Job Description

France Market Unit Senior HR Director

About Brink's

Established in 1859, The Brink's Company (NYSE: BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewellers, and other commercial operations. Our network of operations in 52 countries serves customers in more than 100 countries. We believe in building partnerships that secure commerce and fostering an inclusive culture where all employees feel respected, safe and valued.

Brink's Context

At Brink's, together we build partnerships to secure commerce. We are guided by our shared values: We drive customer success. We strive for excellence. We protect. We work together. We do what's right.

Role scope

Total employees: 3,000

Number of sites: 58

Number of unions: 5

Purpose

The France Market Unit Senior HR Director serves as a strategic partner to business leaders, ensuring people strategy directly drives business outcomes. The role ensures leadership, talent and organisational capabilities are in place to deliver business priorities, serves as the integrator across Centres of Excellence (CoEs) and HR Global Shared Services (GSS), and maintains the leader and employee interface for strategic people topics.

Accountabilities:

Talent & Workforce

• Lead workforce planning activities that align talent supply, capability requirements and organisational priorities with business strategy.
• Drive succession planning and talent review processes to ensure critical roles have appropriate bench strength and leadership continuity.
• Partner with Talent Acquisition and relevant Centres of Excellence to attract, assess and retain talent required for business success.
• Identify organisational capability gaps and facilitate targeted talent, learning and workforce interventions.
• Support career development and internal mobility initiatives that strengthen employee engagement and long-term organisational capability.

Expected Outcomes:

• Critical positions have identified successors and development plans.
• Workforce plans support business growth, operational effectiveness and risk mitigation.
• Leadership pipelines are strengthened and talent risks are proactively managed.
• Capability gaps are addressed before impacting business performance.

Leadership & Culture

• Coach senior leaders to enhance leadership effectiveness, decision-making quality and organisational impact.
• Support leaders in creating inclusive, high-performing and engaged teams.
• Drive culture initiatives that reinforce Brink's values and desired leadership behaviours.
• Support leadership transitions, organisational change and transformation activities.
• Embed change leadership principles that ensure successful adoption of strategic initiatives.

Expected Outcomes:

• Leaders demonstrate increased effectiveness and accountability.
• Employee engagement and organisational health indicators improve over time.
• Desired cultural behaviours are consistently reinforced across the Market Unit.
• Business change initiatives achieve intended people and organisational outcomes.

Organization Effectiveness

• Partner with leaders to design and implement effective organisational structures and operating models.
• Facilitate organisation design reviews, including spans and layers analysis and role clarity assessments.
• Conduct organisational diagnostics using workforce, engagement and business performance data.
• Identify opportunities to improve organisational efficiency, effectiveness and collaboration.
• Support organisational redesign initiatives resulting from business growth or transformation.

Expected Outcomes:

• Organisational structures support effective execution of business strategy.
• Decision-making, accountability and operational efficiency are improved.
• Workforce and organisational data are used to inform leadership decisions.
• Teams are aligned to business priorities and positioned to deliver sustainable performance.

Performance & Development

• Partner with leaders to establish clear performance expectations and accountability measures.
• Support performance management processes that appropriately differentiate performance and recognise contribution.
• Ensure employee development plans align to organisational requirements and future capability needs.
• Champion leadership development initiatives and succession readiness activities.
• Monitor talent outcomes and workforce trends to identify opportunities for continuous improvement.

Expected Outcomes:

• Employees understand individual expectations and business priorities.
• Performance is differentiated fairly and consistently across the organisation.
• Development investments are aligned with future business requirements.
• Leadership readiness improves across critical business functions.

Strategic Advisor / Thought Partner

• Translate strategic business priorities into workforce plans, talent actions and organisational interventions.
• Challenge and influence leaders on organisation, talent and workforce decisions using data and business insight.
• Provide forward-looking perspectives on workforce trends, risks and opportunities.
• Act as the primary connector between business leaders, Centres of Excellence and Global Shared Services.
• Ensure enterprise people strategies are effectively translated into local market execution.

Expected Outcomes:

• Business leaders make informed people decisions aligned to organisational strategy.
• Workforce risks and opportunities are identified and managed proactively.
• HR initiatives are aligned to business priorities and deliver measurable value.
• HR is viewed as a trusted and credible strategic partner by business leaders.

Qualifications & Experience

• Significant senior HR Business Partner experience in a complex, operational and regulated environment.
• Demonstrated expertise in French labour relations, workforce planning, organisational design, talent management and change leadership.
• Fluent in French and English.

What We Offer

• Strategic Exposure: Direct partnership with business leaders on priorities that drive performance
• Modern HR Operating Model: Opportunity to work within a clear HRBP, COE, and HR Operations structure
• Impact & Ownership: Ability to influence talent outcomes, organizational effectiveness, and employee experience
• Growth: Pathway to more senior HRBP roles with increased scope and strategic accountability

Equal Opportunity

Brink's is an equal opportunity employer. We are committed to building an inclusive environment for all employees.

Disclaimer

This job description is not intended to be an exhaustive list of all duties, responsibilities or qualifications associated with the role. Duties may change at any time, with or without notice, to meet business needs.

Location: Paris

Closing date: 21st September