Safran est un groupe international de haute technologie opérant dans les domaines de l'aéronautique (propulsion, équipements et intérieurs), de l'espace et de la défense. Sa mission : contribuer durablement à un monde plus sûr, où le transport aérien devient toujours plus respectueux de l'environnement, plus confortable et plus accessible. Implanté sur tous les continents, le Groupe emploie 110 000 collaborateurs pour un chiffre d'affaires de 31,3 milliards d'euros en 2025, et occupe, seul ou en partenariat, des positions de premier plan mondial ou européen sur ses marchés. Safran est la 2ème entreprise du secteur aéronautique et défense du classement « World's Best Companies 2025 » du magazine TIME. Avec plus d'un million de sièges équipant les flottes des plus grandes compagnies aériennes, Safran Seats est l'un des leaders mondiaux des sièges pour passagers, équipages d'avions et hélicoptères grâce à des solutions innovantes et à forte valeur ajoutée. Parce que nous sommes persuadés que chaque talent compte, nous valorisons et encourageons les candidatures de personnes en situation de handicap pour nos opportunités d'emploi. Descriptif missionJob Purpose: The role combines responsibility for Compensation & Benefits (C&B) governance with leadership of HR data, analytics, KPI management and reporting. The position ensures compensation policies are applied consistently and competitively while developing reliable HR data, workforce analytics and decision-support reporting to support business and HR decision making. Scope: o Deploy and continuously improve global C&B policies, processes and governance. o Lead HR data governance, data quality and master data management activities. o Deliver HR analytics, executive reporting and workforce insights. o Coordinate cross-functional projects involving HR, Finance, Digital, Payroll, Global Mobility and Group HR. o Manage a HR Data Analyst. Key Responsibilities: 1) Compensation & Benefits: o Deploy and standardise C&B policies and processes across entities. o Coordinate annual salary review, merit increase and bonus campaigns. o Produce salary analyses, market benchmarking and compensation studies. o Ensure compliance, consistency and competitiveness of compensation practices. o Support personnel cost analysis with HR and Finance stakeholders. 2) HR Data Governance o Define and maintain the HR data governance framework. o Establish data ownership, stewardship and documentation standards. o Lead HR data quality monitoring and improvement plans. o Ensure consistency of HR master data and reference data across systems. o Govern data access, traceability, confidentiality and GDPR compliance 3° HR Analytics, KPIs & Reporting o Define and maintain HR KPIs and reporting standards. o Deliver recurring and ad hoc workforce reporting and dashboards. o Produce workforce analytics covering headcount, mobility, attrition, recruitment, learning, skills and succession planning. o Lead workforce planning and forecasting activities in partnership with Finance. o Drive reporting automation, standardisation and continuous improvement. o Promote a data-driven HR culture and develop HR stakeholders' analytical capability. 4) Management o Manage and develop the HR Data Analyst. o Coordinate contributors across the C&B and HR analytics ecosystem. o Prioritise activities, validate deliverables and ensure alignment with business objectives.