<p><strong><span style="font-size:18px;">About BlaBlaCar</span></strong><br><br><span style="font-size:16px;">BlaBlaCar is the world’s leading community-based travel app enabling 27 million members a year to carpool or travel by bus in 21 countries. Our team of 800 employees counts over 50 nationalities and is spread across our 5 global offices, 30% working fully remotely.</span></p><div><br></div><div><p><strong>Your Mission</strong></p><p>As Head of People Partners, you lead the People Partners function and through it, the quality of HR advisory delivered to our business units across all geographies. You are the primary interface between the HRBP team and the SVP People, the decision-maker on cross-perimeter and sensitive HR topics, and the person who ensures that every people decision is grounded in both business reality and consistent people principles.</p>You help translate business priorities into human capital strategies while ensuring your team of senior HRBPs is well-equipped, well-aligned, and operationally sharp. You maintain workforce cost discipline, and lead or oversee large-scale transformation projects when they arise.</div><div> </div><div> </div><br><br><h3>Your responsibilities </h3><ul><div><p><strong>People leadership &amp; cross-functional alignment</strong></p><li>Participate in the People Leadership team and contribute to collective decision-making on HR strategy </li><li>Ensure alignment with the Head of Talent, Culture &amp; Performance and Head of People Ops, Data &amp; Systems, serve as the escalation point for any cross-perimeter topic requiring arbitration</li><p><strong>Team management &amp; capability building</strong></p><li>Manage the HRBPs: objectives, development, performance reviews, 1:1s, </li><li>Identify and address capability gaps within the team; facilitates upskilling on thematic areas (C&amp;B, talent, learning, AI-driven HR practices)</li><li>Ensure project delivery roadmap of the team, providing structure, prioritisation and follow-through</li><li>In time, may manage a perimeter directly, either temporarily (replacement) or permanently (organisation need)</li><div><strong>HR policy coherence &amp; governance</strong></div><li>Involved in designing all new or revised HR policies before deployment to the business, arbitrate cross-perimeter topics where HRBP alignment is required</li><li>Supervise departures in terms of framework and financial impact</li><li>Hold final decision authority on off-grid compensation and pay equity cases, in alignment with the Head of Talent</li><p><strong>Restructuring &amp; transformation</strong></p><li>Lead or closely involved in large-scale restructuring projects (M&amp;A, internationalisation, organisational redesign)</li><li>Coordinate with the Labour Law specialist on social dialogue and legal risk exposure</li><li>Ensure organisational design decisions are documented and consistent across projects</li><p><strong>Workforce cost &amp; headcount management</strong></p><li>Accountable for staff plan materialisation across all perimeters: design, tracking, and delivery</li><li>Serve as the direct interface with FP&amp;A on headcount and personnel cost monitoring; ensure ongoing reporting reliability</li></div></ul><h3>Your qualifications</h3><ul><div><p>You are a senior HR generalist — 10 to 15 years in, with enough breadth to cover the full spectrum and enough depth to handle the hard cases. You have personally driven performance management cycles, departures, and restructuring projects — not just advised on them. You have worked across geographies, operated daily in English, and navigated complex labour law contexts without needing a specialist for every question.</p><p>Beyond the experience, here is what will make you stand out:</p><li>You are financially literate : headcount costs, FP&amp;A interfaces, and staff plan tracking are part of your day-to-day, not a stretch</li><li>You think in systems : you build policies and frameworks that hold across cases, not just solve the issue in front of you</li><li>You influence senior leaders without relying on authority, through rigour, relationship, and well-framed recommendations</li><li>You manage with clarity, your team knows what is expected, where they stand, and how to grow</li><li>You have a strong command of French labour law to engage credibly on social dialogue, departures, and restructurings</li><li>You are fluent in written and spoken English; this is non-negotiable given the international scope</li></div></ul><h3>What we have to offer</h3><ul><div><li>Hybrid: 2 days at the office </li><li>4 additional weeks on top of legal maternity/paternity leaves</li><li>50% healthcare coverage (Alan)</li><li>Financial support for home office equipment</li><li>Minimum 25 days holiday per year</li><li>Local meal plan policy (Swile card)</li><li>50% transportation paid (Forfait Mobilité Durable)</li><li>Relocation package and visa support</li><li>Free unlimited carpooling &amp; bus rides</li><li>Personal growth via trainings, mentorship, and internal mobility opportunities</li><li>Employee Stock ownership plan</li><li>Regular team building events</li><li>1 day off per year to test our product</li><div> </div><div> </div><div> </div></div></ul><h3>Interested in joining the ride?</h3><ul><div>Here's what your hiring journey will look like.</div><li>A 30-min <span style="font-size:11pt;">video-call with our Talent Acquisition Manager to get to know you, understand your career expectations and answer your questions</span></li><li><span style="font-size:11pt;">A </span><span style="font-size:11pt;">60-min video-call with Frederic Dieulle, Senior VP People, to discuss the role in more depth </span></li><li><span style="font-size:11pt;">A fully remote exercise to evaluate your hard skills, followed by a 90-min video-call with several people stakeholders  </span></li><li><span style="font-size:11pt;">A  45-min video-call with a business stakeholder for vision fit and rounding off the process</span></li><div><div>Usually, our hiring process lasts on average 20-25 days, offers usually come within 48 hours.</div></div></ul><br><div><em style="font-size:16px;">BlaBlaCar is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.</em></div>

<p><span style="font-weight: 400;">BlaBlaCar is the world&rsquo;s leading community-based travel app enabling 27 million active members a year to share a ride in 21 countries. Its technology matches drivers with empty seats with passengers heading the same way, so they can share the cost of the trip. With the mission to be the go-to marketplace for shared travel, BlaBlaCar combines carpooling with bus journeys from over 5 000 operators to offer a wide choice of affordable and sustainable travel solutions, all in one app.</span></p>
<p><br /><span style="font-weight: 400;">In 2023, BlaBlaCar&rsquo;s trusted community connected 2,4 million meeting points worldwide and enabled 104 million human encounters. Carpool drivers saved 513 million euros, and all BlaBlaCar&rsquo;s mobility services contributed to avoiding 2 million tonnes of CO</span><span style="font-weight: 400;">2</span><span style="font-weight: 400;"> emissions.</span></p>

Head of People Business Partners

<p><strong><span>About BlaBlaCar</span></strong><br /><br /><span>BlaBlaCar is the world’s leading community-based travel app enabling 27 million members a year to carpool or travel by bus in 21 countries. Our team of 800 employees counts over 50 nationalities and is spread across our 5 global offices, 30% working fully remotely.</span></p><div><br /></div><div><p><strong>Your Mission</strong></p><p>As Head of People Partners, you lead the People Partners function and through it, the quality of HR advisory delivered to our business units across all geographies. You are the primary interface between the HRBP team and the SVP People, the decision-maker on cross-perimeter and sensitive HR topics, and the person who ensures that every people decision is grounded in both business reality and consistent people principles.</p>You help translate business priorities into human capital strategies while ensuring your team of senior HRBPs is well-equipped, well-aligned, and operationally sharp. You maintain workforce cost discipline, and lead or oversee large-scale transformation projects when they arise.</div><div> </div><div> </div><br /><br /><h3>Your responsibilities </h3><ul><div><p><strong>People leadership &amp; cross-functional alignment</strong></p><li>Participate in the People Leadership team and contribute to collective decision-making on HR strategy </li><li>Ensure alignment with the Head of Talent, Culture &amp; Performance and Head of People Ops, Data &amp; Systems, serve as the escalation point for any cross-perimeter topic requiring arbitration</li><p><strong>Team management &amp; capability building</strong></p><li>Manage the HRBPs: objectives, development, performance reviews, 1:1s, </li><li>Identify and address capability gaps within the team; facilitates upskilling on thematic areas (C&amp;B, talent, learning, AI-driven HR practices)</li><li>Ensure project delivery roadmap of the team, providing structure, prioritisation and follow-through</li><li>In time, may manage a perimeter directly, either temporarily (replacement) or permanently (organisation need)</li><div><strong>HR policy coherence &amp; governance</strong></div><li>Involved in designing all new or revised HR policies before deployment to the business, arbitrate cross-perimeter topics where HRBP alignment is required</li><li>Supervise departures in terms of framework and financial impact</li><li>Hold final decision authority on off-grid compensation and pay equity cases, in alignment with the Head of Talent</li><p><strong>Restructuring &amp; transformation</strong></p><li>Lead or closely involved in large-scale restructuring projects (M&amp;A, internationalisation, organisational redesign)</li><li>Coordinate with the Labour Law specialist on social dialogue and legal risk exposure</li><li>Ensure organisational design decisions are documented and consistent across projects</li><p><strong>Workforce cost &amp; headcount management</strong></p><li>Accountable for staff plan materialisation across all perimeters: design, tracking, and delivery</li><li>Serve as the direct interface with FP&amp;A on headcount and personnel cost monitoring; ensure ongoing reporting reliability</li></div></ul><h3>Your qualifications</h3><ul><div><p>You are a senior HR generalist — 10 to 15 years in, with enough breadth to cover the full spectrum and enough depth to handle the hard cases. You have personally driven performance management cycles, departures, and restructuring projects — not just advised on them. You have worked across geographies, operated daily in English, and navigated complex labour law contexts without needing a specialist for every question.</p><p>Beyond the experience, here is what will make you stand out:</p><li>You are financially literate : headcount costs, FP&amp;A interfaces, and staff plan tracking are part of your day-to-day, not a stretch</li><li>You think in systems : you build policies and frameworks that hold across cases, not just solve the issue in front of you</li><li>You influence senior leaders without relying on authority, through rigour, relationship, and well-framed recommendations</li><li>You manage with clarity, your team knows what is expected, where they stand, and how to grow</li><li>You have a strong command of French labour law to engage credibly on social dialogue, departures, and restructurings</li><li>You are fluent in written and spoken English; this is non-negotiable given the international scope</li></div></ul><h3>What we have to offer</h3><ul><div><li>Hybrid: 2 days at the office </li><li>4 additional weeks on top of legal maternity/paternity leaves</li><li>50% healthcare coverage (Alan)</li><li>Financial support for home office equipment</li><li>Minimum 25 days holiday per year</li><li>Local meal plan policy (Swile card)</li><li>50% transportation paid (Forfait Mobilité Durable)</li><li>Relocation package and visa support</li><li>Free unlimited carpooling &amp; bus rides</li><li>Personal growth via trainings, mentorship, and internal mobility opportunities</li><li>Employee Stock ownership plan</li><li>Regular team building events</li><li>1 day off per year to test our product</li><div> </div><div> </div><div> </div></div></ul><h3>Interested in joining the ride?</h3><ul><div>Here's what your hiring journey will look like.</div><li>A 30-min <span>video-call with our Talent Acquisition Manager to get to know you, understand your career expectations and answer your questions</span></li><li><span>A </span><span>60-min video-call with Frederic Dieulle, Senior VP People, to discuss the role in more depth </span></li><li><span>A fully remote exercise to evaluate your hard skills, followed by a 90-min video-call with several people stakeholders  </span></li><li><span>A  45-min video-call with a business stakeholder for vision fit and rounding off the process</span></li><div><div>Usually, our hiring process lasts on average 20-25 days, offers usually come within 48 hours.</div></div></ul><br /><div><em>BlaBlaCar is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.</em></div>

Head of People Business Partners

About the Job

About the Company

BlaBlaCar

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