People Program Manager

Responsibilities

• Performance Management
• Take ownership of the Performance Management program after the v1 is shipped in July 2026, shape v2 from structured feedback collected and run the first full cycle end-to-end.
• Define the rating, calibration, and feedback rituals that fit Vizzia's stage and culture, and align managers around them.
• Manager Enablement
• Design and roll out the bricks of a People center of excellence for managers, covering the day-to-day craft of managing at Vizzia: feedback, performance conversations, hiring decisions, team rituals.
• Define the People metrics that matter and make them accessible to managers, so decisions on hiring, performance, and development are grounded in data.
• Track adoption and impact across cohorts, and iterate based on what really create values for managers.
• Job Architecture & Levelling
• Build Vizzia's first job architecture and levelling framework in close collaboration with leaders across all teams.
• Make it the default reference managers use for hiring, promotion, and compensation decisions, and keep it alive as the company grows.
• Run & Automation
• Partner with our BizOps team to automate as much of the People run as possible, leveraging our HRIS so programs scale without scaling headcount.
• Define the operating model (who owns what, when, with what tools) for each program you launch.
• Stakeholder Co-construction
• Partner with the Exec team, leaders, and managers to design programs that solve real problems, not theoretical ones.
• Bring outside-in insights through your network of People practitioners in scaling tech companies, and use them to calibrate Vizzia's choices.
• Ensure decisions (yours, managers', and leaders') are grounded in data, not gut feeling alone.

Requirements

• 4+ years of experience on People topics, ideally in a HR consulting practice with exposure to talent, performance, and compensation programs. We are not looking for HRIS implementation specialists.
• You know what a job architecture, a salary band, and a performance management program are, and you have worked seriously on at least one of these topics.
• C1 English and French minimum: you will work with stakeholders across France, the UK and other European countries.
• You are comfortable shipping a v1 that covers 70% of the need rather than waiting for perfection, and you keep iterating with the feedback you collect.
• You can challenge Execs and Leaders constructively, not just execute what they ask.
• Bonus: experience in a scale-up environment, or strong exposure to performance management or comp & ben.
• This role is about being driven by the business and the leaders needs, using compliance as a guardrail, not as a starting point. At Vizzia, we care about precision, ownership, and getting things done.

Benefits

Additional Information

Context 250+ local authorities rely on Vizzia to keep their streets clean and safe, with the ambition to reach 450 by the end of 2026. Scaling from here means scaling our people too: managers need sharper tools, leaders need consistent ways of operating across teams, and the company as a whole needs a clear architecture for how roles and careers grow. That's why we're building a People Programs function. Reporting directly to Laura Deffarge (VP People), you will own the design, rollout, and continuous improvement of our most strategic People programs, starting with Performance Management, Manager Enablement, and Job Architecture & Levelling. This is a build-and-run role: you set the foundations, then keep iterating to improve our programs as the company grows. You will work hand-in-hand with leaders and managers to co-construct programs that solve their real problems, with BizOps to automate the run and with the rest of the People team to ensure programs are coordinated, compliant, and integrated into our tools and ways of working. The goal is simple: harmonize how Vizzia operates as one company and build a People center of excellence that managers can turn to.

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