Senior Organizational Developement Partner (d/f/m)
hace 4 días
Madrid
Founded by serial entrepreneurs Rico Andersen and Martin Hegelund, Shine is a leading European fintech unicorn on a mission to restore the joy of running a business, by ending wasted time on financial admin. Shine offers a connected solution for invoicing, accounting, payroll, business accounts, payments, and financing, meaning business owners can focus their energy on growing a healthy business, not held back by manual admin. Today we're part of Cegid, a European leader in cloud software for finance and accounting. Together we're building Europe's leading financial copilot for small businesses and their accountants. Shine already supports more than 400,000 small businesses. As part of Cegid, we now reach over one million small businesses and 15,000 accountants across Europe. We're a multicultural team working from France, Germany, Denmark and the Netherlands, contributing to a wider European network that spans Spain, Portugal. Just as we respect our customers' time, we respect yours. Your experience with Shine and Cegid should feel simple, transparent and genuinely supportive. If this sounds like somewhere you want to grow, we'd love to hear from you. This is a high-impact Senior IC position within the People function, reporting directly to the Chief People Officer. You will be the single owner of organizational development at Shine, shaping and delivering the programs that make us a high-performing, resilient organization: leadership development, talent strategy and succession planning, learning, engagement and transformation. You work closely with the Chief People Officer, business leaders and People Business Partners to build the capabilities, leaders and culture Shine needs to scale, while keeping processes simple, fair and measurable. With no dedicated team around you, you bring a hands‑on, build-it‑yourself mindset and know when to bring in partners, platforms and expertise to extend your reach. • Define and drive Shine’s talent strategy, translating business priorities into clear priorities for how we identify, develop, grow and retain the talent we need to scale across Europe., • Enable the end-to-end talent cycle (performance reviews, calibration, talent reviews and promotion rounds) in close collaboration with the Performance team in the CEO Office and the People Business Partners, equipping leaders to run it well and ensuring consistency, fairness and on-time delivery., • Build and maintain succession plans and talent pipelines for critical roles, working with business leaders, People Business Partners and the Performance team to identify high-potential employees and key-person risks., • Design and evolve career frameworks, job architecture and skills models that give employees clear growth paths and managers a shared language for development, partnering with the Learning & Development team to link skills gaps and career paths to targeted development offers., • Own the engagement measurement cycle (annual survey, pulse surveys and onboarding and exit feedback), including survey design, timing, communication and response-rate targets., • Analyze results by country, function, tenure and manager population to pinpoint the key drivers of engagement and attrition risk, • Turn insights into prioritized action plans with leaders and People Business Partners, and follow up so actions are completed and their impact is visible in the next survey., • Strengthen culture, retention and internal mobility by tracking indicators such as regretted attrition, internal moves and early-tenure drop-off over time., • Maintain strong data integrity in our HRIS and survey tools to enable reliable, automated engagement and retention reporting., • Leverage modern AI and workflow automation tools to speed up survey analysis and reporting, strictly within official company governance and corporate data privacy (GDPR) frameworks, including anonymity thresholds for small teams., • Support organizational design, team set-ups and ensuring changes are clear, fair and well communicated., • Lead change management for people-related transformation initiatives, including stakeholder mapping, communication and adoption plans., • Help leaders and teams navigate change, building the processes, habits and ways of working that make the new organization stick. This role can be based in Porto, Madrid or Berlin. We operate a hybrid model with three days per week in the office and two days remote. Some travel within Europe will be required. • You have extensive experience in organizational development, talent management or people development, ideally in a scale-up, fintech or software environment with multi-country teams., • You have hands-on experience designing and delivering leadership development and talent processes such as performance, calibration and succession, and improving them over time., • You have led or actively contributed to organizational change or transformation, such as integrations, restructurings or scaling phases, and know how to bring people along., • You are comfortable being a team of one: you prioritize ruthlessly across a broad scope, deliver end to end, and use external partners, tools and automation to scale your impact., • You are highly numbers-driven: you use people analytics, engagement data and talent metrics to diagnose problems, prioritize your work and make the case for change., • You are confident working with senior stakeholders, including the executive team, and can deliver assertive, data-backed pushback to keep talent decisions fair, consistent and aligned to our standards., • You combine a high-drive, fast-execution style with real respect for data compliance, corporate governance and GDPR, especially when handling sensitive employee information., • You are fluent in English; additional European languages (French, German, Danish, Dutch, Spanish or Portuguese) are a strong advantage., • You are comfortable operating in a growing, integrating organization where processes are still being shaped, and you enjoy building rather than just maintaining. We follow the principle of equal treatment to consider all job applicants and do not discriminate based on their gender, sexual orientation, color, racial or ethnic origin, religion, disability, etc. as per applicable law. • A 30' first call with Isabella (Talent Acquisition) to get to know you better and share more about Shine., • A 45' interview with SVP People to discuss your past experiences and the role we are offering., • A 45' business case presentation to highlight your skills and give you a hands‑on feel for the role., • A 30' team introduction, followed by a soft skills interview to see how we can best support your growth at Shine. #J-18808-Ljbffr
