HR Consultant - French speaking

Job description

Who are we? Equinix is the world’s digital infrastructure company®, shortening the path to connectivity to enable the innovations that enrich our work, life and planet. A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future. A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You’ll work across teams, influence key decisions, and help shape the path forward. You’ll find belonging, purpose, and a team that welcomes you—because when you feel valued, you’re empowered to do your best work. Job Summary The People Consultant is a trusted people expert responsible for managing complex employee relations matters with a high degree of independence, judgement, and professionalism. Operating as a strategic advisor to leaders, HR partners, and employees, the role ensures fair, consistent, and legally compliant people practices that protect organizational culture, trust, and performance. The role manages end-to-end employee relations cases across performance, conduct, disciplinary and grievance matters, investigations, and policy interpretation globally but in particular for France. Beyond case management, as Senior Employee Relations Advisor, you’ll play an active role in preventing issues through early intervention, coaching leaders, and promoting best practice people management. Operating at both case and thematic level, the role uses insight from ER activity to identify trends, inform policy enhancements, and contribute to capability building for leaders and HR colleagues. The role supports consistency and quality across the ER framework, escalating high-risk matters appropriately and partnering closely with the Risk, Compliance and Audit team and Legal where required. This role balances employee advocacy, business pragmatism, and risk management—ensuring employee relations outcomes enable organisational effectiveness while maintaining fairness and respect. Responsibilities 1. Complex Case Management Own and manage end-to-end employee relations cases of moderate to high complexity, including disciplinary, grievance, conduct, performance, and absence matters—ensuring outcomes are fair, consistent, timely, and legally compliant. Ensuring cases are documented accurately within the ER case management tool 2. Manager & Leader Advisory Act as a trusted advisor to managers, providing practical, risk-aware guidance on people matters and coaching leaders to confidently handle employee issues in line with policy and best practice. 3. Investigations & Fact-Finding Plan and conduct workplace investigations, including witness interviews, evidence assessment, and report writing—delivering clear, balanced findings that support sound decision-making. 4. Policy Interpretation & Application Interpret and apply people policies with consistency and sound judgement, advising on appropriate approaches while identifying opportunities to clarify or improve policy based on lived case experience. 5. Risk Management & Escalation Identify legal, reputational, and employee-relations risk, escalating complex, sensitive, or high-impact matters in line with governance framework. 6. Data, Insight & Trend Analysis Analyse ER case data and themes to identify root causes, systemic issues, and emerging risks—contributing insight to inform policy changes, leadership capability initiatives, and organisational decisions. 7. Capability Building & Prevention Support proactive people management by sharing best practice, contributing to manager guidance, toolkits, or training, and promoting early intervention to reduce avoidable ER issues. Knowledge and Skills: •Substantive end to end ER case management and investigation experience, managing multiple cases simultaneously •Knowledge of France’s legislation around Employee Relations Management (fluency in French is required for this role) •Strong advisory capability, coaching managers and leaders through sensitive people matters with confidence •Ability to interpret assess, navigate and advise on ER related employment law across multiple jurisdictions •Utilize ER case data to identify opportunities or systemic issues, and develop recommendations •Utilization of a case management system to track and monitor cases •Sound commercial judgements : Balance employee advocacy with business needs, ensuring employees are treated with dignity, respect, and transparency throughout ER processes and that outcomes reinforce trust and organisational values. •Maintain accurate case records, documentation, and reporting in line with governance, audit, and data-privacy standards, ensuring consistency and defensibility of ER decisions. •Strong influencing skills •Excellent communication & interpersonal skills •Operate with discretion and sensitivity •Highly organized with the ability to manage multiple cases simultaneously ------------------------------- Résumé du poste Le ou la People Consultant est un interlocuteur de confiance et un spécialiste des relations individuelles. À ce titre, il ou elle prend en charge des situations complexes avec un haut degré d’autonomie, de discernement et de professionnalisme. En tant que partenaire stratégique des dirigeants, des équipes RH et des collaborateurs, cette personne veille à l’application de pratiques équitables, cohérentes et conformes à la législation, afin de préserver la culture, la confiance et la performance de l’organisation. Le poste couvre la gestion de bout en bout des dossiers de relations individuelles à l’échelle mondiale, avec une attention particulière portée à la France. Il concerne notamment les sujets liés à la performance, au comportement, aux procédures disciplinaires, aux réclamations, aux enquêtes internes et à l’interprétation des politiques de l’entreprise. Au-delà du traitement des dossiers, le ou la People Consultant joue un rôle actif dans la prévention des difficultés grâce à une intervention précoce, à l’accompagnement des managers et à la promotion des meilleures pratiques managériales. Intervenant à la fois sur des dossiers individuels et sur des thématiques transversales, le poste s’appuie sur les enseignements tirés de l’activité en matière de relations individuelles pour identifier les tendances, orienter l’évolution des politiques et contribuer au développement des compétences des managers et des équipes RH. Il garantit également la cohérence et la qualité du dispositif, assure la remontée appropriée des situations à haut risque et collabore étroitement, lorsque nécessaire, avec les équipes Risques, Conformité et Audit ainsi qu’avec la Direction juridique. Ce poste concilie la défense des intérêts des collaborateurs, le pragmatisme opérationnel et la maîtrise des risques. Il veille ainsi à ce que les décisions prises en matière de relations individuelles soutiennent l’efficacité de l’organisation, tout en garantissant équité, respect et transparence. Responsabilités Gestion des dossiers complexes Prendre en charge et gérer de bout en bout des dossiers de relations individuelles de complexité modérée ou élevée, notamment en matière de discipline, de réclamations, de comportement, de performance et d’absentéisme. Veiller à ce que les décisions soient équitables, cohérentes, prises dans les délais requis et conformes à la législation, et garantir la saisie précise de chaque dossier dans l’outil de gestion dédié. Conseil aux managers et aux dirigeants Agir en tant que conseiller de confiance auprès des managers et des dirigeants, en leur apportant des recommandations pratiques et proportionnées aux risques. Les accompagner afin qu’ils puissent gérer avec assurance les situations individuelles, dans le respect des politiques internes et des meilleures pratiques. Enquêtes et établissement des faits Planifier et conduire des enquêtes internes, notamment au moyen d’entretiens avec les témoins, de l’analyse des éléments de preuve et de l