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About Agicap
Created in Lyon in 2016 by three French entrepreneurs, Agicap is one of the fastest growing scale-ups in Europe, with over 8000 customers, 650 employees and fast revenue growth (7x between 2021 and 2024). Agicap is part of the French Tech 120, rewarding the most promising startups in France.
Agicap allows Finance teams of Mid-Market companies to efficiently manage and forecast their cash, pay their suppliers and get paid. By combining a Treasury Management System, and Accounts Payable and Accounts Receivable solutions into a single platform, Agicap aims at becoming the next leading Treasury Management platform for mid-market companies.
We have raised €145M since our creation, with prestigious VC funds including AVP, Greenoaks, Partech and BlackFin, with a last round in November 2024.
These additional resources further fuel our product innovation, allowing us to grow significantly and accelerate our international expansion across the world.
We believe our success comes from our highly passionate and dedicated teams, committed to building a company where people can grow and build their careers. We are constantly looking for great talents, aiming for excellence and ready to join our ambitious adventure!
Context & purpose of the role:
Agicap is a high-growth scale-up structured as a group of 7 entities. We are looking for a Senior Employment Lawyer on a part-time basis to take over and consolidate the Legal HR scope.
Agicap is a high-growth scale-up structured as a group of 7 entities. We are looking for a Senior Employment 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 point for all employment law matters across the 7 group entities.
The incumbent will work closely with the People team (HRBP, People Ops), the Legal team, as well as with Finance on payroll-related matters
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.
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, mutual termination 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.
- 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 legal timelines and requirements.
- Ongoing legal support to HR and management on employee representative matters (meetings, minutes, relations with elected members, risk management and dispute prevention).
- 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 legal timelines 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.
- 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
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).
- 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 or German 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.
- 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 or German 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.
- 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).
- 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.
- 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
- 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
- Paris: possible
- Full remote : possible
AGICAP is committed to providing equal opportunities for everyone, and we foster an inclusive work environment that values diversity!
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