People Ops Manager – Part time CDD (maternity leave cover - June to Dec 2025)

The People Ops Manager at Alma is responsible for overseeing the entire employee lifecycle, including onboarding and offboarding, to ensure a seamless experience for employees. You will manage payroll processes for compliance and accuracy, guide the People Operations team, and co-develop impactful people programs that focus on engagement and performance. Additionally, you'll supervise HR data reporting and leverage technology to enhance operations.

Candidates for the People Ops Manager position at Alma should have over 10 years of HR experience, preferably in agile or tech environments. Proficiency in payroll supervision and knowledge of French labor law is essential. Experience with HR systems, a strategic mindset, and the ability to lead people programs are also key qualifications. Familiarity with tools like Lucca and Lattice is a plus.

As a People Ops Manager at Alma, you will co-develop and implement people programs focusing on culture and engagement. By collaborating with team leaders and People Partners, you will ensure that these programs align with Alma's strategic needs, fostering an inclusive and motivated workplace that enhances overall employee satisfaction and performance.

The work environment for the People Ops Manager at Alma is dynamic and collaborative, featuring a mix of remote and in-office interactions. The role requires teamwork with colleagues across various functions, providing opportunities for creativity and innovation in HR practices while experiencing the rich culture of Paris.

Data plays a crucial role in the People Ops Manager's responsibilities at Alma. You will supervise HR data reporting and analysis, translating insights into actionable strategies to improve HR management and enhance the employee experience. Leveraging relevant technologies for data governance will also be part of ensuring operational excellence.

When managing the employee lifecycle, I prioritize a seamless experience for employees. I begin with a comprehensive onboarding process that sets clear expectations and fosters connections. During employment, I ensure regular check-ins and feedback loops, addressing any concerns promptly. For offboarding, I focus on exit interviews to gain valuable insights and continue improving the experience for future employees.

Certainly! One notable program I developed focused on employee engagement through feedback initiatives. We implemented regular pulse surveys to gauge employee sentiment and used the results to create workshops aimed at addressing the key issues. This initiative led to a measurable increase in employee satisfaction and retention, contributing positively to the company's culture.

To ensure compliance with labor laws, I stay updated on legal changes and guidelines pertinent to our industry. I conduct regular audits of our HR practices and training sessions for staff on compliance issues. I also collaborate closely with legal advisors to ensure our policies are in alignment with current regulations, particularly in payroll and employee relations.

Fostering diversity and inclusion starts with creating a culture of respect and belonging. I advocate for diverse hiring practices and collaborate with leaders to implement inclusive training programs. Additionally, I actively seek feedback from employees to continuously improve our diversity initiatives, ensuring that everyone feels valued and recognized for their contributions.

I have extensive experience utilizing various HR technologies, including HCM and HRIS systems. I have implemented performance management tools to streamline feedback and recognition processes. My approach involves training the team to maximize the tools' potential and using data analytics to drive decisions that enhance our HR operations.

Balancing strategic initiatives with daily operations requires effective time management and prioritization skills. I allocate time each week specifically for strategic planning while ensuring that our team has the resources to handle operational responsibilities. Regular meetings with my team help us align our goals and redistribute tasks to maintain momentum on both fronts.

My motivation in HR stems from a passion for helping individuals grow and thrive in their professional journeys. I find it incredibly rewarding to create programs and policies that enhance employee experiences and to witness the positive impact on both individuals and the organization as a whole. I'm driven by the potential to make a difference in people's lives through effective HR practices.

I have significant experience in payroll supervision, including overseeing payroll cycles, ensuring compliance with labor laws, and managing relationships with payroll providers. I prioritize accuracy and transparency in payroll processes, implementing checks and balances to mitigate errors and ensure employees receive timely compensation without discrepancies.

I utilize HR data as a foundation for strategic decision-making. By analyzing metrics such as employee retention rates, engagement scores, and performance data, I identify trends that inform policy changes and program enhancements. I believe that data-driven insights are crucial in tailoring our HR strategies to meet the needs of the organization and its employees effectively.

Key elements of a successful onboarding process include a structured plan that introduces new hires to company culture, clear expectations, and team integration. Providing a mentor or buddy for the new employee is invaluable. Additionally, collecting feedback during and after onboarding helps refine the process continuously, ensuring a positive start for all new hires.