Unleash Your Potential at L'Oréal's Beauty Tech!
For more than a century, L’Oréal has devoted itself solely to one business: Beauty. Present in 150 countries across five continents and with €42 billion consolidated sales, L'Oréal is the global industry leader. With 37 global beauty brands across four divisions, L’Oréal offers beauty for each covering all beauty categories and catering to all beauty desires. With the acquisition of the Australian brand Aēsop in 2023, the Group continues to expand its portfolio through targeted acquisitions as part of its drive to create the future of beauty.
Today, L’Oréal includes more than 2,000 tech positions and is constantly growing. Beauty Tech is changing the game and leading the shift towards new consumer realities and a digital disruption. Championing Beauty Tech, we invent the beauty of the future while becoming the company of the future.
Beauty Tech is how we know our consumers intimately, augmenting their beauty journeys with unparalleled diverse and sustainable experiences. Beauty Tech equips the Group with the key assets it needs to conquer this new world, where Tech has become strategic. With this ambition, L’Oréal continues to recruit diverse, innovative, skilled and passionate minds in different tech domains such as Data, Digital, Cloud, Cyber Security, IT Architecture, DevOps, Applications and Infrastructure.
YOUR FUTURE TEAM
The Corporate Beauty Tech Data & Analytics Team is composed of Cloud Data Architects, Lead Data Engineers and Data Viz experts.
With technologies such as GCP, Snowflake, DBT, and Power BI mainly, we build our scalable and always-updated data platform to integrate the different data sources and expose a unique and universal view of all data for L'Oréal. We cooperate with the Business to elaborate the Roadmap and common ambitions. We work closely with Global Beauty Tech teams and other Cloud experts to share experiences and skills within our community.
Our team operates at Corporate level - covering HR, Corporate Responsibility, Affairs & Engagement, Campus & Real Estate - and is engaged in a major technology transformation journey: rationalizing a rich ecosystem of legacy platforms while building the next generation of data products on modern cloud-native stacks. We partner closely with vendors such as Snowflake, Google Cloud, and Microsoft, as well as with internal stakeholders across HR Tech, Beauty Tech Data Platform, and Corporate IT.
What a day in the life of the team looks like:
As a Data Project Manager - HR Domain within the Corporate Data and Analytics Team, you will be at the heart of one of our most strategic transformation programs: the structured decommissioning of legacy HR data systems and their migration toward modern cloud platforms.
In the first phase, you will own and drive the end-to-end decommissioning program of legacy tools - including SQL Server, Business Objects, Informatica, SSIS, and SSRS - coordinating with HR Tech stakeholders, business users (HR CDAO), IT operations, and internal audit to ensure a controlled, risk-managed sunset of these platforms. You will map existing reports and data flows, assess usage, manage dependencies, and plan migration sequencing.
In the second phase, as legacy systems are phased out, you will progressively shift your focus toward the onboarding of new capabilities on Snowflake and Power BI, working alongside Data Engineers and Data Viz experts to ensure business continuity and value creation on the modern stack.
You will be part of a Product Squad composed of a Product Owner from the Business, an Analytic Product Owner, and DataViz Expert - working hand in hand with the HR métier to understand requirements and support their data consumption journey.
What you’ll do
Legacy Decommissioning Program
- Lead thefull inventory and usage analysisof legacy HR data assets: SQL Server databases, Business Objects universes and reports, Informatica pipelines, SSIS packages, and SSRS reports.
- Define and execute astructured decommissioning roadmap, including risk assessment, dependency mapping, user impact analysis, and stakeholder communication plans.
- Work closely with HR Tech and business users toqualify which reports and data flows are still active, which can be sunset, and which must be migrated to the modern stack.
- Coordinate with internal audit, CSIRT, and compliance teams to ensuredecommissioning activities meet governance and regulatory requirements.
- Managechange managementactivities: communicate timelines, train end-users, andaccompanybusiness teams through the transition.
- Track progress through aclear project governance framework, including regular steering committees, risk logs, and milestone reporting.
- Managing the RUN to guarantee the stability of this ecosystem and comply with the SLAs.
Platform Transition & Modernization
- Progressively take ownership ofmigration initiativesfrom legacy systems towardSnowflake(data pipelines, data models) andPower BI(reporting and dashboards).
- Collaborate with Data Engineers to ensurebusiness continuityduring migration - no report left behind.
- Participate in thedesign of new data productson the modern stack, in alignment with the People Analytics platform roadmap.
- Contribute to the adoption ofbestpractices: CI/CD, data quality, documentation, and test coverage on new platform deliverables.
Cross-functional Collaboration
- Activelyparticipatein workshops withData Product Owners, Data Analysts, HR stakeholders, and IT architectsto promote data usage andleveragethe value of data.
- Work in aninternational environment, cooperating with Europe, Americas, and Asian zones.
- Pilot project implementation withexternal resources: contractors and offshore outsourcing teams.
- Stay aware ofnew technologyinnovationsand contribute to PoC projects.
- Possible travelsto plan during theyear
THIS IS WHAT YOU WILL NEED TO SUCCEED!
First and foremost, we love people that are curious, collaborative, eager to have an impact, proactive and who value innovation, autonomy, and team spirit.
Secondly, in this specific position, it will be important for you to have:
- 5+ years of experiencein IT Project Management, with significant exposure toData & BI programs in complex enterprise environments.
- Proven hands-on knowledge of legacy HR data technologies: SQL Server (T-SQL), Business Objects (universes, reports, CMC), Informatica PowerCenter, SSIS, and SSRS - sufficient to audit, assess, and coordinate their decommissioning.
- Experience managing technology decommissioning or migration programs, ideally in an HR or Corporate domain context.
- Good understanding ofmodern cloud data platforms- Snowflake, Power BI, GCP - and ability to build bridges between legacy and cloud-native paradigms.
- Solid understanding ofdata governance, data quality, and compliancerequirements in an HR data context (GDPR, data access management, audit trails).
- Strongstakeholder management skills: ability to engage with both technical teams and business / HR audiences at various levels of seniority.
- Experience working withagile and product-oriented methodologies(Scrum, Product Squad model).
- Familiarity withServiceNowor equivalent ITSM tools for incident and change management is a plus.
- Excellent communication skills- able to produce clear documentation, steering committee decks, and project reporting.
- Curiosity fornew technologieswith a good ability to learnquicklyandresilience to face challenges and resolve difficulties.
- Excellent verbal and written communication skills in English- French is a plus given the Corporate HR context in France.
LET US GIVE YOU 6 OTHER REASONS TO JOIN US!
Joining L'Oréal means joining a company that:
- Invests in Techand positions its Tech teams at theheart of its digital transformation strategy.
- Allows its employees to have areal impact, to test their ideas, toinnovateand to build our future.
- Offers aHybrid Work Policy:3 Days in Office, 2 Days Work from Home
- Provides many benefits:VIP staff shopoffering our products at a preferential rate, a company restaurant & gym, 60% reimbursement of transportation subscription, a work council offering lots of employee discounts (social & cultural activities, holiday vouchers etc.) and much more!
- Deliversapowerful and innovative HR policy: dynamic mobility policy, significant investment in employee training, regular re-evaluation ofremuneration,numerousinnovative HR measures: Time Savings Account,paternity leave, Citizen Day, etc.
- Isan Equal Opportunity Employerand takespride in adiverse environment. We would love to find out more about you as acandidateand we do not discriminate in recruitment, hiring, training, promotion, or other employment practices.The beauty we find in our differences gives us the freedom to go beyond.That’sthe beauty of L’Oréal.
Want to learn more about L’Oréal Beauty Tech? Click here.