Talent Manager

Job description

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, https://www.trustpilot.com/review/qonto.com based on 55,000+ reviews. Our culture https://qonto.com/en/careers/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 https://medium.com/qonto-way/the-qonto-way-our-culture-is-our-strategy-90defd4895f9). Our journey: Founded in 2017 by Alexandre https://www.linkedin.com/in/aprot/ and Steve https://www.linkedin.com/in/steveanavi/, Qonto has grown to 1,700 Qontoers serving over 750,000 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 https://medium.com/qonto-way/a-recruiters-dilemma-confronting-bias-in-hiring-b78acce148eb because the best teams are built on merit. AI at Qonto: AI is deeply embedded in how we work (here https://medium.com/qonto-way/ai-at-qonto-vision-statement-725a7e2f659b) - 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. ------------------------------------------------------------------------------------------------------ Join us as a Talent Manager, based in Paris, and help shape how Qonto manages performance, potential and career development as we continue to scale. Working closely with our Talent & Culture Director, Marjorie https://www.linkedin.com/in/boruelmarjorie/, and the team who operate our HR cycles, you will operationalise and strengthen Qonto’s culture by connecting people data with insights from managers, PBPs and Qontoers. You will turn these insights into fair, robust Talent Management frameworks, products and practical processes, while building exciting career paths that engage, develop and retain Qontoers—helping them unlock their full potential and build fulfilling careers at Qonto. ➡️ WHAT YOU'LL DO - Design and improve our HR frameworks and products: Lead the evolution of initiatives across areas such as performance, feedback, objectives, potential, talent programmes and succession planning, ensuring they are fair, robust and clear, reflect and strengthen our culture, and are adapted to Qonto’s level of maturity. - Shape our key HR cycles: Partner with the colleague responsible for HR-cycle operations to design and implement practical improvements for the mid-year and end-of-year cycles. - Build career paths: Develop Qonto’s career-path approach and partner with Learning & Development and other People teams to connect skills, development and internal mobility—creating powerful levers to engage, develop and retain Qontoers, help them unlock their full potential and build fulfilling careers at Qonto. - Diagnose our Talent Management approach: Analyse HR-cycle data and gather insights from managers, PBPs and Qontoers to identify strengths, gaps and root causes, then translate them into a clear, prioritised roadmap. - Turn insights into action: Prototype solutions, test them with users, define success measures and adapt the framework based on evidence and field feedback. - Mobilise stakeholders and drive adoption: Align and influence key stakeholders across People and the business, and equip managers with clear guidance to apply Talent Management practices consistently. ➡️ WHAT WE'RE LOOKING FOR - HR knowledge: Strong in-house experience designing and implementing Talent Management frameworks—including performance, feedback, objectives, potential and career development—in a mature, structured organisation, with the agility to adapt robust practices to Qonto. ⁠ - Conceptualisation and change leadership: Able to conceptualise and translate complex ideas into simple, useful frameworks and processes, then lead their implementation across functions—from diagnosis and stakeholder alignment to field testing and impact evaluation. - Analytical problem-solving: Able to combine quantitative data and qualitative insights, connect the dots, identify root causes and propose pragmatic countermeasures. - Stakeholder influence: Credible and emotionally intelligent, with the ability to provide strategic HR advice, navigate competing needs and mobilise senior stakeholders without relying on formal authority. - Autonomy and judgement: Proactive and solutions-driven, comfortable forming convictions, making recommendations and constructively challenging others while remaining flexible to feedback. - Languages: Fluent professional English is required; French, and/or another European language, is a