Head of Global Rewards & HRIS
1 day ago
Paris
Who We Are Solo, the game‑changer in B2B event textiles and hard goods! Our Group consists of 3 companies recently merged. At Solo, we don’t just make textiles and hard goods, we craft experiences that leave a lasting impression. As the French leader in promotional apparel and branded merchandise, our internationally recognized group brings together five bold brands pushing the boundaries of customization. All our products are designed to be personalized, and we also offer in‑house customization services. Blank or printed, our clients choose. 🎯 Our mission? To provide companies of all kinds with innovative, stylish, and ultra‑reliable visual communication solutions. From the creative brief to final delivery, every step is expertly managed to guarantee uncompromising premium quality. 🌱 And because visual impact shouldn’t come at the expense of environmental impact, Solo is deeply committed to an ambitious CSR approach: responsible material sourcing, long‑term partnerships, and concrete actions to reduce our carbon footprint. 🤝 Our clients? Resellers in France, international distributors, screen printers, print shops… demanding partners who trust us to elevate their projects. 🌍 With a presence in more than 100 countries, thanks to our subsidiaries and exclusive partners, we combine local proximity with global reach. At Solo, exceptional service isn’t a bonus, it’s our DNA. Role Purpose Lead and govern the global Total Rewards strategy and HRIS architecture for the 3 companies of our group to ensure scalable, data‑driven, and harmonized people operations across all countries. Drive global transformation of rewards and HR systems, ensuring scalability, adoption, and alignment with business strategy. Act as the final decision‑maker for compensation frameworks and HRIS standards, while enabling local adaptation where relevant. Key Responsibilities 1. Global Total Rewards Strategy • Define and maintain the global compensation philosophy and pay positioning., • Design and govern global salary bands, job grading, and levelling frameworks; lead the deployment of a global job architecture using a market provider (AON, WTW, Mercer…)., • Lead annual merit, bonus (STI), and long‑term incentive (LTI) cycles., • Conduct international market benchmarking (Europe / APAC)., • Ensure pay equity and compliance with local regulations; lead the pay equity compliance program (including EC requirements)., • Understanding equity programs, • Design and govern executive compensation frameworks., • Drive progressive harmonization of compensation practices across post‑M&A, multi‑brand, and multi‑country environments. 2. HRIS & People Systems Governance • Lead and govern global HRIS policies and digital HR architecture in partnership with HR Directors., • Oversee implementation and optimization of HCM platforms (Workday, SuccessFactors), including Core HCM, Performance, TA, and Compensation modules., • Ensure data integrity, GDPR compliance, and reporting accuracy., • Manage integrations with payroll and finance systems in collaboration with local HR teams., • Automate reward cycles and approval workflows., • Deliver workforce analytics dashboards (headcount, comp ratio, retention, cost trends)., • Define and lead the global adoption strategy (change management, training, communication) to ensure system and process uptake across all countries. 3. Financial & Strategic Impact • Control the global people cost envelope (salary, bonus, equity, benefits)., • Model compensation scenarios (growth, restructuring, M&A)., • Support workforce planning and budgeting cycles., • Lead post‑merger harmonization of rewards and HR systems., • Challenge business leaders on compensation decisions to ensure governance, equity, and cost discipline. Core Processes Owned • Global job architecture & grading governance., • Annual compensation review cycle., • Incentive plan design & payout governance., • Benefits strategy and renewals., • HR data governance & reporting., • Global mobility and expatriate compensation (if applicable)., • HRIS adoption, change management, and release governance. Key Performance Indicators (KPIs) • People cost as % of revenue., • Pay equity indicators., • Comp ratio / band compliance., • Reward cycle execution timeline & accuracy., • HRIS data accuracy and integrity rates., • Adoption and usage rate of HR systems and processes., • Automation rate of HR processes., • Retention of critical talent. Additional informations: • 4 to 5 trips per year to business units should be expected (Europe scope)., • Position open in Paris or in the Netherlands. Who You Are Profile & Experience • 10–15+ years in Global Compensation & Benefits and/or HRIS leadership roles., • Proven experience in transformation environments (Private Equity, scale‑up, M&A)., • Strong financial modelling capability., • Experience in international / multi‑entity environments., • Deep understanding of labor law & tax implications (Europe + other regions)., • Expertise in job architecture and grading frameworks., • Strong executive presence and board exposure., • Ability to influence without formal authority and to challenge senior leaders constructively., • Full professional fluency in French and English (mandatory). Soft Skills • Strategic thinking and long‑term vision., • High analytical rigor and data‑driven decision‑making., • Political agility and stakeholder management., • Ability to simplify complexity and communicate clearly at executive level., • Resilience and adaptability in fast‑changing environments., • Strong ethical judgment and commitment to equity and compliance., • Cross‑functional leadership and collaborative mindset. The Recruitment Process A clear, fast, and human‑centered process, because we know your time is valuable. Step 1: A phone call with HR to understand your motivations, check your availability, discuss salary expectations, and validate key points. Step 2: An in‑person interview (or video call if needed) with HR + your future manager (N+1) to explore your background, skills, and personality… and to present Solo and the role in more detail. Step 3: A meeting with investors Step 4: A meeting with the N+2 to give you an additional perspective on the group and the role, and to confirm the alignment between your profile and the team. And that’s it! At Solo, we prefer genuine conversations over interview marathons. We commit to giving you clear and timely feedback, whatever the outcome. Because at Solo, respect starts at recruitment. What We Offer • A profit‑sharing agreement, • Balanced working hours: Monday to Thursday 9am–6pm, Friday 9am–5pm: no late nights at Solo, • A remote‑work agreement, • 3 additional Solo days off, on top of paid vacation, • No mandatory paid leave as we stay open all year, • Digital Swile meal vouchers, 50% covered, • Health insurance, 50% covered What Makes the Solo Experience Unique • A lively company culture: sports classes, afterworks, a book club… and always new ideas to try, • A true culture of initiative: have a project you care about? Let’s talk about it, • The energy of a start‑up with the stability of a group, • Modern, bright, newly renovated offices, • A central location in the vibrant Sentier district, right in the heart of Paris At Solo, we believe in the power of collective intelligence, creative boldness, and operational excellence. If these values resonate with you, you’re in the right place. Ready for a new challenge in a group that combines kindness, ambition, and performance? We’re waiting for you. We value diversity in all its forms and believe the best ideas emerge from diverse teams. We can’t wait to meet you. See you soon at Solo! ☀
