Human Resources Manager | Siège social (Morocco)

Job : 2. CONTEXT AND PURPOSE OF THE POSITION

The Human Resources Manager oversees all activities related to human resources management and supports managers in team development, in a dynamic environment (field sales, support, logistics, technical).
As the company's key HR contact, they are responsible for social compliance, the quality of internal dialogue, and the performance of HR and skills management systems. In a multi-site context with growing staff numbers, they play a key role in structuring and professionalizing the HR function.

3. DUTIES AND RESPONSIBILITIES3.1 Recruitment and onboarding

• Manage the entire recruitment process: define needs with managers, write and post job offers, pre-select candidates, conduct interviews, present selected candidates
• Cover all company profiles: field sales, support profiles (administrative, financial, HR), logistics and technical profiles
• Develop and manage sourcing networks: recruitment agencies, ANAPEC, schools and universities, internal referrals, online platforms
• Organize and monitor the onboarding process for new hires
• Monitor the trial period and ensure feedback between the employee and their manager

3.2 Personnel Administration

• Supervise the administrative management of employee files: employment contracts, amendments, new employee declarations (DPAE), entry and exit documents
• Monitor absences, paid leave, sick leave, overtime, and on-call duties
• Supervise or ensure the preparation of variable payroll elements in coordination with the service provider or internal payroll department
• Manage disciplinary issues: warnings, formal notices, dismissal procedures, in strict compliance with Moroccan Labor Law
• Keep mandatory registers up to date and ensure compliance with legal postings
• Handle social security declarations and contributions to the relevant organizations (CNSS, AMO, CIMR)

3.3 Labor Law and Social Compliance

• Ensure strict compliance with Moroccan Labor Law and the applicable collective agreement
• Conduct regular legal and social monitoring and inform management of legislative and regulatory changes
• Advise managers on all legal matters: working hours, disciplinary hearings, reorganizations, mobility
• Manage relations with the labor inspectorate and social organizations
• Prepare and follow up on legal proceedings in conjunction with the company's legal counsel

3.4 Manager Support

• Support line managers in the daily management of their teams: interpersonal issues, performance management, at-risk situations
• Train and sensitize managers to good HR practices: conducting interviews, feedback, conflict management
• Participate in management meetings and provide HR insights for strategic decisions
• Contribute to defining organizational structures and responsibility areas during growth or reorganization periods

3.5 Skills Management and Training

• Manage the annual and semi-annual evaluation process: design tools, set schedule, support managers, synthesize results
• Develop and implement the annual training plan in line with identified needs and strategic objectives
• Identify priority training actions: job-specific training (sales, technical), regulatory training (safety, certifications), management development
• Coordinate actions with training organizations and monitor attendance and evaluations
• Implement systems for identifying and developing internal talent
• Contribute to Workforce Planning and Skills Management (GPEC) in line with the company's growth objectives

3.6 Social Climate and Internal Communication

• Participate in improving the social climate: listen to employees, resolve tensions, monitor feedback from the field
• Implement and manage listening systems: satisfaction surveys, exit interviews, mid-term reviews
• Contribute to internal communication: HR memos, procedures, social news
• Facilitate employee representative bodies if applicable (employee delegates)

3.7 HR Reporting and Monitoring

• Monitor and analyze key HR indicators: turnover, absenteeism, payroll costs, training plan completion rate, average recruitment time
• Produce monthly HR dashboards for senior management
• Prepare the annual social report
• Contribute to payroll cost control in coordination with the finance department

Required profile : 4. REQUIRED PROFILEEducation

• Bachelor's degree (Bac+3) minimum: Degree in Human Resources, Management, or equivalent (FSJES, ENCG, EST, ISCAE, or equivalent)
• Master's degree (Bac+5) preferred: Master's in HR, Master's in Organizational Management, MBA with HR specialization
• Any additional training in Moroccan social law or labor law is a plus

Work Experience

• 2 to 5 years of experience in a generalist HR role
• Experience in a multi-site or multi-activity environment is highly desirable
• Knowledge of field sales profiles: performance management, motivation, variable compensation
• Good command of Moroccan Labor Law and disciplinary procedures
• Experience in payroll management or monitoring variable elements is appreciated

Technical SkillsSkillRequired Level
Mastery of Moroccan Labor LawEssential Expert
Personnel Administration (contracts, payroll, CNSS, AMO)Essential Advanced
Recruitment (sourcing, interviews, selection)Advanced
Training Management (plan, OFPPT, monitoring)Advanced
Management of evaluations and GPECIntermediate to Advanced
HR Dashboards and IndicatorsAdvanced
Proficiency in Excel (headcount tracking, dashboards)Advanced
SAGE Payroll SoftwareIntermediate
Management of disciplinary and litigation proceduresGood knowledge
Personal Qualities

• Sense of confidentiality and absolute discretion regarding personal and strategic information
• Good interpersonal skills: ability to work with all profiles, from field technicians to senior management
• Good listening skills and empathy: a trusted contact for employees
• Firmness and fairness: apply rules rigorously and without favoritism
• Ability to manage multiple files simultaneously with a methodical approach
• Stress resistance: ability to handle sensitive situations (conflicts, dismissals, recruitment peaks)
• Proactivity: anticipate HR needs rather than react to them