HR Project Manager

Swan is Europe’s embedded banking specialist. We empower software companies to embed banking features like accounts, cards, and payments directly into their products, under their own brand.Swan processes over €1.5 billion in monthly transactions for more than 150 companies—like Pennylane, Indy, Agicap, Libeo, and Lucca. Founded in 2019, the company has received growth capital from leading investors such as Lakestar, Accel, Creandum, Bpifrance and Eight Roads. Swan is a principal member of Mastercard and a licensed financial institution, regulated by the French banking authority (ACPR).

Many software companies already serve small businesses incredibly well: helping them send invoices, run payroll, manage inventory, and more. They’re on a mission to become the central hub for managing every aspect of business life.

But when it comes to financial workflows, there’s still a gap. Too many critical tasks like managing cash flow, tracking payments, or reconciling accounts happen outside the software, across spreadsheets, email threads, banking portals.

It’s a missed opportunity. Business software shouldn’t just record financial activity — it should run it.

 As an HR Project Manager focused on end-to-end HR projects, spanning systems, processes, and talent development, you will play a key role in shaping and executing HR initiatives that support Swan’s employee development and organizational growth.

• Lead and deliver end-to-end HR projects across systems, processes, and people initiatives, ensuring alignment with Swan’s business priorities and growth.

• Drive HRIS and HR tooling projects (implementation, optimization, and adoption), improving data reliability, process efficiency, and employee experience.

• Contribute to the design and continuous improvement of performance management processes, including performance cycles, feedback practices, and the analysis of key indicators such as turnover, to identify trends and inform retention actions.

• Structure and support succession planning and talent pipeline development, ensuring business continuity and long-term organizational resilience.

• Lead employee surveys and workplace climate monitoring initiatives, analyze insights, and translate them into actionable improvement plans.

• Address workload and organizational effectiveness topics, partnering with teams to identify imbalances and propose sustainable solutions.

• Drive diversity, equity, inclusion, and disability initiatives, ensuring they are embedded into HR processes and aligned with company values.

• Collaborate closely with HRBPs to ensure all initiatives are grounded in operational reality and effectively address employee and manager needs.

• Lead selected learning and development initiatives (e.g., leadership programs, key skill-building programs) where relevant to business needs.

• Manage relationships with external partners (e.g., HR tools providers, training organizations, institutional actors) when required for project delivery.

• Ensure proper governance, tracking, and communication of HR projects, including stakeholder alignment, timelines, and impact measurement.
  

✨ You’re a great match if:

• A broad and holistic understanding of HR topics, enabling you to connect initiatives across the employee lifecycle

• Preferably a solid foundation in HR practices, including legal knowledge related to employment and HR processes

• A strong appetite for tools and systems, with the ability to leverage HRIS and data to inform decisions

• The ability to put yourself in the shoes of employees, ensuring that programs and processes are meaningful, accessible, and impactful5+ years of experience in HR project management, particularly in training, learning, and competency development.

• Strong experience of HR project management with a proven ability to lead cross-functional projects that impact various areas of HR, including performance, engagement, and organizational development.

• Solid background in budget management, ensuring financial efficiency in training spend and leveraging external training subsidies when available (e.g., OPCO in France).

• Excellent communication and stakeholder management skills, with the ability to influence senior leaders.

• Fluency in French and English is required.

• A strategic and results-oriented mindset capable of balancing long-term developmental goals with short-term project execution.

• Proactive and solution-oriented with a keen ability to identify challenges and find practical solutions.

• Able to manage multiple projects simultaneously, ensuring deadlines and objectives are met.

• Our ideal teammate: Empathetic. Skilled. Frank. We love to challenge each other, and we leave our egos at the door.

It’s okay if you don’t tick all the boxes — don’t let imposter syndrome prevent you from applying! 🙌 

Swan is committed to providing a caring work environment for all employees, regardless of age, sex, disability, sexual orientation, race, religion, or belief.

When it comes to recruitment, we’re interested in your work experience, skills, and overall personality. Because diversity makes the workplace stronger and is necessary for Swan’s success, we are intensifying efforts to incorporate concrete actions to help us improve in this area.

• A 30-min call with our Talent Acquisition Manager, to get to know you, understand your career expectations and answer your questions

• Hiring Manager Interview with our Chief People Officer, Anne

• Business Case

• Peer Interview

• Last Round with our CEO