automation and agentic AI workflows, and an awareness of privacy, controls and human oversight.
• Strong project management skills, with experience leading cross-functional initiatives from idea to adoption.
• Skill in coaching, change management and stakeholder management across countries and cultures.

You’re a hands-on HR professional who is equally comfortable handling a sensitive employee case and investigating a data discrepancy. You can bridge HR, business leaders and technical teams, turning loose needs into clear requirements and visible results. You bring structure without overcomplicating things. When AI and automation can help, you use them to rethink how the work gets done, not just to speed up the old way. You don’t wait for everything to be defined: you spot what needs fixing, bring the right people together and follow through until it works.