Job description

Committed to Business solutions and internal customer satisfaction, CACEIS Group Human Resources is willing to elevate our people to empower CACEIS’ success by establishing specialized Centres of Excellence (CoEs). 

The Group HR General Secretary is responsible for the strategic orchestration, governance, and operational excellence of the HR function globally. The role ensures coherence, rigor, and impact across all HR transversal activities, enabling HR to operate as a high-performing, future-ready function in a transformative, complex, international matrix organization.

This role is overseeing and coordinating transversal HR domains, including:

· HR strategy and leadership enablement frameworks to orchestrate and facilitate various HR Committees (e.g. Global HR Management Committees, International Committees, HR Forum), and presentation to represent and promote HR within CACEIS and the Group CASA

· Structural and Organizational projects including M&A, Integration, Opening of new offices and geographic expansions, if any

· Transformational HR projects like One HR involving the entire or part of HR organization to better serve our internal clients

·  HR governance, Risk Monitoring, policies, compliance and key HR KPI oversight

· HR Communication - strategy & messaging

· HRMS Project Management & Technology and HRIS (excluding Payroll) - implementation & management of HRMS and tools

Responsibilities:

Strategic Leadership

· Act as a strategic partner to the CHRO, articulating and translating HR strategy into executable roadmaps, priorities, and governance.

· Drive enterprise-level HR transformation programs, ensuring alignment with business strategy and long-term organizational objectives.

· Design and maintain the HR operating model, including decision rights, governance forums, and cross-functional coordination.

· Ensure consistency, scalability, and integration across HR Centers of Excellence (CoEs), HR Business Partners, and regional/local HR teams.
· Anticipate organizational and workforce implications of strategic initiatives (e.g. M&A, etc.) and advise leadership accordingly.

Operational Excellence & Innovation
· Drive simplification, and lead continuous improvement initiatives to enhance efficiency, quality, and employee experience.
· Lead HR communication initiatives, ensuring clarity, consistency, and executive-level messaging.
· Link the dots by communicating in a timely manner and drive clarity, trust, and sustainable engagement from within the HR community and the entire organization.
· Promote innovation in HR practices, tools, and operating models to support a modern, agile organization.
· Provide strategic oversight of HR Systems and digital enablement (where applicable), in close partnership with Rewards and People Analytics COE and IT.
· Stay current on industry trends, best practices, to remain compliant and maintain a competitive advantage.

Complément

Governance, Risk & Compliance
· Act as guardian of HR governance, ensuring robust frameworks for decision-making, escalation, and accountability.
· Oversight key HR KPI produced by Rewards and People Analytics COE and ensure a transversal view across HR.
· Oversee HR risk identification, monitoring, and mitigation, including regulatory, operational, and reputational risks.  Act as Operational Risk Management 2.1 control function.
· Support internal and external audits related to HR processes and systems.
· Maintain strong documentation, policy frameworks, and governance standards
Stakeholder Engagement
· Serve as a key interface with executive leadership, finance, legal, IT, internal audit, and external partners.
· Facilitate alignment between global, regional, and local HR stakeholders in a matrix environment.
· Represent HR in cross-functional forums and enterprise transformation programs.
· Build credibility and trust as a senior advisor across the organization.
Team Leadership & Development
· Lead, inspire, and develop a global team experts and geographical leads.
· Foster a culture of innovation, collaboration, performance, and accountability across the General Secretary [CS1] community.
· Build capability and maturity across the function, including upskilling teams in stakeholder management, influencing skills, program design and data analytics.