Job Description

Led by Rodolphe Saadé, the CMA CGM Group, a global leader in shipping and logistics, serves more than 420 ports around the world on five continents. With its subsidiary CEVA Logistics, a world leader in logistics, and its air freight division CMA CGM AIR CARGO, the CMA CGM Group is continually innovating to offer its customers a complete and increasingly efficient range of new shipping, land, air and logistics solutions.

Committed to the energy transition in shipping, and a pioneer in the use of alternative fuels, the CMA CGM Group has set a target to become Net Zero Carbon by 2050.

Through the CMA CGM Foundation, the Group acts in humanitarian crises that require an emergency response by mobilizing the Group’s shipping and logistics expertise to bring humanitarian supplies around the world.

Present in 160 countries through its network of more than 400 offices and 750 warehouses, the Group employs more than 155,000 people worldwide, including 4,000 in Marseilles where its head office is located.

THE ROLE :

The Group HR Controlling and People Analytics Manager is responsible for steering HR data governance, leading consolidated workforce analytics, and ensuring accurate HR cost controlling across all SBUs. The role is essential in delivering strategic HR insights to senior leadership, enhancing data quality and reporting standards, and supporting global workforce planning and budgeting activities.

You will work closely with Global and Regional HR teams, HRIS, Finance, Transformation, and Data functions to consolidate HR metrics, ensure compliance with internal and external reporting requirements, and provide data‑driven recommendations that inform decision‑making.

Additionally, this role plays a strategic part in coordinating and guiding Controlling Teams across all SBUs to ensure robust process execution and consistent data consolidation.

WHAT WILL YOU DO?

1 HR Controlling and Budget Management

• Oversee HR cost planning, budgeting, and forecasting processes in collaboration with Finance, SBU and Regional HR teams.

• Track and analyse headcount, staff costs and variances to ensure alignment with global objectives and identifying opportunities for optimization.

• Monitor and report on headcount, FTE development, labor cost per FTE, and other key cost drivers at Group level.

• Collaborate with SBU HR teams to ensure consistency and accuracy in budget submissions and financial reporting.

• Drive the necessary evolutions and features with the Workforce Planning system (Workday Adaptive Planning).

2 Data Analytics & Reporting

• Develop and implement comprehensive HR data analytics frameworks to deliver actionable insights for senior leadership and business stakeholders.

• Oversee the collection, analysis, and interpretation of HR data, ensuring data integrity and adherence to regulatory standards and timelines.

• Design, standardize, and maintain dashboards and key performance indicators (KPIs) to monitor workforce trends, turnover, hiring metrics, internal mobility, diversity, and other critical HR metrics.

• Create and deliver accurate, timely, and insightful HR reports, including regular and ad-hoc analyses, to support strategic initiatives such as workforce planning, diversity, equity, and inclusion, and talent management.

3 HR Data Management & Governance

• Drive ongoing improvements in HR controlling processes, leveraging technology and automation to enhance efficiency and streamline workflows.

• Ensure high data quality, consistency, and integrity across all global HR systems.

• Develop and maintain global standards for data governance, ensuring compliance with data privacy and security regulations.

• Drive improvements in HR data architecture, structures, and reporting processes to optimize performance and scalability.

• Collaborate closely with HRIS teams towards continuous enhancement of processes and systems.

4 Project Management & Stakeholders Collaboration

• Build strong relationships with internal stakeholders, including HR, Finance, Data, Transformation teams, to ensure alignment and support for HR data initiatives.

• Support global HR transformation and digitalization initiatives, focusing on data and analytics enhancements.

• Collaborate with SBU/Regional HR controllers and analysts to ensure consistency and alignment with global standards and practices.

• Serve as the primary point of contact for internal audits, external reporting, and compliance-related inquiries pertaining to HR data.

WHO ARE WE LOOKING FOR ?

Education & Qualifications:

▪ Bachelor’s or master’s degree in business administration, Finance, Human Resources, Data Science, or a related field.

Experience :

▪ >10 of experience in HR controlling, HR analytics, or a similar data-focused HR role within an international organization.

▪ Strong experience with HRIS systems (e.g., SAP SuccessFactors, Workday Adaptive Planning) and reporting tools (e.g., Qlik, Power BI).

▪ Solid understanding of financial principles, HR processes, and global workforce planning.

▪ Experience in a complex environment (M&A)

▪ Stakeholder management

Specialist Knowledge & Skills:

▪ Proficiency in Excel, database management, and data visualization tools.

▪ Understanding of data governance, GDPR, and global HR data compliance requirements.

▪ Ability to work with complex datasets and drive actionable insights from data.

▪ Experience in process improvement and automation is a plus

▪ Proficient in French and English

Interpersonal & Communication Skills:

▪ Strong analytical and conceptual thinking skills.

▪ High attention to detail and commitment to data accuracy.

▪ Excellent communication and stakeholder management skills.

▪ Comfortable working in a fast-paced, matrixed, and multicultural environment.

▪ Proactive, solution-oriented, and able to work independently.

▪ Functional Management.

Please ensure you are familiar with the CMA CGM Corporate Internal Mobility guidelines