As part of the One TotalEnergies, Better Together company project, employee development, fulfillment and dedication are integral to TotalEnergies's performance and a core concern for the Group.

Specific aspects of the managed scope

1. Provides development support for employees within the position's scope*, in partnership with management:

• With regard to behavioral, managerial and leadership skills, by defining each employee's development goals and proposing appropriate actions while drawing on available resources: evaluations, training, coaching, etc.
• By conducting career assessments at specified intervals or upon request.
• By defining objectives for each employee's professional development within the position's scope and/or TotalEnergies as a whole.
• By assisting employees at each major stage of a job change (analyzing job postings, drafting a resume, preparing for hiring interviews, etc., and providing support when problems arise).

2. Manages mobility within their workforce:

• Provides for appropriate staffing for all jobs within the position's scope while monitoring compliance with Group policies (diversity, etc.) and ensuring that resources and jobs are allocated in a way that meets the organization's needs.
• Ensures the integrity, transparency and fairness of the internal mobility process and plays a role in decision-making.
• Coordinates mobility activities within the position's scope, within the segment and across Total, including posting job openings and selecting candidates.

3. Supports, challenges and develops managers in their role as manager-coach:

• Manages people reviews in an advisory role informed by their knowledge of the workforce and the key skills required for the métiers within the position's scope. Develops talent pools for each métier. Assists the manager in creating individual training plans. 
• Assesses the potential of employees within the position's scope in order to identify candidates for the HP/HPG programs, bearing in mind TotalEnergies's policies on diversity.
• Advises and provides support to the manager regarding organizational issues, interpersonal relationships and psychosocial risks among team employees.
• Verifies that employee skill sets correspond to organizational needs as métiers evolve and works with management to define what resources will be needed over the medium/long term. Assists in identifying outside recruitment needs.
• Implements and helps to adapt [segment to add/modify as appropriate] HR policies relating to operating personnel (merit-based raises, AP, AIR, HP employees, etc.) and provides support for compliance with those policies.
• Assists in the job weighting process and in defining career paths.

4. Serves as the primary HR liaison for team managers within the position's scope. 

Education: Bachelor, Master or equivalent in human resources management, management, social science or teaching. 

Experience: at least 5-year experience in career counseling/planning, learning and development and organizational development in a cross-cultural environment and compensation and benefits

Skills: Ability to work independently; big-picture perspective; team spirit; open-mindedness; listening skills; ability to generate new ideas and demonstrate conviction and influence; organizational skills; an interest in supporting teams and managers. Good command of English writing and speaking.