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PURPOSE OF THE JOB

The Social Affairs Officer ensures the company’s compliance with labor laws, regulations, and collective agreements, while maintaining a balanced social climate. He/she participates in Workers’ Council and other union meetings with employee representatives, advises HR and operational teams on social matters, and closely monitors legislative changes. Through expert counsel, analysis, and oversight, the Social Affairs Officer safeguards the company’s interests and reputation in employment relations.

GENERAL MISSIONS

Mission 1: Legal and regulatory monitoring

Stay current on legislative, regulatory, and case law developments related to labor and employment
Assess the impact of changes on internal policies and procedures, recommending necessary adjustments

Mission 2: Social relations management

Prepare and participate in meetings with social partners (Workers’ Councils, meetings with unions)
Monitor and follow up mandates of union representatives
Collaborate with the social policy manager to share employee feedback and make recommendations for collective agreements

Mission 3: Internal advisory and support

Advise HR and operational teams on matters related to collective relations, working time, health, and safety
Provide analyses and recommendations to anticipate and resolve sensitive or conflict situations

Mission 4: Case handling (Individual and collective)

Analyze and address requests or disputes related to working conditions, disciplinary matters, mobility, etc.
Collaborate with legal counsel, administrative bodies, and internal teams to efficiently manage cases

Mission 5: Communication and training

Develop informational materials, conduct awareness sessions and training on social-related topics
Foster understanding and adherence to internal and external rules among managers and employees

Mission 6: Management and leadership

Create a structuring and inspiring framework: Provide a clear and engaging environment, give meaning to actions and embody the Club Med Spirit.
Develop and empower teams: Help them develop their skills, encourage autonomy and initiative.
Ensure operational excellence: Manage performance with rigor and benevolence, optimizing time and resources.

KPI (position requirements objective):

Compliance Rate: Percentage of policies and practices fully aligned with current labor laws and collective agreements
Quality of Social Dialogue: Indicators reflecting a constructive social climate (fewer conflicts, productive negotiations)
Response Time for Cases: Adherence to deadlines and responsiveness in handling sensitive situations
Amicable Dispute Resolution Rate: Percentage of conflicts resolved without judicial proceedings
Internal Satisfaction: Positive feedback from HR teams, managers, and social partners regarding the support and quality of advice provided