Learning & Development Partner (H/F)

Alpha FMC

People Business Partner (AWM EUR) at Alpha FMC * Division: Business Operations * Function: People (HR, Recruitment, Learning) * Location: Paris   About Alpha FMC  Alpha Financial Markets Consulting (Alpha) is a leading global consultancy to the financial services industry. Founded in 2003, we have worked for over 20 years to bring together specialist, sector-focused strategy, management consulting and technology expertise to support the entire client transformation lifecycle. Having partnered with more than 1,200 clients worldwide across the asset and wealth management, alternatives and insurance industries, Alpha is truly a trusted advisor for complex change programs. We now have over 1,180 consultants working with clients across North America, the UK, Europe, Middle East and APAC. In 2024, in recognition of our successful track record and strong growth prospects, Alpha was acquired by Bridgepoint, one of the world's leading quoted private asset growth investors. Our people are at the heart of everything we do. We are delighted that many of our team have built long and fulfilling careers with us, many staying over a decade. We believe this is because Alpha offers a genuinely rewarding place to work: a meritocratic environment where your career can flourish, and a welcoming culture where you can be yourself, connect with others and thrive. As we look to the future, we’re excited to be looking for new Alpha colleagues - individuals who are collaborative, innovative and ambitious. We hope you will join us and help shape the next chapter of our growth journey. Why join Alpha? 1. Established yet entrepreneurial – with over 20 years of success and a proven record on the London Stock Exchange, Alpha offers the stability of an established consultancy with the energy of a fast-growth business. 2. Backed by Bridgepoint – as part of one of the world’s leading growth investors, Alpha benefits from strategic investment that fuels innovation, expansion and new offerings – creating even more opportunity for our people. 3. Exposure to senior leadership – whether you are in an internal or a client facing role, you will have the opportunity to work with and learn from the best of the best – high performers at the top of their game. 4. Learning and growth opportunities – we run tailored training to help you be successful, provide you excellent mentorship, and offer up to 5 days paid training time per year. Perhaps the best training though is the experience on the job – as everyone at Alpha has high responsibility and autonomy, you can develop your skillsets quickly. 5. Performance-driven culture with real impact – advancement at Alpha is based on impact and capability, not tenure or quotas. You’ll have autonomy and see the tangible difference your ideas and decisions make.   Overview of Business Operations While consultants focus on delivering client value, our 'Business Operations' function ensures that the company runs efficiently and appropriately across a number of operational areas: Finance, People, Operations, IT, and Legal, Risk & Compliance. Together, these teams ensure the consultants are fully supported - working from a strong operational base that’s efficient, innovative and compliant. Business Operations doesn’t just enable delivery; it empowers Alpha’s long-term success. ‘People’ at Alpha refers to all parts of the employee lifecycle – including Recruitment, HR and Learning.   Role & Requirements We are investing into a People Business Partner aligned to our Asset & Wealth Management, Europe (‘AWM EUR’) business unit. This role has a strategic dual role. Embedded into both the business units (AWM EUR) and the Business Operations function (People function) to ensure alignment with the AWM EUR business unit’s strategic goals, while also maintaining strong ties with Business Operations to uphold functional standards and best practices. * To the Business Head – reporting to the Co-Heads of Asset & Wealth Management, Europe, who provide day-to-day direction, priorities, and operational objectives. * To the Business Operations – reporting ultimately into the Group Head of HR and Head of Recruitment & Learning who ensure functional alignment, capability development, and mentoring support. Key responsibilities include: * Leadership Engagement: * Engage directly with senior leaders as a trusted business partner. * Have a ‘seat at the table’ to facilitate the business vision and to define the people agenda behind that. * People Data Reporting & Analysis: * Analyze people data to identify trends, strengths, and gaps across recruitment, HR, and learning. * Support the Business Head to define, iterate and drive the strategy across the people agenda – ultimately answering key questions e.g. what our employer value proposition is, how do we attract the best talent, and how do we manage, develop, and retain talent to help them be successful. * Support the Business Head in partnership with the Finance Business Partner to make sure recommendations are commercially relevant and executable. * Key Processes Management: * Drive and oversee annual business-as-usual (BAU) processes: * Recruitment: year-end and mid-year planning and budgeting processes * HR: year-end and mid-year job evaluation, compensation planning and goal setting * Strategic Project Management: * Contribute and drive key initiatives based on the Business Unit’s People strategy and priorities covering: * Strategic Workforce & Talent Planning * Develop and implement workforce strategies aligned to business plans, anticipating future skills and capacity * Partner with business unit’s leaders to plan headcount growth and critical role coverage. * Shape recruitment priorities based on commercial demand, utilization patterns, and emerging practice/proposition areas. * Performance, Reward & Retention Strategy * Partner with business unit’s leadership and finance to evolve reward frameworks that support growth, profitability, and retention. This will include assessing reward against an benchmark and making recommendation to the business unit’s leadership and the board * Identify retention risks in key talent pools and co-develop targeted retention interventions. * Employee Engagement * Drive employee engagement initiatives by partnering with leadership to foster a positive work culture, improve retention, and enhance overall employee experience. * Leverage engagement survey data and employee feedback to identify trends and recommend targeted action plans. * Leadership Development & Succession Planning * Support and coach senior leaders to enhance leadership effectiveness and build high-performing teams. * Monitor emerging talent and partner with leadership to identify and develop future leaders. Lead succession planning processes that anticipate organizational growth and mitigate leadership risk. * Provide focused oversight to Senior Leadership transitions (including onboarding & exits) * Capability Development & Learning * Partner with business unit’s leaders to design and deliver a training framework for each level that addresses the business unit’s strategic priorities, client needs, and skill gaps. * Lead the continuous review and evolution of each business unit’s career framework, ensuring it reflects current market expectations, future skills, and the changing consulting environment. * Collaborate with business unit’s leadership to evolve all people related matters (career, recruitment, etc.) as we deploy AI and other emerging technologies that enhance productivity, streamline delivery, and evolve the nature of the consultant role. * Organizational Design & Growth Enablement * Advise on team structures, spans of control (consulting pyramid), and operating models to improve scalability, collaboration, and efficiency. * Post-acquisition integration: driving the people integration following acquisitions and monitoring success on an ongoing basis. * Contractors: ensuring that relevant and efficient frameworks for sourcing and onboarding are in place, as well as understanding commercial visibility of contractor usage. * People Delivery Team Mobilization and Optimization: * Mobilize the internal people delivery teams (Recruitment and HR) who are responsible for execution. * Monitor service quality and performance, supporting them to resolve any issues that arise. * Ensure good productive relationships with wider Business Operations teams in order to facilitate execution. * Play role of a lead in that functional area – driving effectiveness and good culture, and coaching and supporting individuals to achieve the business goals. * Senior Leadership Reporting: * Prepare people reports for senior leadership (both on a proactive and reactive basis), such as for the business unit Board, Group Leadership or Group Board. This will include but not be limited to reporting on matters such as – Reward & Retention, Strategic Hires/Workforce Planning, Talent Development and Strategic Projects * People Communications: * Designing and executing effective people communications as they relate to organizational change, compensation, and new policies.   Qualifications: Must have: * 5-7 years’ HR or recruitment experience, with experience in strategic business partnering or relationship management role. * Proven ability to influence and advise senior leaders on people strategy and organizational design. * Strong experience in talent attraction and management, succession planning, and leadership development. * Demonstrated capability in post-acquisition integration, change management, and cultural alignment. * A university degree (2:1 or above) in a relevant discipline * Certification such as CIPD 5, SHRM-SCP, or equivalent academic or professional accreditation. * Excellent communication, analytical, team-work and stakeholder management skills. * Professional working proficiency in English and French. Good to have: * Experience within a consulting firm – ideally within Financial Services * Strong working knowledge of European employment law, HR processes and best practice, especially France, Germany, Luxembourg, Switzerland, Denmark. * Exposure to global or matrixed organizations with complex stakeholder environments. * Professional working proficiency in German.   Location and working patten: * Office-based in the same location as the Business Heads, in Paris. For this role it is important that this individual is co-located with the business and is able to attend key meetings in person – e.g. senior leadership meetings, strategic initiative workshops and 1:1s. We expect that on average this will require c. 2-3d/w in the relevant office, but this may flex up or down depending on the week.   Benefits & Compensation * Competitive base salary * Share of the profits of the business * 25 working days of paid leave + discretionary rest days granted annually (currently additional 2 days off, 27 days in total) * Lunch vouchers (10€) * Life insurance and travel insurance * Laptop and mobile phone   Our Commitment to Inclusion At Alpha, diversity, equity and inclusion are critical to our success. Our priorities show a focus on fostering an inclusive, equitable workplace where individuals are treated fairly regardless of gender or background. We welcome applications from disabled people and are committed to making our recruitment process and workplace accessible and inclusive for everyone.   Data Privacy Policy: Full details around what data we hold, why we hold it and for how long are available in our recruitment privacy statement (https://alphafmc.com/privacy-policy/).

Qonto

Our mission and customers: We are creating the freedom for SMEs to succeed by delivering Europe's leading finance workspace with banking at its core, augmented by financial tools. We are proud to be rated 4.8 on Trustpilot, based on 55,000+ reviews. Our culture puts customer satisfaction at the core of what we do, as proven by our Net Promoter Score of 75 (more about our culture here). Our journey: Founded in 2017 by Alexandre and Steve, Qonto has grown to 1,600+ Qontoers serving over 600,000+ customers across 8 European countries. We have been profitable since 2023, and we are just getting started. Our beliefs: We hire for skills and potential. With 80+ nationalities, 45% women, of which 56% of women in our leadership team, diversity isn't a program; It's who we are. We've built a discrimination-free hiring process because the best teams are built on merit. AI at Qonto: AI is deeply embedded in how we work (here) - Every Qontoer gets unlimited access to the best AI tools. We want people who experiment without waiting for permission, push AI beyond the obvious, know when to trust it, and when to question it. ------------------------------------------------------------------------------------------------------  Mission  Join Qonto as a Learning & Development Manager to maintain and elevate our learning programmes during a key period for the People team, ensuring Qontoers continue to access high-quality self-service content, group coaching, and tailored learning support.  You will work closely with Olivia (Knowledge & Learning Lead) and partner with managers and internal experts across Qonto to deliver impactful learning experiences, quickly and with a high bar. ➡️ What you’ll do Build learning content in Sana that reflects Qonto's culture, addresses real pain points observed on the ground, and anticipates future capability needs. Facilitate workshops and learning sessions, including Manager Academy modules, adapting formats to what Qontoers actually need. Coach Qontoers using Lean principles as a framework — because at Qonto, L&D is how culture gets operationalised. You'll coach by embodying and transmitting the ways of working that define us: continuous improvement, problem-solving at the source, and learning from the field. Across all three, you'll stay close to teams and the business — connecting what you build and deliver to what you observe, what's coming, and what will help Qonto grow. ➡️ What we can offer you A role with fast ramp-up, where strong L&D fundamentals will help you get effective quickly in Qonto's context. A mix of formats: self-serve content, manager coaching, workshops, and ad hoc training requests. A highly collaborative environment with managers and internal experts. ➡️ What we’re looking for Solid experience in Learning & Development, with strong foundations in programme design and pedagogy. Comfortable creating learning content that scales, including self-serve and tool-based learning. Strong facilitation and coaching skills, especially with managers. Excellent stakeholder management and ability to deliver autonomously with a high bar. English and French fluency is required. A big plus if you're familiar with Lean Methodology — you'll use Lean principles as a coaching framework to help Qontoers embody Qonto's culture and ways of working, not just acquire new skills. About your future manager  You will report to Olivia, who has been at Qonto for 4 years and has seen the company grow from ~500 to ~1,700 Qontoers. Olivia started in Onboarding and progressively expanded her scope across L&D, Knowledge Management and DEI. Olivia's management style will suit you if you want to be developed and coached, and if you want to grow in autonomy and visibility.

Qube Research & Technologies

Qube Research & Technologies (QRT) is a global quantitative and systematic investment manager, operating in all liquid asset classes across the world. We are a technology and data driven group implementing a scientific approach to investing. Combining data, research, technology, and trading expertise has shaped our collaborative mindset, which enables us to solve the most complex challenges. QRT’s culture of innovation continuously drives our ambition to deliver high quality returns for our investors. Join our HR team in Paris as a Talent Development Coordinator. In this role, you will support the delivery of onboarding, learning, and talent development initiatives, helping to ensure a consistent and high-quality employee experience. You will play an important role in coordinating key programmes and processes that support employee development across the firm. Your future role at QRT: * Deliver induction sessions and onboarding support for new joiners, responding to onboarding-related queries and facilitating a smooth integration into the firm * Manage onboarding materials and learning resources to support onboarding and Talent Development activities * Coordinate internal and external learning programmes, ensuring their effective delivery across the firm * Contribute to the delivery of Talent Development initiatives, working closely with colleagues across regions and external providers to coordinate programme execution * Partner with HR, Compliance, Security, Office Management, and external providers to support onboarding and Talent Development activities * Support the administration of Talent Development systems and tools used across onboarding and Talent Development activities * Contribute to the ongoing development of onboarding and Talent Development processes, supporting operational efficiency and employee experience * Support Talent Development projects, programmes, and initiatives across the team Your present skillset: * Previous experience supporting onboarding, Talent Development, Learning & Development, HR, or a related function * Fluency in both English and French, with excellent written and verbal communication skills, is essential * Strong organisational skills with the ability to manage multiple priorities and deadlines in a fast-paced environment * High attention to detail and a structured approach to planning and coordination * Experience using learning platforms or learning management systems to support programme delivery and administration * Experience with Workday is highly desirable * Comfortable working with data and reporting, with a focus on accuracy and data quality * Interest in leveraging technology and AI tools to improve processes and ways of working * Ability to work independently while collaborating effectively with colleagues across multiple locations QRT is an equal opportunity employer. We welcome diversity as essential to our success. QRT empowers employees to work openly and respectfully to achieve collective success. In addition to professional achievement, we are offering initiatives and programs to enable employees achieve a healthy work-life balance.