We are looking for a Head of People to support our 40+ team members.
Why now?
Perifit is entering an exciting new phase of growth, expanding its product portfolio and scaling operations to reach more women worldwide. As the company grows in headcounts and impact, we’re strengthening our HR team to support this next stage of innovation and global expansion.
You will be responsible for owning the entire HR scope. You will be supported by our HR and Finance manager (50% of her time directly dedicated to HR) for admin and payroll, and external partners for recruitment when needed. More resources can be unblocked with the scaling of the function.
You’ll be the go-to person for all employees, embodying trust, accessibility, and ensuring we attract, develop, and retain top talent while fostering a culture aligned with our values.
You’ll be a strategic partner to the leadership team, a hands-on operator, a culture champion, and the primary point of contact for all people-related questions, ensuring every Perifiter feels heard, supported, and empowered.
You will also be in charge of HR communication—ensuring that all people-related updates, policies, and initiatives are clearly communicated, engaging, and aligned with our culture of transparency and trust.
Your responsibilities will be the following:
1. Recruiting
(approx.30% of your time, for approx.10 to 15 recruiting per year)
Sourcing & screening: lead hand in hand with hiring managers recruiting for all roles, with a focus on sourcing top talent (especially in tech, product, and marketing roles). Be the contact person with headhunters where necessary.
Employer branding: develop and promote Perifit’s employer brand to attract diverse, mission-aligned candidates. Develop strategic partnerships with schools, charities, bootcamps to identify a talent pool.
Hiring process: streamline and optimize the hiring process to be more scalable, efficient and inclusive, from job descriptions to onboarding
International hiring: help managing international hiring (contracts, compliance, relocation support).
Onboarding: craft and organize, in partnership with hiring managers, compelling onboarding sessions and create tools to make sure employees have a similar engaging experience
2. People operations
(approx. 30% of your time)
HRIS & payroll: oversee our HRIS (Lucca) and payroll systems (PayFit, external payroll providers for international teams), and support team members in navigating those tools and requirements
Compliance: ensure compliance to French labor law (e.g., entretiens annuels, CSE consultations, rupture conventionnelle processes) and international regulations.
Social & legal: handle sensitive issues (e.g., conflicts, personal challenges) with discretion, empathy, and professionalism. Manage relationship with French CSE.
HR metrics: track, analyze and monitor turnover, engagement, hiring metrics, eNPS and diversity data to drive decisions.
Admin & processes: create adhesion, automate and streamline HR processes (onboarding, offboarding, remote, leave management).
3. Performance, talent management & development
(approx. 20% of your time)
Performance management: lead annual reviews, OKRs, and continuous feedback culture. Use metrics and qualitative feedback to assess performance, ensuring objectivity while accounting for individual context.
Career pathing: help create momentum around career paths and help envisioning growth opportunities for all employees.
Learning & development: collect, organize and implement individual and collective training programs (e.g., leadership, technical skills) in alignment with the training budget.
Talent retention: identify and address retention risks; lead engagement pulse and surveys ; suggest recognition and reward action plans.
Compensation & benefits: manage compensation philosophy, update salary grids, manage salary reviews campaigns, benefits (health insurance, equity, bonuses), and benchmarking.
4. Business partnering and culture championing
(approx. 20% of your time)
First point of contact: be identified ****for all employees on people-related matters, from day-to-day questions (e.g., payroll, benefits, policies) to strategic career discussions.
Leadership advisor: partner with the CEO/COO and managers to align people strategy with business goals.
Managers coaching: train and support managers on delivering constructive feedback, set OKRs, foster a psychologically safe environment, work on conflict resolution, organization design and team leadership.
Global teams: support international teams with cultural integration, time zone management, and local HR policies.
Culture guarantor: reinforce Perifit’s values and psychological safety across global teams.
Transparent HR communication: ensure all employees are informed and engaged with HR-related updates (e.g., policy changes, new benefits, compliance requirements) through clear, concise, and accessible multichannel communication.
💡 What success looks like
After 3 months:
You’ve built trust and strong relationships across the team, becoming a go-to person for people topics.
You’ve mapped and improved core HR processes (recruiting, performance, compensation), bringing structure and clarity.
A healthy sourcing pipeline is in place for key roles, reducing time-to-hire.
Transparent HR communication has begun — with regular updates, open feedback channels, and a growing sense of connection.
After 6 months:
A scalable, candidate-friendly hiring process is live, with faster hiring times and improved candidate experience (e.g., hiring NPS > 70).
A refreshed employer brand starts to attract top global talent.
A fair and motivating performance framework is rolled out, helping managers give meaningful feedback and support growth.
Employees feel heard and engaged — internal engagement scores are trending up.
After 12 months:
Perifit is recognized internally and externally as one of the best places to work in femtech/healthtech.
Employee engagement and retention are at record highs, with clear career paths and a culture of trust and development.
People processes are automated, efficient, and data-driven — giving the HR team time to focus on people, not admin.
Transparency and wellbeing are at the heart of our culture — people feel proud to belong and inspired by our mission.
