Senior HR Manager France & BeLux

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Quote from Hiring Manager

This role is a key member of the France–Belgium Leadership Team, partnering closely with the Southwest Europe leadership team to drive the People strategy and agenda for France & BeLux. The Senior HR Manager works in close collaboration with the Regional HR Director and Regional HR team to identify current and future business needs and to design, adapt, and execute aligned HR strategies across the cluster, serving as a single point of contact for employees and line managers. The role independently leads HR initiatives and projects, ensuring compliant, effective delivery of all HR processes, embodying Brown‑Forman’s culture and values, and fostering strong internal and external partnerships.

Meaningful Work From Day One

Serve as a strategic HR Business Partner to business leaders and teams, managing day-to-day HR processes across assigned groups. Ensures business goals, objectives, and initiatives are supported through the execution of HR strategies, policies, and procedures.

The working style for this role is 4 days a week from the office with Fridays at home.

What You Can Expect

• Serves as the primary HR point of contact for employees and managers across France & BeLux, partnering with regional and global HR teams and specialist functions to manage complex employee relations matters, reorganizations, and the full employee lifecycle; and providing advisory, coaching, and direct support to leaders on all HR-related topics.

• Owns employee data, documentation, and policy execution, ensuring accuracy and compliance across employment contracts, offers, compensation and benefits communications, performance processes, onboarding and offboarding, Workday data management, and internal HR policies and procedures in collaboration with internal stakeholders, local administration, and external providers.

• Leads end-to-end talent acquisition, management, and development, partnering with leaders, Talent Acquisition, Total Rewards, and external providers to secure approvals, align role scope and competencies, manage sourcing and hiring decisions, negotiate offers, oversee onboarding, administer probation and statutory requirements, and support talent reviews and succession planning.

• Drives inclusive talent and people development strategies, championing D&I initiatives; collaborating with leaders and POD to assess learning and development needs; designing and delivering training, workshops, coaching, and wellbeing initiatives; and executing people development priorities in close partnership with the People & Organization Development team.

• Owns end-to-end performance management, including management of the full PGP cycle and communications; partners with leaders to ensure timely, transparent feedback and ratings; coaches and mentors leaders and employees to drive individual and organizational performance; advises managers on complex people cases (including warnings, performance improvement plans, exits, and terminations); and collaborates closely with internal legal counsel to ensure appropriate stakeholder involvement and compliant outcomes.

• Leads Total Rewards activities, including compensation and benefits processes and employee/manager communications; partners with GBS and external providers to support payroll preparation and execution; collaborates with Total Rewards on bonus (STI) calculations, pro-rating, payouts, and payroll communications; supports budget and SG&A planning and reporting; and provides key HR metrics and workforce data to HRD and leadership (e.g., headcount, tenure, turnover, absences, vacancies, and hiring status).

• Ensures strategic alignment between People, Organization, and Culture priorities and business strategy, contributing to country plans, business reviews, and strategy discussions; accountable for the delivery of people, organization, culture, and inclusion priorities; partners with the Southwest Europe team to guide local ERG and D&I initiatives; and provides HR data, insights, and analytics to support strategic and executional alignment with the Regional HRD.

• Partners with business leaders to drive organizational design and effectiveness, owning the development and implementation of aligned HR strategies; contributing to organizational structure planning and future wo