C&b Manager - Paris, France - Swile

Swile

Entreprise vérifiée

Paris, France

il y a 2 semaines

Posté par:

Sophie Dupont

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Description

\uD83D\uDC40 Who are we?

Let's Swile for a fulfilling work environment \uD83D\uDE80

Swile is the first employee super-app that offers a unified, personalized and modern experience that strengthens engagement at work

But it's also a smart-card that brings together all your benefits: reinvented meal vouchers, gift vouchers to spoil your employees all year round, a mobility advantage to reduce your carbon impact

By combining the best of the human and technological approach, Swile undertakes to carry the current mutations of the labor market by posing as a leader of the Worktech.

Morning, noon and night, we move towards a vision of the world of work that is fulfilling for all employees

We are currently backed by 290 million euros raised from investors such as Softbank, Index Ventures, Idinvest, Bpifrance, Daphni and Kima.

Today, we have no less than 750,000 users and more than 25,000 corporate customers (including Carrefour, Le Monde, PSG, Airbnb, Spotify, Red Bull and Tik Tok).

After the acquisition of Sweevana, Briq and Vee Beneficios, we have added a string to our bow following the acquisition of a French nugget, Okarito: with Swile, it is now possible to manage business travel expenses in complete autonomy \uD83D\uDE80

Born under the sun of Montpellier, we are also present in Paris and Sao Paulo (yes, yes, you read that right \uD83E\uDD29)

Last minute news:
we have just united Swile & Bimpli under the same flag.

To cut a long story short, Bimpli is a leading player in employee services and benefits, specializing in meal vouchers, gift vouchers, CESU, pot and CSE platform.

More than 300 Bimpli employees are joining us to continue this crazy adventure which is to re-enchant everyday life and support the development of employee's work experience all around the world.

\uD83D\uDE0E Your future position:

Your future missions will be focus on:
Design and execute in a pragmatic and robust way our total reward philosophy focusing on
compensation (structure, external positioning, bands, grading, salary review process, ad hoc requests),
benefits and
equity (LTI policies).
Ensure our C&B philosophy rewards Swilers fairly, killing all kinds of discrimination (inc. gender gap), and sustainably.
Work across teams, departments and levels to get feedback and improvements opportunities on the ground and build a consistent model that feeds / is fed by other People programs.
Investigate any innovation opportunity (Flex Ben, Flex Comp) and nurture Product roadmap
Work closely with Finance to provide the C&B inputs required for budget forecasting

\uD83D\uDE80 Your future impact:

We are convinced that everyone matters. Everyone at Swile has a huge impact on our Business Strategy. And what will be yours?

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Your impact on Swile:

Good mix of robustness and agility in the way we reward Swilers considering a total reward overview
Drive to structure the policies
Vision and simple execution
PMI context: merging policies, implementing new ones in 2024

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Your impact on theteam:

Expertise and strong ownership on C&B topics
Trusted collaboration with HR BPs and Hiring to proactively address compensationrelated issues and educate broaderly the entire People team
Strong local proximity to understand specific needs

\uD83E\uDD47Your future team / stakeholders:

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Organization (Team):

Reporting line to Thibaut (Head of People Ops)
Working closely with Léa (HR Analytics)
Dotted line with Astrid (HR BP Director)

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Key stakeholders:

The People Leadership Team :(HR BP Director / People Dev Director / Social & Payroll Director / Hiring Team)
Finance and Legal Team (especially on LTI)
Exec and Leadership teams

\uD83C\uDF4E What to expect over 1 year:

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Expectations (3 months):

Share a fresheyes report on reward activities, and propose your roadmap, actions plan and KPI for success
Pilot the salary review exercise for smooth execution
Quickly ramp up on social harmonization to implement the new policies

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Expectations (6 months):

Roll out and monitor the "harmonization" roadmap (on compensation / P+I /)
Strengthen our ESOP policy and make it transparent and clear for all the Swilers
Support local People teams for legal obligations

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Expectations (12 months and more):

Build a "total reward" approach to foster equity
Prepare the future (geographical expansion, international mobility )
Test new reward initiatives to offer ever more agility and flexibility where we can

It will be a perfect match if you: