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Identifiant:  119233

Marseille, FR

Senior HR Business Partner (H/F)



Le Groupe CMA CGM, fondé par Jacques R. Saadé est un leader mondial du transport maritime et de la logistique.

Aujourd’hui dirigé par Rodolphe Saadé, CMA CGM réinvente le transport et la logistique afin d'offrir un service maritime, portuaire, terrestre intégré qui dépasse les attentes de ses clients.

Présent dans plus de 160 pays avec 755 bureaux, 750 entrepôts et doté d'une flotte de 511 navires, le Groupe CMA CGM dessert 420 des 521 ports de commerce du monde et gère plus de 200 lignes. Le groupe emploie aujourd'hui 110.000 personnes dans le monde dont près de 2 400 à Marseille où est situé son siège social.



The Commercial Agency Network (CAN) is a global enterprise-wide organization of over 25,000 people in over 150 countries aimed to promote Customer Intimacy & facilitate Market Agility across the CMA CGM group as One Team by providing a harmonious end-to-end journey through Innovative Solutions and Enhanced Processes.

The Commercial Agency Network (CAN) serves its internal and external customers with its Commercial, Customer Experience, Global Business Services, Specialised Products & Value Added Services, Business Transformation, Sales & Agency Network and Strategic Account Management whose primary goal together is to Enhance Customer Satisfaction, Develop Business, Improve Sales Performance while constantly increasing our Productivity, Revenue and Market Share through operational excellence’





  • Adapt and implement HR policies and strategies to plan, attract, develop and retain talents so as to ensure the Right People in the Right Jobs at the Right Time for business success
  • Act as a Business Partner and Coach to the People Managers in business providing the needful HR support and facilitation
  • Working closely with the Regional HRD so as to Provide & execute sustainable HR business solutions to enable Business to achieve the goals required (HR strategy execution, Talent acquisition, Talent identification, Compensation and Benefits, Learning & Development, HR systems deployment)  





HR Operations : 

  • Be proximate to the business – both line managers and employees, in order to understand their issues and prepare HR actions to address them.
  • Keep Region HRD informed on time on critical people issues, process/system bottle necks, HR escalation if any.
  • Work in close cooperation with HR Centre of Excellence to build solutions for better people management.
  • Understand and prioritise business needs and translate them into HR actions and deliver.
  • Oversee rationale, initiate, monitor and conclude international assignments in line with Mobility policy and proactive expat management including return / end of assignments & succession needed for business continuity
  • Implement Business / Corporate/Group HR strategy as applies to the Region / Globally
  • Ensure that all policy and rules are followed according to the Delegation of Authority
  • Advice, support and influence people managers on HR related topics / issues, policies and processes.
  • Deploy HRIS, and assure sustainability of accuracy of data, and develop and use metrics to measure HR performance, including introducing tools for new countries at appropriate time with support from HRIS COE.
  • Ensure appropriate Internal communication and act as an advisor and mentor to the local HR to deliver day to day HR operational support (People management process, told adoption, data accuracy etc)
  • Assure good Employer Relations with unions and social partners in the country/scope
  • Facilitate the budget process for the scope working closely with the Region HRD.


Team Management :

  • Uphold the Region HR Branding/Way of working while following the Global CMA CGM HR strategy and in line with the global employer value proposition and culture.
  • Mentor and guide the HR Staff to be motivated and efficient to deliver effective HR solutions as one TEAM
  • Active participation in career development of HR staff in and motivate the team to stretch the boundaries in order to add values to the businesses.
  • Integrate new staff for business/functions, personally assuring their induction, and coach them in CMA CGM culture and HR strategies, policies, processes and practices.
  • Exchange best practise with other HR teams/staff across countries and regionally building effective networks


Recruitment :

  • Assessing the company’s current and future staffing requirements over the short, medium and long-term together with the business and build workforce planning with the Region HRD.
  • Build a solid base for sourcing of candidates, including internal candidates, and build relations with recruitment stakeholders (Internal recruiters, Social Media and Headhunting firms).
  • Follow the recruitment process defined for hiring and build the necessary reporting and analysis for improvement
  • Interview for key positions in area of responsibility, recommend whether to employ, and decision on salary & employment conditions. Influence line managers as necessary.
  • Ensure good onboarding with the process of induction and that the trial/probationary period is performed.
  • Make sure that the new employees represent the desired culture of CMA CGM (especially for those staff from newly merging/ acquisition subsidiaries)


Compensation & Benefits : 

  • Work closely with C&B COE and HRD to develop appropriate policies and practices and to align CMA CGM practices with evolution of market while also educating people managers and employees on C&B practices.
  • Assure implementation of annual pay review and STI/bonus payments on time and on budget.
  • Highlight any C&B issues to  Region HRD.

Talent Management & Development : 

  • Keep pulse check on the top 50 leaders and to 50 experts in the region in close coordination with the Region HRD
  • Influence and build people managers’ ownership of the management/leadership of their people.
  • Deploy the CMA CGM People Management Cycle (Performance review campaigns etc)
  • Prepare, track & action the annual People Review, including development plans, targets, action plans and ensure feedback to individuals
  • Consult, advice, define and implement the development activities appropriate to each individual.
  • Define and implement training programs, and measure their efficiency.
  • Be the trainer of key training programs as and when required.
  • Contribute to the talent pool, working closely with other HR stakeholders, talent management and people managers


Health and Safety, CSR :

  • Take necessary measures to improve the Health, Safety and well-being for CMA CGM employees while also actively participating and contributing to in the various Corporate Social Responsibility projects in the region.





  • University degree, majoring in human resources, psychology, business studies, social or economy 
  • Strong HR leadership experience with at least 8 years of HR Business Partnering exposure 
  • Fluent in the English language, written and spoken
  • Experience of having worked in matrix structures 
  • Sound Inter-cultural orientation




Lancez-vous dans l’aventure CMA CGM !










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