Senior Employment Lawyer - CDD H/F Agicap

Context & purpose of the role:

Agicap is a high-growth scale-up structured as a group of 7 entities. We are looking for a SeniorEmployment 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 pointfor all employment law matters across the 7 group entities.The incumbent will work closely with thePeople team (HRBP, People Ops), the Legal team, as well as with Finance on payroll-relatedmatters

Key responsibilities:

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, mutualtermination 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 legaltimelines 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).

Scope & interactions:

1. Scope covered

7 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).

Requirements:

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 orGerman 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).

Conditions:

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 : possibleAGICAP is committed to providing equal opportunities for everyone, and we foster an inclusive work environment that values diversity!