ABOUT THE JOB

We are looking for a Senior Employment Lawyer on a part-time basis to take over and consolidate the Legal HR scope.

The role reports directly to the VP Legal & Social Affairs and is the operational legal reference point for all employment law matters across the 7 group entities.

The incumbent will work closely with the People team (HRBP, People Ops), the Legal team, as well as with Finance on payroll-related matters

The scope covers the full employment lifecycle, with a strong focus on terminations.1. Employment contract lifecycle    – Drafting, review and update of employment contracts and offer letters (permanent, fixed-term, internships, internship agreements, apprenticeship contracts) for the 7 entities.    – Drafting of amendments: mobility, role changes, salary adjustments, day-rate schemes (forfait jours), remote work, specific clauses.    – Advice on sensitive clauses: non-compete, confidentiality, IP assignment, restrictive covenants, garden leave.

2. Terminations & exits

   – Legal guidance on termination procedures, with active hands-on involvement as soon as the case becomes contentious (e.g. opposing counsel involved): dismissals for personal reasons (disciplinary, underperformance), individual and collective economic dismissals, mutual termination agreements (ruptures conventionnelles).   – Drafting of official documents: pre-dismissal meeting notices, dismissal letters, settlement agreements, mutual termination agreements.   – Calculation of exit costs: severance payments, settlement indemnities, final pay, notice, paid leave, variable compensation.   – Analysis and assessment of litigation risk: evaluation of employment tribunal exposure, strategy recommendations, preparation of defence files.   – Legal guidance on disciplinary procedures with active hands-on involvement as soon as the case becomes contentious: pre-sanction meetings, precautionary suspensions, sanctions.3. Employment litigation

   – Interface with external counsel on employment tribunal and employment matters: briefing, preparation of evidence, hearing follow-up.   – Drafting and provision of the documents and materials required for the defence.   – Regular reporting on ongoing litigation to the CPO.4. Legal support for Works Council (CSE) — France   – Preparation and review of CSE consultations and information processes (including restructurings, strategic projects, and recurrent consultations), ensuring compliance with legal timelines and requirements.   – Ongoing legal support to HR and management on employee representative matters (meetings, minutes, relations with elected members, risk management and dispute prevention).5. HR policies & advisory

   – Drafting and review of company policies: company car, leave, remote work, confidentiality, code of conduct, whistleblowing, travel policy.   – Response to day-to-day legal questions raised by HRBPs and People Ops (technical answers, recommendations).   – Legal review of HR communications addressed to employees.6. Employee personal data   – Implementation of GDPR obligations relating to HR data processing.   – Interface with the DPO: registers, DPIAs, international transfers, safe harbour, local obligations.

7. Immigration & international mobility   – Legal advice on immigration matters: visa and work permit applications, intra-group mobility.   – Interface with external immigration counsel (within the HR budget).

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1. Scope covered7 Agicap group entities (FR, IT, UK, US, DE, ESP, PT)All employee populations: permanent, fixed-term, interns, apprentices, salaried executives.2. Key stakeholders   – VP Legal & Social Affairs (line manager and sponsor).   – CPO

   – HRBPs and People Ops (day-to-day operational collaboration).   – DPO (employee data protection matters).   – Finance & Payroll (exit costs, payroll, day-rate schemes, variable compensation).   – External counsel: employment law, immigration, litigation.   – Regulatory authorities: Labour Inspectorate, URSSAF, CARSAT (via HRBP).

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1. Education & experience   – Master’s degree (Master 2) in employment law or equivalent (DJCE employment law, professional Master’s in employment relations law, etc.).   – 5 to 8 years of experience in employment law, gained in a specialised law firm, in an in-house role (scale up, international group, mid-cap), or a combination of both.   – Significant experience in managing terminations (individual and ideally collective) and employee representative bodies (CSE).   – Prior experience in a multi-entity or multi-country environment is a strong advantage.2. Technical skills   – Expert mastery of French employment law: contracts, terminations, disciplinary, working time, compensation, collective agreements – Exposure to international employment law (e.g. UK or German law) is a plus — not required, but highly valuable.   – Solid knowledge of employee representative body law (CSE, collective agreements, mandatory annual negotiations / NAO).   – Regular practice of employment tribunal litigation and the ability to manage external counsel.

   – Working knowledge of data protection (GDPR applied to HR).   – Familiarity with Anglo-Saxon incentive plans and international employment contracts appreciated.   – Working knowledge of another European employment law jurisdiction (UK or German law in particular) is a strong plus, given the multi-country scope.

3. Soft skills   – Autonomy: ability to handle the full scope with limited day-to-day supervision.   – Speed: ability to deliver high-quality output under tight deadlines, in line with scale-up pace.   – Pragmatism: ability to arbitrate between legal security and operational flow in a scale-up.   – Pedagogy: ability to explain the law to non-lawyer managers and HRBPs in plain language.   – Rigour and reliability: the scope is primarily operational, with limited margin for error on exits and Works Council matters.   – Team spirit: the role sits at the interface of several functions (Legal, People, Finance, DPO).   – Discretion and integrity: strong exposure to sensitive information (terminations, compensation, litigation).

4. Languages   – French: primary working language.

   – English: fluent level required (international contracts, multi-country interactions, foreign counsel).

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1. Working time and location    – CDD    – Part-time (20h/week) — working schedule to be agreed: ideally spread over 5 days per week

   – Lyon (Agicap’s main site): preferred location to foster proximity with the People team and the historical office.   – Paris: possible   – Full remote : possible

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