HR Project Manager

Your mission

As an HR Project Manager focused on end‑to‑end HR projects, spanning systems, processes, and talent development, you will play a key role in shaping and executing HR initiatives that support Swan’s employee development and organisational growth.

This role requires prior hands‑on experience in an HR function, such as HR Business Partner (HRBP) or HR Operations. You have already worked closely with employees and managers, understand day‑to‑day HR challenges, and are familiar with core HR processes. This operational experience is essential to design pragmatic, relevant, and impactful initiatives.

Scope of work

• HRIS and HR tooling implementation and optimisation
• Turnover analysis and retention strategy development
• Succession planning and talent pipeline structuring
• Employee surveys and workplace climate monitoring
• Workload assessment and organisational efficiency topics
• Diversity, equity, inclusion and disability initiatives

Main Tasks

• Lead and deliver end‑to‑end HR projects across systems, processes and people initiatives, ensuring alignment with Swan’s business priorities and growth.
• Drive HRIS and HR tooling projects (implementation, optimisation and adoption), improving data reliability, process efficiency and employee experience.
• Contribute to the design and continuous improvement of performance management processes, including performance cycles, feedback practices and the analysis of key indicators such as turnover, to identify trends and inform retention actions.
• Structure and support succession planning and talent pipeline development, ensuring business continuity and long‑term organisational resilience.
• Lead employee surveys and workplace climate monitoring initiatives, analyse insights and translate them into actionable improvement plans.
• Address workload and organisational effectiveness topics, partnering with teams to identify imbalances and propose sustainable solutions.
• Drive diversity, equity, inclusion and disability initiatives, ensuring they are embedded into HR processes and aligned with company values.
• Collaborate closely with HRBPs to ensure all initiatives are grounded in operational reality and effectively address employee and manager needs.
• Lead selected learning and development initiatives (e.g. leadership programmes, key skill‑building programmes) where relevant to business needs.
• Manage relationships with external partners (e.g. HR tools providers, training organisations, institutional actors) when required for project delivery.
• Ensure proper governance, tracking and communication of HR projects, including stakeholder alignment, timelines and impact measurement.

Qualifications

• Broad and holistic understanding of HR topics, enabling you to connect initiatives across the employee lifecycle.
• Solid foundation in HR practices, including legal knowledge related to employment and HR processes.
• Strong appetite for tools and systems, with the ability to leverage HRIS and data to inform decisions.
• Ability to put yourself in the shoes of employees, ensuring that programmes and processes are meaningful, accessible and impactful.
• Five or more years of experience in HR project management, particularly in training, learning and competency development.
• Strong experience of HR project management with a proven ability to lead cross‑functional projects that impact various areas of HR, including performance, engagement and organisational development.
• Solid background in budget management, ensuring financial efficiency in training spend and leveraging external training subsidies when available.
• Excellent communication and stakeholder management skills, with the ability to influence senior leaders.
• Fluency in French and English is required.
• Strategic and results‑oriented mindset capable of balancing long‑term developmental goals with short‑term project execution.
• Proactive and solution‑oriented with a keen ability to identify challenges and find practical solutions.
• Ability to manage multiple projects simultaneously, ensuring deadlines and objectives are met.

Benefits

• 25 days of holiday plus RTT.
• Meal voucher card covering meals on work days.
• Monthly mobility package for employees, including alternative commuting modes.
• Health insurance (mutuelle) through Alan.
• Discounts on sports and wellness activities through Classpass.
• Access to Moka Care for mental health and welfare.
• Hybrid remote policy offering two working days from home per week.
• Annual off‑site gathering for team building and strategic discussions.

Swan is committed to providing a caring work environment for all employees, regardless of age, sex, disability, sexual orientation, race, religion or belief.