Fondation Arrawaj features a culture primarily shaped by innovation, promoting creativity, agility and experimentation to drive impact and transformation. This orientation is strengthened by a competitive dimension, reflecting a strong focus on performance and results. Collaboration and organizational structure further contribute to the overall balance by supporting teamwork, accountability and structured ways of working. The environment appeals to autonomous, committed profiles who thrive in dynamic and evolving contexts. [+]

Main Mission: 

Support the Head of Department of Culture and Employee Experience in deploying the career and talent management policy, by providing operational support on Talent Review and skills development processes.

Main Responsibilities: 

1. Support for Career Management:

• Interview Follow-up: Collect and analyze reports from annual and professional interviews. Identify initial trends and alerts (employees without prospects, mobility requests).


• Internal Mobility Management: Update job descriptions and the internal job board. Support employees in their initial thoughts on their career path.


• Talent Monitoring: Contribute to identifying emerging talent by participating in meetings with line managers.

2. Co-piloting Talent Reviews:

• Data Preparation: Collect and validate evaluation data, prepare employee files for career committees.


• Formatting Materials: Create and update talent matrices (9-box, potential/performance grids).


• Decision Tracking: Ensure traceability of decisions made in committees (successors identified, development actions decided) and update the HRIS/Talent Management system.


• Reporting: Produce post-Talent Review dashboards (high-potential turnover rate, succession pipeline, etc.).

3. Support for Skills Development

• Training Catalog: Contribute to identifying training needs related to career development wishes.


• IDP (Individual Development Plan) Follow-up: Ensure the smooth running of development actions decided during Talent Reviews (enrollments, attendance tracking, satisfaction).

4. Data Piloting:

• Dashboards: Design and update simple but meaningful indicators (age pyramid, seniority, internal mobility, turnover by population).


• Decision Support: Provide numerical data to managers and the HR Department to inform career choices.

Profile Sought

• Education: Master's degree (Bac+5) in HR, Occupational Psychology, or Management.


• Experience: 2 to 3 years of experience, with initial exposure to Talent Review, Workforce Planning (GPEC), or career management processes (even in a support role).


• Tools: Perfect command of Excel (Pivot Tables, VLOOKUP, charts). Knowledge of an HRIS is a significant plus, especially Talent Management on AGIRH.

Soft Skills:

• Rigor and confidentiality (you will handle sensitive data)


• Curiosity about the institution's business lines.


• Written communication skills (meeting reports, committee materials)


• Team spirit and good communication