We are on an ambitious growth trajectory, not only scaling our organic operations in France and Germany but also preparing for significant growth through strategic acquisitions. This is a critical time for our People function, which must evolve from reactive support to a proactive, strategic enabler of international growth. We are looking for a Chief People Officer to be the architect of our future organization, ensuring we build a scalable, high-performing, and empowering employee experience globally.
As the Chief People Officer, you will be a strategic member of the Executive Team, reporting directly to the CEO. You will be responsible for driving scalable people practices, organizational clarity, and leadership capability across a growing international team (France & Germany) to enable Matera's strategic growth and foster an empowering employee experience.
You will lead, coach, and develop a dedicated, international People team: 6 People team members in France and 3 People team members in Germany.
Beyond leading the People function, you will serve as a key leadership coach and strategic advisor to your executive peers (VPs and Heads of), contributing directly to the collective strength and effectiveness of the entire leadership team.
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International Scaling: Establishing a globally consistent, yet locally compliant, People strategy to support our current headcount of ~300 employees in France and ~80 employees in Germany, while building the foundation for our next stage of international expansion.
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Acquisition Integration: Play a leadership role in multiple upcoming acquisitions. This includes ensuring the seamless integration of new employees, establishing local compliance (especially in new markets), and unifying HR practices to create a cohesive and consistent international employee experience.
Your success will be measured by your ability to deliver measurable, scalable impact across these four critical areas:
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Data-Driven Reviews: Implement regular People Business Reviews across all functions, utilizing actionable data to proactively identify and address key organizational and team-level challenges.
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Manager Empowerment: Equip 100% of our managers with effective routines for feedback, compensation conversations, and goal-setting, resulting in a measurable improvement in manager confidence and employee perception scores.
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Effectiveness Metrics: Achieve a measurable increase in overall manager effectiveness scores (e.g., as measured through our employee surveys).
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Scalable Processes: Establish scalable, consistent, and high-quality talent acquisition processes that demonstrably reduce time-to-hire while maintaining a high bar for candidate quality across both France and Germany.
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Cultural Integration: Implement a robust and scalable onboarding program that ensures role clarity and cultural integration for new hires in all countries, leading to improved new hire retention rates.
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Global Consistency: Design, implement, and own core HR programs (e.g., global compensation frameworks, unified performance management cycles) that are consistent globally while allowing for necessary local nuance, showing clear adoption rates and positive feedback.
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Strategic Reporting: Establish a comprehensive data-driven HR dashboard that provides actionable insights to the Executive Team, leading to at least 3 org-wide strategic priorities being influenced and driven by People data.
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Team Capability: Build the People team's capability to operate as a true strategic partner- acting globally while partnering locally-resulting in measurable improvements in People team efficiency and internal stakeholder satisfaction.
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Future Foundation: Lay the foundation for a comprehensive leadership development program and strategic workforce planning initiatives, with clear roadmaps and initial implementations in place.
We are looking for a leader who is both strategic and deeply hands-on: an operator who can set the vision and execute the implementation.
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Strategic & Operational HR Expertise: You have a deep understanding of HR fundamentals (talent acquisition, onboarding, reward, feedback culture) combined with the ability to translate strategic vision into hands-on, executable plans.
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Scalable Process & Program Builder: Proven experience in designing and implementing HR processes and programs from scratch that can effectively scale with rapid international growth.
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International & Multicultural Acumen: Operates comfortably and effectively in multicultural and multi-country contexts, understanding local legal and cultural nuances while driving global consistency (direct experience with France and/or Germany is a strong asset).
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Manager Enablement & Development: Strong ability to coach, support, and empower managers, particularly in critical areas like performance management, feedback, and team development.
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Data-Driven Decision Making: Highly analytical, comfortable turning data into actionable insights and using reporting to drive prioritization and strategic discussions.
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Pragmatic, Hands-on, and Execution-focused: A "doer" who drives results and isn't afraid to roll up their sleeves to ensure execution.
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Strategic Partner & Confident Advisor: Able to sit at the executive table, challenge constructively, and build trust and credibility with the CEO, leadership team, and managers.
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Change Leadership & Ambiguity Navigation: Deep understanding of change dynamics, with the ability to provide clarity, stability, and guidance during periods of organizational growth and ambiguity, especially during M&A integration.
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Balanced Empathy: Possesses deep empathy for both the employee experience and the critical business challenges and objectives.
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Growth Mindset: Enthusiastic about building, learning, and adapting in a fast-paced, evolving environment.
- Salary/Compensation: Based on profile and experience (100-150k) + BSPCE
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Onboarding: A two-week comprehensive onboarding to understand Matera’s operations and values, followed by job-specific training
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Career Path: A clear Career Development Framework to support your evolution: weekly check-ins with your manager, two performance reviews per year, and an internal mobility policy
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Parental Support Policy: A phased return to work for 4 weeks (80% time paid at 100%), plus 5 extra paid days off per year for sick children
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Sustainable Commuting Day (TTR - Temps de Trajet Responsable): 1 extra paid day off per year (divisible into two half-days) to encourage choosing sustainable transportation methods
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Menstrual Leave: 1 extra paid day off per month to better manage painful or debilitating menstrual periods
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Sport: WellPass subscription for discounted fitness and sports activities
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Cultural Perks: Access to the Leeto platform for cultural discounts (cinema, museums, amusement parks, etc.)
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Paid Time Off: Paid holidays and RTT days (Rest Days, depending on employee status)
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Health Coverage: Health insurance and Swile card covered at 50%
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Insurance: 100% coverage of Death and Disability Insurance (Prévoyance)
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Holiday Bonus: Provided according to the SYNTEC collective bargaining agreement
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Transportation: Public transportation costs covered at 50%
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Equipment: A company laptop and necessary equipment will be provided
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Location: Paris
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Remote Work Policy: Favorable policy with 2 days per week of mandatory office presence
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Contract Type: CDI (Permanent Contract)
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Status: "Cadre" (Executive/Managerial status)
Please note:
We aim to give feedback on your application as quickly as possible. Whether the feedback is positive or negative, you'll receive an email from us - remember to check your spam just in case.
- ️ At Matera, we're committed to equal opportunity and diversity, which is why all our positions are open to people with disabilities. Only your skills and motivation will make the difference!
️ If you need any particular predispositions to carry out interviews in the best conditions, you can notify this when you apply and inform the Recruitment team.
