Your Mission

As Head of People Partners, you lead the People Partners function and through it, the quality of HR advisory delivered to our business units across all geographies. You are the primary interface between the HRBP team and the SVP People, the decision-maker on cross-perimeter and sensitive HR topics, and the person who ensures that every people decision is grounded in both business reality and consistent people principles.

You help translate business priorities into human capital strategies while ensuring your team of senior HRBPs is well-equipped, well-aligned, and operationally sharp. You maintain workforce cost discipline, and lead or oversee large-scale transformation projects when they arise.

Your responsibilities

People leadership & cross-functional alignment

Participate in the People Leadership team and contribute to collective decision-making on HR strategy

Ensure alignment with the Head of Talent, Culture & Performance and Head of People Ops, Data & Systems, serve as the escalation point for any cross-perimeter topic requiring arbitration

Team management & capability building

Manage the HRBPs: objectives, development, performance reviews, 1:1s,

Identify and address capability gaps within the team; facilitates upskilling on thematic areas (C&B, talent, learning, AI-driven HR practices)

Ensure project delivery roadmap of the team, providing structure, prioritisation and follow-through

In time, may manage a perimeter directly, either temporarily (replacement) or permanently (organisation need)

HR policy coherence & governance

Involved in designing all new or revised HR policies before deployment to the business, arbitrate cross-perimeter topics where HRBP alignment is required

Supervise departures in terms of framework and financial impact

Hold final decision authority on off-grid compensation and pay equity cases, in alignment with the Head of Talent

Restructuring & transformation

Lead or closely involved in large-scale restructuring projects (M&A, internationalisation, organisational redesign)

Coordinate with the Labour Law specialist on social dialogue and legal risk exposure

Ensure organisational design decisions are documented and consistent across projects

Workforce cost & headcount management

Accountable for staff plan materialisation across all perimeters: design, tracking, and delivery

Serve as the direct interface with FP&A on headcount and personnel cost monitoring; ensure ongoing reporting reliability

Your qualifications

You are a senior HR generalist — 10 to 15 years in, with enough breadth to cover the full spectrum and enough depth to handle the hard cases. You have personally driven performance management cycles, departures, and restructuring projects — not just advised on them. You have worked across geographies, operated daily in English, and navigated complex labour law contexts without needing a specialist for every question.

Beyond the experience, here is what will make you stand out:

You are financially literate : headcount costs, FP&A interfaces, and staff plan tracking are part of your day-to-day, not a stretch

You think in systems : you build policies and frameworks that hold across cases, not just solve the issue in front of you

You influence senior leaders without relying on authority, through rigour, relationship, and well-framed recommendations

You manage with clarity, your team knows what is expected, where they stand, and how to grow

You have a strong command of French labour law to engage credibly on social dialogue, departures, and restructurings

You are fluent in written and spoken English; this is non-negotiable given the international scope

What we have to offer

Hybrid: 2 days at the office

4 additional weeks on top of legal maternity/paternity leaves

50% healthcare coverage (Alan)

Financial support for home office equipment

Minimum 25 days holiday per year

Local meal plan policy (Swile card)

50% transportation paid (Forfait Mobilité Durable)

Relocation package and visa support

Free unlimited carpooling & bus rides

Personal growth via trainings, mentorship, and internal mobility opportunities

Employee Stock ownership plan

Regular team building events

1 day off per year to test our product

Interested in joining the ride?

Here's what your hiring journey will look like.

A 30-min video-call with our Talent Acquisition Manager to get to know you, understand your career expectations and answer your questions

A 60-min video-call with Frederic Dieulle, Senior VP People, to discuss the role in more depth

A fully remote exercise to evaluate your hard skills, followed by a 90-min video-call with several people stakeholders

A 45-min video-call with a business stakeholder for vision fit and rounding off the process

Usually, our hiring process lasts on average 20-25 days, offers usually come within 48 hours.

BlaBlaCar is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.