{"id":3062297,"url":"https://alion.io/job/dataone-hr-director","title":"HR Director","company":{"id":4459899,"name":"DataOne","domain":"dataone.eu","url":"https://alion.io/company/dataone-eu","size_band":"501-1000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workable","truth_index":null},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Lyon, France"],"countries":["FR"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":122000,"max_usd":245000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":1219},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-08T00:00:00Z","employer_posted_date":"2026-10-08","last_verified_at":"2026-10-25T00:26:59Z","board_verified":true,"closed_at":null,"days_open":17,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":17},"description":"Who are we?\nDataOne designs, develops, and operates sustainable AI Factories, combining energy, infrastructure, and artificial intelligence at industrial scale.\nWe operate large-scale digital and energy infrastructures internationally, delivering concrete projects measured in hundreds of megawatts and designed for long-term operational performance.\nAt DataOne, we are builders and operators. We prioritize real-world execution, operational excellence, and measurable impact.\nJob Purpose :\nThe Human Resources Director - US leads the Human Resources function for DataOne's US operations, with primary responsibility for New Jersey and support for employees and operations across other US states. The role serves as a strategic HR partner to senior leadership and is responsible for developing and executing the US HR strategy, building scalable people practices, and ensuring alignment with DataOne's global People strategy and business objectives.\nThis is a senior HR leadership role combining strategic direction with hands-on execution across organizational design, workforce planning, talent strategy, employee relations, performance management, compensation and benefits, HR operations, culture, and the continued development of the US HR function. The role operates in a workforce environment that includes exempt and non-exempt employees, hourly workers, construction and site-based personnel, and mission-critical data center operations.\nThe HR Director works closely with management and the Legal Department on sensitive or complex employment matters. Matters requiring legal interpretation, legal risk assessment, formal legal review, or external legal support are coordinated through the Legal Department, with the HR Director providing the relevant HR context, documentation, and operational support.\nKey Responsibilities\nA. HR Strategy & Leadership\nDefine and execute the HR strategy for DataOne's US operations in alignment with the Company's global business and People priorities. \nAct as a strategic HR advisor to senior leadership on workforce, organizational, talent, and people-management matters. \nTranslate business objectives into practical HR and workforce initiatives. \nDevelop scalable HR processes, procedures, governance, and operating models to support DataOne's US growth. \nIdentify workforce and organizational challenges and provide HR recommendations to management. \nEstablish priorities, service standards, and KPIs for the US HR function. \nEnsure significant HR initiatives remain aligned with Company governance, management direction, and applicable internal approval processes. \nB. Organizational Design & Workforce Planning\nPartner with management to develop organizational structures supporting current operations and future growth. \nLead workforce planning, headcount planning, manpower planning, and HR budgeting for the US organization. \nSupport management in defining roles, reporting structures, and workforce capability requirements. \nIdentify critical positions, succession needs, and capability gaps. \nDevelop appropriate recruitment, retention, development, and succession initiatives. \nSupport business expansion, restructuring, and organizational transformation from an HR perspective. \nCoordinate with management and the Legal Department on restructurings, reductions in force, significant organizational changes, or other matters requiring legal review before implementation. \nC. Management & Leadership Support\nServe as a senior HR partner to executives, managers, and functional leaders. \nSupport managers in employee management, performance management, engagement, organizational effectiveness, and leadership matters. \nProvide practical HR guidance regarding employee development, feedback, objectives, and team effectiveness. \nSupport implementation of organizational and workforce decisions approved by management. \nMaintain effective working relationships across US and international management teams. \nWork with management and the Legal Department on sensitive employee matters where legal review or broader risk assessment is appropriate. \nD. Talent Acquisition & Recruitment\nPartner with Talent Acquisition and management to establish US hiring priorities and workforce plans. \nOversee recruitment strategy for key positions and participate in senior-level recruitment as appropriate. \nEnsure recruitment processes are structured, timely, measurable, and aligned with DataOne's requirements. \nEnsure offers, compensation proposals, and employment documentation follow applicable Company approval processes. \nDevelop effective onboarding and integration programs. \nMonitor recruitment performance and recommend improvements. \nE. Performance, Talent & Succession Management\nLead the US performance-management process. \nSupport management in identifying high-performing and high-potential employees. \nDevelop talent-review and succession-planning processes for key positions. \nSupport managers in addressing performance deficiencies and developing appropriate performance-improvement measures. \nCoordinate performance-management actions with the Legal Department where the circumstances require legal review or broader risk assessment. \nIdentify leadership-development and employee-development needs. \nPromote consistent documentation and application of performance-management processes. \nF. Employee Relations & HR Gove rnance\nEnsure employee relations matters are handled consistently, professionally, confidentially, and with appropriate documentation. \nSupport fact-finding and internal HR reviews and ensure that matters requiring additional review are escalated through the appropriate internal channels. \nWork closely with management and the Legal Department on complex or sensitive employee matters, investigations, disciplinary actions, and terminations where legal review or additional risk assessment is appropriate. \nImplement agreed HR actions and recommendations following the applicable management and Legal review process. \nMaintain clear escalation and decision-making processes within the HR function. \nLead and support employee relations matters, including grievances, performance concerns, disciplinary processes, workplace complaints, and employee-management issues. \nG. HR Compliance & Governance\nEnsure HR practices, processes, and employee documentation are administered consistently with Company policies and applicable requirements. \nOversee the development and implementation of US HR policies and procedures in coordination with the relevant internal functions. \nMaintain appropriate HR governance, documentation, controls, and audit readiness. \nStay informed of developments affecting HR practices and coordinate with the Legal Department where legal interpretation or formal legal review is required. \nWork collaboratively with Legal Counsel on employment-related matters requiring legal input or review. \nSupport the implementation of legal guidance and agreed actions within the HR function. \nAny engagement or communication with external legal counsel on employment-related matters will be coordinated through the Legal Department. \nH. Compensation, Benefits & Reward\nPartner with management to develop competitive and sustainable US compensation and benefits practices. \nProvide market and internal compensation information to support recruitment, retention, and workforce planning. \nCoordinate annual compensation and salary-review processes. \nAdminister US benefits programs and manage day-to-day relationships with benefits providers, brokers, PEOs, and HR service providers. \nSupport development and administration of incentive and reward programs. \nEnsure compensation changes and offers follow the applicable Company approval process. \nCoordinate with Finance, Payroll, and Legal where appropriate. \nI. HR Operations & HRIS Governance\nLead US HR operations. \nEnsure effective administration of the employee lifecycle, including recruitment coordination, onboarding, employee changes, leave administration, payroll inputs, benefits administration, employment documentation, and offboarding. \nEstablish clear HR workflows, responsibilities, service standards, and approval processes. \nEnsure accurate and timely HR information within Odoo, TriNet, and other applicable HR systems. \nDrive process improvements and appropriate automation. \nMaintain complete and accurate personnel files and HR records. \nEnsure HR actions requiring management, Finance, or Legal approval are not implemented before such approval is obtained. \nJ. People Analytics & HR KPIs\nEstablish and monitor HR metrics and dashboards for the US organization. \nReport on headcount, recruitment, turnover, retention, absenteeism, workforce costs, and other relevant HR metrics. \nAnalyze workforce trends and make recommendations to management. \nSupport budgeting, forecasting, and workforce planning with accurate people data. \nEnsure HR reporting is accurate, timely, and appropriately confidential. \nK. Culture & Employee Engagement\nSupport development of a strong, professional, and accountable DataOne culture. \nDevelop initiatives supporting engagement, communication, collaboration, and retention. \nPromote Company values and expected behaviors throughout the employee lifecycle. \nPartner with management and Communications on internal employee communications and organizational-change initiatives. \nMaintain a visible and accessible HR presence. \nDevelop employee-wellbeing and engagement initiatives in coordination with management. \nL. HR Team Leadership\nLead and develop the US HR team. \nEstablish clear responsibilities and reporting lines within HR. \nSet objectives and performance expectations for HR team members. \nPromote accountability, responsiveness, discretion, confidentiality, and operational excellence. \nEstablish effective working relationships between HR, Talent Acquisition, Finance, Operations, Legal, and other functions. \nEnsure members of the HR team understand and follow applicable escalation and internal approval processes. \nDecision-Making & Escalation\nManage day-to-day HR operations and make recommendations within the scope of the HR function and applicable Company policies. \nCoordinate matters requiring broader business, legal, financial, or executive review through the appropriate internal function and management process. \nEscalate complex or sensitive employee relations matters, significant disciplinary matters, terminations presenting heightened risk, threatened claims, regulatory inquiries, whistleblower matters, significant investigations, and other matters requiring legal review to the Legal Department and appropriate management. \nProvide timely HR documentation, factual background, and operational support to management and Legal Counsel as required. \nExternal legal counsel on employment-related matters is engaged and coordinated through the Legal Department. \nM. US / New Jersey Workforce, Safety & Site HR\nServe as the senior HR lead for US operations, with particular familiarity with New Jersey employment practices while maintaining sufficient knowledge of employment requirements applicable in other states where DataOne operates or employs personnel. \nSupport HR matters involving exempt and non-exempt employees, including hourly workforces, timekeeping, attendance, overtime, shift structures, wage-and-hour practices, and related HR administration. \nUnderstand the HR requirements of construction, industrial, engineering, and site-based workforces, including onboarding, site access, workforce documentation, training coordination, and employee relations in operational environments. \nMaintain practical familiarity with workers' compensation administration, workplace injury reporting, return-to-work coordination, leave interaction, and coordination with insurers, brokers, managers, and relevant internal functions. \nWork closely with Operations, Health & Safety, site leadership, and Legal on employee matters arising from workplace safety incidents, injuries, in...","description_format":"text","description_chars":17436,"description_truncated":true,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":false},"security_clearance":false,"languages":[]},"benefits":[],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":[],"lifecycle":[{"event":"open","at":"2026-10-22T06:55:52Z"}],"visa":[],"liveness":{"score":75,"band":"hot","label":"Hiring now","p_open":1,"p_active":0.829,"p_room":0.9,"age_days":16,"expected_fill_days":30,"reasons":["conf:0","win:mid"],"computed_at":"2026-10-24T06:02:35Z"},"pay":null,"html_url":"https://alion.io/job/dataone-hr-director","json_url":"https://alion.io/job/dataone-hr-director.json","meta":{"generated_at":"2026-10-25T02:06:53Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","about":"Alion is a live layer of people, companies and AI agents: who they are, whether they are real and active right now, what they do and how to work with them, readable by people and by agents and paid per call.","catalog":"https://alion.io/catalog.json","usage":{"tier":"crawler_verified","counted_by":"address","units_charged":1,"used_today":3211,"day_limit":null,"remaining_today":null,"minute_limit":300,"resets_at":"2026-10-26T00:00:00Z"}},"offers":[{"id":"company.slices","title":"One company in depth, by slice","status":"live","price":{"credits":0.02,"usd":0.002,"plus_per_slice":{"credits":0.05,"usd":0.005}},"unit":"per company, plus each slice with data","note":"the employer in depth","call":{"mcp_tool":"get_company","arguments":{"id":4459899},"rest":"https://alion.io/mcp/rest/get_company?id=4459899"},"human":"https://alion.io/catalog?offer=company.slices&for=job%2Fdataone-hr-director"},{"id":"market.stats","title":"A market slice: pay, demand and time to fill","status":"live","price":{"credits":1,"usd":0.1},"unit":"per slice","note":"pay, demand and time to fill for this role and place","call":{"mcp_tool":"market_stats"},"human":"https://alion.io/catalog?offer=market.stats&for=job%2Fdataone-hr-director"},{"id":"job.search","title":"Open jobs by role, technology, place, pay and visa","status":"live","price":{"credits":0.02,"usd":0.002},"unit":"per posting in a list","note":"similar open postings","call":{"mcp_tool":"search_jobs"},"human":"https://alion.io/catalog?offer=job.search&for=job%2Fdataone-hr-director"},{"id":"company.verify","title":"Is this company real and active right now","status":"pilot","price":null,"unit":"per company","request":{"url":"https://alion.io/catalog/request","method":"POST","body":"{\"offer\": \"company.verify\", \"for\": \"job/dataone-hr-director\", \"note\": \"what you need it for\"}"},"human":"https://alion.io/catalog?offer=company.verify&for=job%2Fdataone-hr-director"}]}