Digital Process Owner: Recruiting & Onboarding (F/M/X)

Responsibilities

• Own the end-to-end digital process layer across the recruiting and onboarding platform portfolio
• Conduct needs analysis directly with hotels, regions, and TA CoE stakeholders, structuring requirements with precision
• Manage the full change request lifecycle: triage, assessment, testing, and release sign-off
• Maintain a live, prioritised backlog and domain roadmap, reviewed at governance forums
• Produce differentiated adoption materials for every significant release, tailored by audience
• Be the face of Recruiting & Onboarding technology: video explainers, community calls, plain-language communications
• Extract and produce platform reports on request, supporting business decision-making
• Contribute to AI-driven projects in the preboarding and onboarding space
• Confirm recruiting and onboarding data feeds cleanly into Core HR at the point of hire
• Keep process documentation and SOPs current after every release

Requirements

• Curious. You ask better questions than most and go looking for answers rather than waiting for them.
• Customer-centric. Hotels and TA CoE teams are your customers. You show up for them proactively, not reactively.
• Solutions-oriented. You bring options when you hit a wall, not just a description of the problem.
• A natural bridge-builder. You move fluently between functional HR needs and IT language without either side having to repeat themselves.
• Comfortable on camera. Explaining a platform change in a short video and making it land clearly is a meaningful part of this role.
• Autonomous and accountable. You manage your domain, you own your outcomes, and you do not wait to be told what to do next.
• Biased toward simplification. You challenge stakeholders to reduce complexity, and you hold that position.
• EXPERIENCE & BACKGROUND
• 5+ years in HR operations, talent acquisition, or HRIS, ideally across multiple countries or brands
• Hands-on experience owning or managing a recruiting platform portfolio. SmartRecruiter or equivalent ATS strongly preferred
• Proven business analyst capability: structured needs analysis, precise documentation, strong stakeholder management
• Comfortable extracting and interpreting platform data and producing reports for business stakeholders
• Genuine interest in AI and emerging HR technology, with the ability to contribute practically to AI-driven projects
• Experience managing change requests and coordinating UAT in a complex, multi-stakeholder environment
• Exposure to hospitality or a similarly distributed, frontline workforce is a genuine advantage
• Fluent English required. French a strong advantage
• 💡 Why join us?
• And what are our commitments?
• To the world
• Accor is committed to the world around us, with a strong employer culture focused on the development of our 300,000 talents.
• We adopt a continuous improvement approach to reduce the environmental impact of digital across all our projects.
• To your career
• We enable all our employees to maintain a healthy work-life balance and give them the means to shape their working environment in their own image.
• Dedicated Talent Management, continuous improvement, and training and development paths are defined both individually and collectively so that we can grow together, every day.
• Concretely, at Accor:
• Remote work possible several days per week from France

Benefits

Additional Information

You are the single accountable owner for the digital recruiting and onboarding process layer at Accor, across a portfolio of platforms spanning the full candidate and new hire journey, including SmartRecruiter, AssessFirst, and the Onboarding module in SAP SuccessFactors, covering both corporate and hotel populations. This means going directly to hotels, regions, and CoE stakeholders to conduct needs analysis, understanding what is actually required before translating it into structured, precise requirements that can move. You own the domain backlog and roadmap, you decide what proceeds and what does not, and you are accountable for the results. Autonomy here is real, and so is the ownership. You manage the full change request lifecycle: from needs analysis through to testing, release readiness, and sign-off. Nothing goes live without your validation. You also extract and produce platform reports on request, supporting the business while the broader data infrastructure continues to mature. You are also the face of the Recruiting & Onboarding digital experience. You produce adoption materials, appear in video explainers, contribute on community calls, and show up for TA teams and hiring managers in a way that makes the technology feel like a tool, not a barrier. You are building trust in the platforms, not just administering them. We are actively developing AI-driven projects in the preboarding and onboarding space, exploring how agentic automation can remove friction and personalise the new hire experience at scale. You will help shape what that looks like in practice. Clean data integrity from offer acceptance through to Core HR is also in scope and non-negotiable.

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