Talent Development Manager

As Talent Development Manager, you’ll help make sure people at Welcome to the Jungle have the support, conversations and opportunities they need to grow. You’ll shape how we develop talent, performance and managers across Welcome to the Jungle, turning company priorities into clear practices people can use every day.

Based in Paris, this is a global role reporting to the VP People, working closely with People Partners, People Ops, Talent Acquisition and leaders. You’ll move between strategy and delivery: shaping our frameworks, leading key programmes, helping managers through difficult conversations and using data and feedback to improve what we do.

This role is for someone who can think ahead but also enjoys getting into the details. Someone who knows that a good process is only useful if people understand it, trust it and actually use it.

About the People Team

If you join the People team, you’ll observe that people matters are not side topics at Welcome to the Jungle as it is part of how we build the company and what we believe in.

We are not trying to reproduce a standard playbook but rather building People practices that reflect our values, make our employee value proposition, Find your People, Bring your edge, Build what matters , tangible and create space for people to contribute and grow.

We are a team of 11 people that brings together Talent Acquisition, People Operations, People Development and Workplace. We work closely with leaders, managers and teams, balancing the needs of the business with the experience of the people who make it happen. That means building strong working foundations, listening, challenging what no longer works and creating the conditions for people to do their best work.

This role sits at the heart of it. You’ll help define how people grow, how managers lead and how our culture shows up in the everyday experience of working at Welcome to the Jungle.

Talent and performance

• Lead the Global Talent Programme, including talent reviews, development plans and follow‑up with People Partners and managers

• Own our performance management approach, from process design and annual planning to manager support and continuous improvement

• Support succession planning for critical roles and help build strong internal talent pipelines

• Strengthen career development and internal mobility across the organisation

• Make sure talent and performance processes are consistent, useful and inclusive

Learning and manager development

• Define annual learning priorities based on business needs, capability gaps and what people need to grow

• Lead the global Managers Community, setting its purpose, rhythm and development priorities

• Design and deliver manager development programmes on topics such as feedback, performance conversations, career coaching and leading through change

• Create and continuously improve practical resources, including playbooks, conversation guides, templates and self‑serve content

• Partner with People Ops and external providers to deliver learning experiences

AI capability

• Identify the AI capabilities employees and managers will need as roles and skills evolve

• Turn these needs into clear, practical learning priorities, working closely with the AI & Automation team

• Explore how AI can improve learning, development planning, manager development and talent insights

• Help promote responsible uses of AI, with the right balance of human judgement, transparency, inclusion and data protection

Insights, adoption and iteration

• Define and monitor success measures for talent, performance and manager development programmes

• Track indicators such as programme adoption, manager growth, internal mobility and regretted attrition

• Turn data into clear insights and recommendations for the VP People, Leadership Team and CSE, our staff representative body

• Run our bi‑annual engagement surveys and turn the results into a clear company action plan

• Support the adoption of new People processes, systems and ways of working through targeted communication and manager support

• Listen to employees, managers and People Partners, then use what you hear to make our programmes better

• Up to 75% reimbursement of your Navigo pass

• Meal vouchers

• Alan health insurance

• Hybrid work environment

• Regular social events

• 4-day work week after the first few months

• 25 days of paid leave

At least 8 years of experience in talent development, learning and development, performance management or manager enablement, in an international organisationExperience designing programs and processes, as well as delivering them in practiceStrong facilitation and communication skills, with the ability to engage a wide range of stakeholdersExcellent written and spoken communication skills in both French and EnglishA pragmatic, data-informed approach to improving People programsThe ability to balance long-term thinking with hands‑on deliveryHands‑on experience applying AI tools or practices to talent, learning or performance processesThis role is for you if you recognise yourself in the following ways of working:You have strong convictions about the role People can play in helping individuals and organisations grow, and bring an authentic point of view with the confidence to express it.You are willing to challenge established practices and explore new paths because Uniqueness Is Our Edge.You are curious about the Future of Work.You are comfortable navigating a constantly changing environment, making trade‑offs and turning unclear needs into meaningful action..You believe better People practices emerge from collective intelligence and trust built throughout the journey.You care about making change meaningful for people by taking the time to understand them.