At Nexans, MyClick (our SAP SuccessFactors platform) is the digital backbone of the HR function: 14 000 employee records, 8 500 users, 47 live payroll interfaces across 22 countries. It carries every step of the employee lifecycle from hire to retire, feeds every downstream system (learning, payroll, analytics/ESG…), and supports both Group HR and 40+ country HR teams.
MyClick is the core, but not the whole story. Our HRIS landscape is an ecosystem of connected solutions: local payrolls, time management, IT directory, learning, travel and expense, compliance, ESG and analytics platforms. SuccessFactors is the main platform; the job is to keep a key part of this eco-system coherent, which means being comfortable working with and around other tools, not just one suite.
This role holds two hats within a lean 5-FTE Global HRIS team: run the HRIS operations for Europe (9 000 employees served, plus MEA in tier 3), and own the Core HR solution at Group level. It is a hands-on role for someone who takes pride in making complex ecosystems stable, reliable, yet user-friendly and running smoothly in the background
One more thing: AI. The technology is becoming ever more present in the HR function, and we see it as the future of how HRIS teams deliver. This role is expected to embrace AI capabilities on both fronts: in the solutions we deploy on the platform, and in the way the daily work itself is organized and done.
Purpose :
- Guarantee the operational continuity and quality of the MyClick platform on the European perimeter, from onboarding to exit, across all hire-to-retire admin, time and payroll interfaces.
- Own the Core HR (Employee Central) solution at Group level: functional design, data model, integrations, governance, evolution roadmap.
- Bridge local HR teams, other HRIS solution owners (Talent, Compensation, People Analytics), and IT partners (internal and external) to keep the ecosystem coherent and moving forward.
- Lead the HRIS execution of upcoming reorganizations, carve-ins and M&A integrations on the Core HR scope.
- Contribute to making the HR function AI-powered: watch AI capabilities as they land in the ecosystem, spot and pilot relevant use cases, and lead by example in using AI to work more efficiently.
Areas of Responsibilities :
Local: HRIS operations France & Europe
- Maintain: guarantee the quality, consistency and resilience of the solutions supporting hire-to-retire processes, in line with business requirements and local regulations (France plus European perimeter). Proactively animate the local HR community, deliver tailored training.
- Enhance: optimize workflows and user experience (UX/UI), champion HR data quality, propose improvements on reporting and analytics.
- Support: deliver expert-level tier 3 support for key stakeholders (VIP users, local HR leads), coordinate change management and adoption initiatives, animate the French and European HR community on MyClick usage.
Global: Core HR solution ownership (Employee Central)
- Develop: lead the implementation of new projects on Core HR and adjacent processes within the Global HRIS roadmap. Ensure alignment with business needs, legal compliance and Group HR strategy. Oversee data and organization transformation initiatives.
- Innovate: partner with HRIS, IT and Data teams to bring in cutting-edge solutions; identify and pilot AI use cases on the Core HR scope (data quality, workflow automation, user support); support Nexans’ shift toward an AI-powered and data-driven HR function.
- Monitor: act as the Core HR solution lead, drive the evolution of tools, features and processes in line with strategic objectives. Continuously check SaaS releases (SuccessFactors quarterly) to keep the platform current, adopt relevant new capabilities (AI features included) and prevent regressions.
Ecosystem, integrations and M&A
- Own Core HR integrations from a Global HRIS perspective: employee data feeds to downstream systems (Compensation, Payroll, Analytics, IT directory, travel, expense, compliance, learning, ESG platforms). The perimeter of attention is the full ecosystem, not a single platform.
- Coordinate substantial reorganizations, carve-ins and M&A integrations on the Core HR side: preparation, execution, follow-up, dual coordination with local HR and IT.
- Ensure system adaptations required by regulatory or strategic programs (CSRD Core HR data model, GDPR compliance, local legal changes).
Community management and delivery model
- Bridge local HR contributors, regional Employee Lifecycle managers (NSAM, APAC), transversal solution owners (Talent, Compensation, People Analytics) and external partners (Strada, KPC, EPI-Use, Clap Partners, DXC, Arago).
- Contribute to the DESIGN > BUILD > RUN cycles of the Global HRIS platform: roadmap building, requirements gathering, RFI/RFP, project execution, business acceptance tests, hand-over to RUN.
- Maintain contingency plans, referentials and credentials; enforce segregation of duties and least-privilege on the permissioning system.
Required skills & qualifications :
Background
- Bachelor’s or Master’s degree in HR, Information Systems, Business Administration, or a related field.
- Minimum 5 years of experience in a global HRIS role, ideally with hands-on SAP SuccessFactors Employee Central ownership.
- Prior exposure to M&A integrations, carve-ins or reorganization execution on the HRIS side is a strong plus.
Technical skills
- Solid working knowledge of SAP SuccessFactors, in particular Employee Central (data model, business rules, MDF objects, workflows, RBP permissions). Familiarity with adjacent modules (Recruiting, Onboarding, Compensation, Performance) appreciated.
- Ability to work beyond a single suite: appetite for the satellite tools the ecosystem connects to (payroll engines, time management, analytics, learning, compliance and ESG platforms) and for learning new solutions as the landscape evolves.
- Understanding of HR data flows and integrations (payroll, IT directory, downstream global systems).
- Good grasp of BI and reporting fundamentals; ability to partner with the People Analytics team on data quality and analytics.
- Exposure to GDPR and HR data protection requirements.
- Comfortable with SaaS release cycles and their impact on configuration and testing.
AI and ways of working
- Exposure to AI & HR deployment projects (use-case identification, piloting, evaluation of AI features shipped by vendors) is desirable.
- Just as valued: an advanced, hands-on use of AI in your own work organization (analysis, documentation, test preparation, communication) to work faster and more efficiently. AI is becoming a core capability of the HRIS craft, and we expect this role to be at the front of it.
Project and process skills
- Systems implementation project management, both functional (AMOA) and coordination of technical (AMOE) workstreams.
- Ability to run testing campaigns end-to-end (unit, integration, UAT).
- Process design and simplification mindset.
Soft skills and behaviors
- Problem-solving mindset; comfortable owning complex, cross-functional issues.
- Strong community management and presentation skills; able to federate a multi-country HR community and non-HRIS stakeholders.
- Customer oriented, clear and concise communicator.
- Self-starter, pragmatic, handles multiple priorities without drama.
- Handles sensitive HR data with discretion.
Languages
- Fluent French (mandatory: France perimeter, CSE dialogue).
- Fluent English (mandatory: Group working language).