Job Description

Organization: Group HR department

Reporting line : Group HRIS Director

At Nexans, we're rebuilding how we see our people data. In 2024 we launched the HR Data Factory - a new analytics foundation on SAP Analytics Cloud and Datasphere that replaces our legacy reporting tool and feeds everything from Business Reviews to CSRD disclosures with reconciled, employee-level data on a monthly cadence, connected with our global HRIS platform ( SAP Success Factors).

The foundations are in place. Now we're looking for someone to take it to the next level: own the social reporting chain end-to-end, partner with our statutory auditors on social audits, professionalize data ownership across the international HR community, and bring AI into the reporting cycle to make it faster, leaner and more insightful.

If you like to simplify ecosystems rather than add to them, this is your role.

Purpose :

• Provide the HR community and the business with value-added HR figures, KPIs and analytics that support the deployment and execution of the Group HR strategy. This includes ongoing monitoring of the quality and consistency of Nexans workforce and HR data, in close coordination with the Employee Lifecycle stream leaders & data owners
• Own end-to-end social reporting for the Group: regulatory, statutory and sustainability reporting, including CSRD (ESRS S1 "Own workforce" and related social disclosures), the Group social registration document, and any HR data requested by official bodies (Newco, extra-financial rating agencies, statutory auditors / Commissaires aux Comptes, works councils)
• Drive the design, reliability and continuous improvement of the Group's HR data ecosystem with a strong focus on automation, scalability and the integration of AI / GenAI to reduce manual effort and accelerate insight delivery
• Simplify the HR data ecosystem: rationalize the stack, reduce overlap between EC, SAC, Datasphere, Workiva and country tools, and keep the architecture lean as it evolves

Areas of responsibilities :

Group social reporting and regulatory disclosures :

• Design and deliver the Group social reports consistent with Group policy, external auditor recommendations and applicable regulation (CSRD/ESRS S1, URD social chapter, country-level statutory reporting)
• Own the relationship with statutory auditors (CAC) on the social audit scope: prepare audit files, reconcile data, document methodology, address findings and drive remediation together with relevant HR teams
• Act as single point of contact for the ESG Team on requests from extra-financial rating agencies or ESG analysts on HR / social data
• Define, document, explain and harmonize HR KPI definitions across the full Group perimeter; maintain the social reporting data dictionary
• Create the conditions for high HR data quality and accuracy, and for actual adoption by local HR users: clear KPI definitions, lightweight documentation, training that sticks, and active community management

HR data consolidation and dashboards :

• Run campaigns of HR data / indicators consolidation at Group level, ensure smooth production of recurring reports and monitor consistency of HR data in dashboards designed for the users who consume them (HR BG/BU, European Works Council, etc.) - intuitive, self-explanatory, no data background required
• Ensure consistency between HR data and Industrial reporting; coordinate reconciliation exercises with Industry departments
• Continuously simplify and accelerate the reporting cycle (procedures, calendar, automation).
• Own all recurring annual reports on the social scope

HR data ecosystem (SuccessFactors EC, SAC, Datasphere) :

• Own HR data modelling for social reporting in HR Data Factory (SAC/DS): define source-to-target mappings from Employee Central (and other source systems) into HRDF, ensure semantic consistency, versioning and historization
• Design, build and maintain SAC stories and dashboards; set the UX standards for the People Analytics product line, with a strong bias toward simplicity and self-service.
• Partner with EC lead to ensure configuration remains consistent with Group social reporting requirements, Group policy, legal / regulatory requirements and HR KPI definitions
• Define test scenarios and orchestrate test phases with all stakeholders (countries, consultants, corporate HRIS team, IT) to guarantee data reliability
• Audit and reconcile HR data across sources in collaboration with Industry and the HRIS team
• Propose improvements, developments, updates or simplifications of the HRIS functional design on the analytics scope
• Build automated queries, data flows and dashboards across EC, Datasphere and SAC; eliminate manual extractions and duplicate reporting at country level
• Drive ecosystem simplification: continuously challenge the architecture, retire legacy/useless components, reduce overlap between EC, SAC, Datasphere, Workiva and country tools, and prevent new silos from emerging
• Define the roadmap for a more integrated, automated and AI-augmented HR data collection and reporting process, and own its execution

AI and automation :

• Identify and prioritize use cases where AI / GenAI can accelerate or replace manual analytics work (drafting commentary on KPI variations, natural-language querying of HR data, anomaly detection on data quality, automated narrative for CSRD disclosures, etc.)
• Use AI to lower the barrier to data for HR teams: natural-language querying, in-context explanations of KPI variations
• Pilot and industrialize these use cases in partnership with the HRIS, IT and Data teams, in compliance with Group AI governance and data protection rules
• Stay close to the market on People Analytics, HR tech and AI; bring back ideas and challenge the existing way of working.

Profile :

• Bachelor's or Master's degree in a related field (Controlling, Engineering, Data / Information Management, Business Administration)
• Minimum 5 to 7 years of experience in a global HR Controlling / People Analytics / HRIS role, including project management, with a solid understanding of the various HR domains and their business stakes
• Hands-on experience producing regulated social reporting, including CSRD / ESRS S1 or equivalent (DPEF, URD social chapter, BDESE, Index égalité).
• Experience interacting with statutory auditors (Commissaires aux Comptes) on social audit topics is a strong plus

TECHNICAL SKILLS

• Good knowledge of SAP SuccessFactors Employee Central (data model, reporting capabilities)
• Hands-on experience with SAP Analytics Cloud (stories, models, planning is a plus). Ability to discuss data modelling, semantic layers and performance with the Data / IT team
• Comfort with data handling & transformation logic
• Advanced Excel and solid grasp of BI fundamentals (data quality, master data, governance).
• Familiarity with GenAI tools applied to data and reporting work (e.g. AI copilots, natural-language-to-SQL, automated narrative generation). Curiosity and willingness to experiment are as important as prior experience
• Knowledge of HR data protection requirements (GDPR, works council consultation on data uses)

SOFT SKILLS & BEHAVIORS

• Strong analytical thinking and financial / business acumen; able to translate HR data into business insight
• Project management mindset; able to run multi-stakeholder initiatives across HR, Finance, IT and external auditors
• Customer oriented; clear and concise communicator, both written and verbal
• Allergic to complexity: instinctively looks for ways to retire tools, kill duplicates and keep the stack lean. Also makes data understandable for HR users who are not data experts
• Able to dissect and improve processes to make them more efficient and effective
• Comfortable proposing alternatives and making decisions on global system and process requirements
• Able to handle multiple priorities with a sense of urgency, drive and energy in a fast-paced environment
• Handles sensitive and confidential information with discretion
• Self-starter, takes initiative, naturally curious about new tools and ways of working

LANGUAGES

• Fluent English (working language for all Group communication and training)
• Fluent French is a real plus (interactions with French statutory bodies, works council, CAC)