HR Director

Notre mission : pérenniser les organisations grâce à un usage plus efficace des ressources cyber.

Avec la plateforme Tenacy, les équipes cyber gèrent simplement tous leurs enjeux de conformité cyber. Tenacy centralise les données et processus, met en cohérence stratégie et opérations, et fait de la multi-conformité un jeu d’enfant.

Résultat : les équipes cyber peuvent enfin se concentrer sur leur vrai métier – analyse et prise de décision –, pour un impact décuplé sur la sécurité de leur organisation.

Leader en France, nous comptons plus de 200 clients, 3000 utilisateurs et 50 collaborateurs.

Why this role exists

We believe that HR creates value by building great managers and useful talent processes. Not by writing policy or managing admin. Those things matter, payroll needs to work, employment law needs to be sound, but they're the foundation, not the point.

The point is: can we hire great people? Can we help them do their best work? Can we develop our managers so they lead well? Can we align people around a culture that makes the collective stronger than the sum of the individuals? This is a role for someone who wants to shape an organisation, not just administer one.

What you'll do

Lead the talent function

• Own hiring end-to-end for key roles. Build pipelining. Make sure we're bringing in the right people to help us scale.

• Design our onboarding so people start strong and know what success looks like.

• Help managers get better at goal-setting, feedback and development conversations.

• Manage our performance cycle, not to rate people, but to develop them.

Be a sparring partner to the CEO and leadership

• Challenge how we're organised. Raise flags early on people decisions. Help the team think through tough calls.

• Work with the CEO and leaders on culture. Be honest about what's working and what isn't.

• Build an organisation around ou being exigeant but also being fair, including a strong culture of feedback

Drive engagement and clarity

• Own the engagement survey cycle and translate results into action plans with real owners and deadlines.

• Make sure people know what's expected of them and where they stand.

• Build a recognition rhythm so people hear they're doing good work.

• Keep all-hands and internal communication structured and honest.

Run the HR machine

• Payroll, benefits, contracts, French employment law - make these work reliably and invisibly.

• Manage CSE relations.

• Build and maintain HR processes (but don’t become a bureaucrat).

• Work with Payfit and whoever else we use to keep things simple.

Build the team and roadmap

• Build a roadmap with clear KPIs as well as 3, 6 and 12-month focuses.

• Ensure it is aligned with business and talent priorities

You're an experienced HR leader who combines strong HR fundamentals with real business judgment.

• Built or led HR in a SaaS or tech scale-up. You know what early-stage chaos looks like.

• Proven ability to coach managers and help them get better at leading.

• Comfortable with French employment law (ideally Syntech) and CSE relations.

• Able to have hard conversations with senior people. You have backbone and empathy.

• Instinctively simplify processes instead of adding to them. You think about using AI and tools to reduce manual work.

• Communicate directly, clearly, without corporate jargon. People know what you mean.

• Fluent in English and French, written and spoken.

• Any experience in organisational changes, re-orgs or M&A is an advantage

You don't need to tick every box. But you need to believe that great HR can actually change how an organisation performs. And you need to be willing to tell us when we're not doing it right.