Junior People Business Partner (VIE contract)

What You’ll Do

• Own day‑to‑day operational workflow
• Create, update, and follow up Workday tickets for:
• Moves and backfills
• Internal mobility offers
• Bonuses / acting assignments
• Data corrections and org updates (IC population up to level E)
• RTO related tickets & exceptions
• Short‑term coverages: support managers in organizing for parental leave, sick leave, long‑term absences, building their autonomy for similar future case
• Coordinate regular offer validation for IC hires, escalating complex cases to PBPs when needed.
• Ensure timely, accurate execution of standard People processes for the Customer scopes in partnership with People Operations and TA.
• Act as primary point of contact for standard People topics for IC & Team Lead populations (F and below), including:
• Backfills and internal moves
• Employee leave (maternity, sick leave, other absences)
• Performance Management
• Resignations and offboarding steps
• Ticketing processes, tools and basic policy questions
• Provide clear, consistent guidance, redirecting to existing resources, People Ops or Local People Teams when appropriate. For Performance Management, support managers with structured follow‑up on performance processes (checkpoints, reminders, documentation).
• Coordinate and track the administrative lifecycle of performance plans and PIPs (templates, approvals, timelines, documentation), ensuring alignment with local requirements (People Relations / Location Partners / Legal) and timely escalation of complex cases.
• Support manager capability and People initiatives
• Contribute to the rollout of the manager capability roadmap by:
• Organizing co‑development sessions and manager circles
• Coordinating training logistics and follow‑up
• Tracking participation and simple impact metrics
• Help draft and maintain simple, actionable manager guides and playbooks on core People processes for the Customer Team.
• Provide operational support for key People initiatives (e.g., career backpack, succession planning, engagement & listening follow‑up) for the relevant scopes.
• Track and consolidate key HR metrics for the Customer scopes, such as:
• PIPs and performance plans
• Long‑term absences and RTO exceptions
• Ticket volume and types
• Mobility and turnover
• Basic compensation‑related data for standard reporting
• Translate data into simple, actionable insights for PBPs and leaders (e.g. recurring drivers of workload, hotspots, trends).
• Support workforce planning and budget related initiatives through data preparation and coordination with Finance and PBPs.
• Contribute to continuous improvement by sharing insights on recurring issues, proposing process simplifications and supporting standardization where relevant.
• Provide project coordination support on specific, less complex projects (e.g., embedding new org structures, survey action follow‑up, change roll‑outs) alongside the Senior PBPs.

Who You Are

• Early‑career HR professional (e.g., 1–3 years of experience in HR generalist / People Ops / HR coordination roles, or strong internship / apprenticeship background) with an appetite to grow into a People Business Partner role.
• Experience in operational HR work (tickets, contracts, offers, data updates, absence management) and/or people operations in an international environment is a strong plus.

Skills & Competencies

• Operational excellence & rigor: comfortable managing volume, following processes, and keeping systems and trackers accurate and up to date.
• Service & partnership mindset: enjoys supporting managers and employees on practical questions, with a clear and solution‑oriented communication style.
• Collaboration: able to work “one team” with PBPs, People Ops, TA, Finance and other stakeholders; open to feedback and co‑building ways of working.
• Data literacy: comfortable using Excel / reporting tools to maintain simple dashboards and extract trends; willing to learn company‑specific tools (Workday, MyCriteo, internal trackers).
• Organization & prioritization: can juggle multiple topics and stakeholders, elevate when needed, and keep commitments on deadlines.

We foster a workplace where everyone is valued, and employment decisions are based solely on skills, qualifications, and business needs—never on non‑job‑related factors or legally protected characteristics.

What We Offer

• Hybrid working model blending home with in‑office experiences.
• Learning, mentorship & career development programs.
• Health benefits, wellness perks & mental health support.
• Diverse, inclusive, globally connected team.
• Attractive salary, with performance‑based rewards and family‑friendly policies, plus potential equity depending on role and level.

Additional benefits may vary depending on the country where you work and the nature of your employment with Criteo.