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Application support analyst M/F – Hardis Group

by Omar El Sayed - World Editor
written by Omar El Sayed - World Editor

Hardis Group Seeks WMS Experts to Fuel International Expansion – Urgent Hiring Alert

Grenoble, France – February 11, 2026 – Hardis Group, a European leader in Warehouse Management Systems (WMS) – formerly known as Reflex WMS – is making an urgent call for skilled application support professionals to join its growing team. This breaking news signals the company’s continued expansion across key international markets, including France, Europe, Africa, North America and India.

Addressing the Demand for Robust Warehouse Logistics

The demand for sophisticated warehouse logistics solutions is surging, driven by the evolution of purchasing habits and the growth of both B2B and B2C commerce. Hardis WMS is at the forefront of this evolution, offering a 100% customizable, scalable, and robust software solution designed to tackle the most complex logistical challenges. This expansion necessitates a bolstering of their support infrastructure, creating immediate opportunities for talented individuals.

What the Role Entails: Supporting a Leading WMS

The open position focuses on providing application support for Hardis WMS (ex Reflex). Successful candidates will be responsible for handling customer requests related to the software’s functionalities, diagnosing and resolving Level N2 incidents, and preparing detailed intervention reports. A key aspect of the role involves analyzing customer solutions to identify areas for optimization and proactively addressing recurring problems to prevent future malfunctions. Collaboration is central, with opportunities to function alongside experienced colleagues and directly interface with the R&D department.

Beyond Troubleshooting: Contributing to Innovation

This isn’t simply a troubleshooting role. The position also requires regular updates to the knowledge base with diagnostic and operating procedures, contributing to the ongoing development of team skills through assistance and training. The role emphasizes adherence to the Information Systems Security Policy (PSSI) and ISO 27001 certification standards, highlighting Hardis Group’s commitment to data protection and information security. Hardis Group has invested over 100,000 hours annually in R&D, and this role offers a chance to contribute to that ongoing innovation.

A Legacy of Leadership in Warehouse Management

Hardis Group, with over 40 years of experience, is the leading WMS provider in France and ranks among the top three in Europe. Serving over 470 clients across 25 countries, the company’s Reflex WMS software is recognized by Gartner as a major player in the European WMS market. The company’s transition to SaaS delivery via Google Cloud further solidifies its position as a forward-thinking leader in the supply chain technology space. The team in Grenoble, comprised of over 35 employees, will be the home base for this critical support role.

For those seeking a dynamic career in a rapidly evolving field, and the chance to contribute to the success of a leading European technology company, this opportunity with Hardis Group represents a significant step forward. Explore the possibilities and join a team dedicated to optimizing supply chains worldwide.

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Technology

Forced to Work Through a Blizzard: How One Manager’s Insensitivity Cost a Restaurant

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written by

Restaurant Manager’s Demand For Staff Attendance During Storm Sparks Outcry

Table of Contents

A Restaurant Found Itself At The Center Of Controversy After Its Manager Insisted Employees Report For Duty Despite hazardous Conditions Following A Severe Snowstorm. The Incident Highlights A Growing Debate Surrounding Worker Expectations During Extreme Whether Events And The Responsibility Employers Have Towards Their Staff’s Safety.

Business downturn And Employee Pressure

The Restaurant Experienced A meaningful Decrease In Clientele Following The Snowstorm. With Travel Becoming Treacherous, Customers Naturally Opted To Stay Home, Leading To Reduced Revenue. However, Instead Of Acknowledging The Circumstances, Management Allegedly Pressured Staff To Attend Work, Even When Roadways Were Impassable.

The Impact of Severe Weather on Workplaces

According To The U.S. Bureau Of Labor Statistics, Approximately 29 Million Workers Are Employed In industries Directly Impacted by Weather Events Each Year. These Industries Include Retail, Hospitality, and Transportation, Often Facing Significant Disruptions During Inclement Weather. The National Weather Service reports that in 2023, severe weather events caused over $145 billion in damages across the United states.

A Breakdown of Employer Responsibility

Experts Emphasize That while Business Continuity Is crucial, Employer Responsibility For Employee Safety Should Take Precedence. Legal Counsel Suggests Employers Should Have Clear Weather-Related Policies In Place, Outlining Procedures For Closures, Remote Work Options, And Employee Interaction. These Policies Should Be Communicated Clearly To All Staff Members.

Factor Employer Responsibility Employee Rights
Safety Prioritize Employee Safety Above All Else. Right To A Safe Working Environment.
Communication Provide Clear And Timely Updates Regarding Workplace Status. Right To Information About Workplace Conditions.
Policy Establish Clear Weather-Related Policies. Right To Know And Understand Employer Policies.

The Bigger Picture: Worker Rights and Employer Empathy

This specific situation sparks conversation about the wider issue of worker rights and expectations,especially in the service industry where employees often have limited recourse. Many are in low-wage positions and fear losing their jobs if they refuse to comply with demands, even if those demands put their safety at risk. The Society for Human resource Management (SHRM) advocates for flexible work arrangements during extreme weather, recognizing the challenges employees face.

This incident raises questions about the level of empathy demonstrated by some employers. Understanding the difficulties faced by employees trying to navigate perilous conditions is crucial for fostering a positive and productive work environment.

Do you believe employers have a moral obligation to prioritize employee safety over business needs during extreme weather? What steps can employers take to better support their staff during these challenging times?

Share your thoughts in the comments below and let’s continue the conversation.

What legal and reputational repercussions can a restaurant face for forcing employees to work during a severe blizzard?

forced to Work Through a Blizzard: How One Manager’s Insensitivity Cost a Restaurant

Teh winter of 2024 brought record-breaking blizzards to the Northeast, paralyzing transportation and forcing widespread closures. While many businesses prioritized employee safety, one local restaurant, “The Cozy Kettle,” learned a harsh lesson about the cost of prioritizing profit over people. The story isn’t just about a bad whether day; it’s a case study in poor management, legal risk, and the long-term damage to a restaurant’s reputation.

The Storm and the Demand for Service

On February 12th, 2024, a blizzard warning was issued for the region. State officials urged residents to stay home, and schools and government offices were closed. However, The Cozy Kettle’s manager, Mark Olsen, decided to keep the restaurant open, citing a pre-booked Valentine’s Day weekend rush and a desire to avoid lost revenue. He reportedly told staff that “customers were counting on them” and that “a little snow shouldn’t stop dedicated employees.”

This decision immediately created a perilous situation for employees. Roads were impassable, visibility was near zero, and the risk of accidents was extremely high. Several employees voiced concerns, but Olsen allegedly dismissed their fears, implying that refusing to come to work would be considered insubordination.

Employee Struggles and Near misses

The reality for employees attempting to reach The Cozy Kettle was harrowing.

* Sarah Miller, a server, spent over three hours attempting to drive the eight miles to work, ultimately sliding into a snowbank. She was thankfully uninjured but required a tow truck and missed her entire shift.

* David chen, a line cook, walked two miles in blizzard conditions after his car became stuck. He arrived shivering and exhausted, impacting his ability to perform his duties safely.

* Multiple other staff members reported near-accidents and meaningful delays, arriving late and stressed.

The restaurant itself saw a drastically reduced customer turnout. Those who did venture out expressed discomfort with the conditions and the fact that staff were clearly struggling. Several customers left negative reviews online, citing concerns about the restaurant’s decision to remain open during such a severe weather event.

Legal Ramifications: Duty of Care and Workplace Safety

Olsen’s actions opened The Cozy Kettle up to significant legal liabilities.Employers have a legal duty of care to provide a safe working habitat for their employees. This includes protecting them from foreseeable hazards,like extreme weather.

Here’s a breakdown of potential legal issues:

  1. Workers’ Compensation Claims: Injuries sustained while traveling to or from work during a blizzard could be covered under workers’ compensation, increasing insurance premiums.
  2. Negligence Lawsuits: Employees who suffered injuries or damages (like vehicle damage) due to being required to work in dangerous conditions could file negligence lawsuits against the restaurant.
  3. OSHA Violations: The Occupational Safety and Health Administration (OSHA) could investigate the restaurant for potential workplace safety violations, leading to fines and penalties.
  4. Wrongful Termination Claims: Any employee disciplined or fired for refusing to work in unsafe conditions could have grounds for a wrongful termination lawsuit.

Labor law experts consulted after the incident confirmed that Olsen’s actions were a clear violation of established safety protocols and legal obligations.

The Fallout: reputation Damage and Financial Losses

The immediate aftermath of the blizzard saw a surge in negative online reviews for The Cozy Kettle.Social media platforms were flooded with complaints about the restaurant’s insensitivity and disregard for employee safety.The local news picked up the story, further amplifying the negative publicity.

The financial consequences were swift and severe:

* Decreased Customer Traffic: Patronage plummeted in the weeks following the incident, as customers chose to dine elsewhere.

* Employee Turnover: Several employees resigned, citing a lack of trust in management and concerns about their safety. Recruiting replacements proved arduous, given the negative publicity.

* Legal Fees: The restaurant faced mounting legal fees related to potential lawsuits and OSHA investigations.

* Brand Damage: The Cozy Kettle’s reputation as a welcoming, community-focused establishment was severely tarnished.

Within six months, The Cozy Kettle was forced to close its doors permanently. While several factors likely contributed to the closure, the blizzard incident was widely cited as a major turning point.

Lessons Learned: Prioritizing People Over Profit

The story of The Cozy Kettle serves as a stark warning to restaurant owners and managers.Here are key takeaways:

* Employee Safety First: Always prioritize the safety and well-being of your employees, especially during extreme weather events.

* Clear Weather Policies: Develop and communicate clear weather-related policies that outline procedures for closures, delayed openings, and employee safety.

* Respect Employee Concerns: Listen to and address employee concerns about safety without intimidation or retribution.

* Legal Compliance: Understand your legal obligations regarding workplace safety and duty of care. Consult with legal counsel to ensure compliance.

* Reputation Management: Be mindful of the impact of your decisions on your restaurant’s reputation. negative publicity can have lasting consequences.

Benefits of Proactive Weather Planning

Investing in proactive weather planning isn’t just about avoiding legal trouble; it’s about building a stronger, more resilient business.

* Improved Employee Morale: Demonstrating care for your employees fosters loyalty and improves morale.

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world

Transform the World of Transit: Sales Director Role at Via

by Omar El Sayed - World Editor
written by Omar El Sayed - World Editor

via Seeks Sales Director To Spearhead Transportation Innovation

Table of Contents

New York, NY – Technology firm Via is actively recruiting a Sales Director to lead regional sales initiatives focused on transforming transportation systems. The company, founded in 2012, is seeking a dynamic leader with a proven track record in building relationships and driving revenue within a rapidly evolving industry. The role will be pivotal in expanding Via’s reach and impact on public transit across communities.

The Role: Driving Growth in a Changing Landscape

The Sales Director will be responsible for cultivating strong partnerships with a diverse range of stakeholders, including goverment officials and private sector leaders. This position demands a hands-on approach to identifying new business opportunities and managing the entire sales cycle,fostering a sustainable and technology-driven framework for mobility. ItS a quota-bearing position focused on building and expanding Via’s footprint.

Key Responsibilities Include:

  • Establishing and maintaining robust relationships with prospective partners.
  • Developing and executing strategic sales plans tailored to specific market needs.
  • Providing consultative expertise to clients, aiding in the development of regional transit strategies and securing necessary funding.
  • Acting as a brand ambassador for Via, presenting at industry events and shaping thoght leadership within the mobility sector.

Ideal Candidate Profile: Experiance and Expertise

Via is looking for a seasoned professional with at least ten years of experience in client-facing roles, such as Sales, Business Development, or consulting. Preference will be given to candidates with a demonstrated history of success within the public sector. The ideal applicant will be a strategic thinker, a persuasive communicator, and a collaborative team player.

Essential Qualifications:

Qualification Description
Experience 10+ years in Sales, Business Development, or Consulting.
Communication Exceptional verbal and written communication skills.
Analytical Skills Strong ability to analyze data and build compelling business cases.
Travel Willingness to travel 25-50% of the time.

Candidates should possess a strong commercial intuition and the ability to navigate complex negotiations effectively. A proactive,self-motivated attitude and a passion for innovation are essential. Furthermore, the position requires a commitment to teamwork and mentorship.

compensation and Benefits

The salary range for this position is $150,000 to $210,000, commensurate with experience and qualifications. Additional compensation, such as equity or variable pay, may also be included. according to the Bureau of Labor Statistics,the median annual wage for Sales Managers was $138,220 in May 2023 (https://www.bls.gov/ooh/management/sales-managers.htm).

Via’s Mission: Shaping the future of Transit

via is dedicated to revolutionizing public transportation through cutting-edge technology and data-driven solutions. By digitizing and automating transit networks, they are working to improve access to essential services and reduce environmental impact. The company’s platform supports a variety of transit modes including buses, microtransit, paratransit, and autonomous vehicles.

Do you believe innovative technology can solve critical transportation challenges? What role do you see public-private partnerships playing in the future of urban mobility?

Interested applicants are encouraged to apply, even if thier experience doesn’t perfectly align with every qualification.Via values diversity and welcomes candidates from all backgrounds.

Share your thoughts on this exciting prospect in the comments below!

What are teh key responsibilities of a Sales Director at Via?

Transform the World of Transit: Sales Director Role at via

Via is at the forefront of revolutionizing transportation,and a key driver of that change is a strong,strategic sales leadership team. This article delves into the Sales director role at Via, outlining the responsibilities, required skills, and the impact this position has on shaping the future of mobility. We’ll explore how Via’s innovative approach to transit – encompassing ride-sharing, public transit integration, and on-demand solutions – demands a unique skillset in its sales leadership.

Understanding Via’s Vision & Market Position

Via isn’t simply another ride-hailing company. It partners with cities, public transit agencies, and businesses to build and operate dynamic, flexible transit systems. This means the sales Director isn’t selling a consumer app; they’re selling a thorough solution to complex transportation challenges.

* Key Differentiators: Via’s technology optimizes routes in real-time, reduces congestion, and provides accessible, affordable transportation options.

* Target Clients: Cities looking to improve public transit, businesses seeking employee transportation solutions, and organizations aiming to enhance accessibility for their communities.

* Market Trends: The demand for Mobility-as-a-Service (MaaS) is rapidly increasing,driven by urbanization,sustainability concerns,and a desire for convenient,efficient transportation.

Core Responsibilities of a Sales Director at Via

The Sales Director role is multifaceted, requiring a blend of strategic thinking, relationship building, and sales execution. Here’s a breakdown of key responsibilities:

  1. Strategic Sales Planning: Developing and implementing a comprehensive sales strategy aligned with Via’s overall business objectives. This includes identifying target markets, defining sales processes, and setting aspiring yet achievable revenue goals.
  2. Team Leadership & Development: Building, mentoring, and motivating a high-performing sales team. This involves recruiting top talent, providing ongoing training, and fostering a collaborative, results-oriented culture.
  3. Key Account Management: Cultivating and maintaining strong relationships with key decision-makers at target organizations.This requires a deep understanding of their needs and challenges, and the ability to position Via’s solutions as the optimal choice.
  4. Pipeline Management: Actively managing the sales pipeline, from lead generation to deal closure. This includes forecasting sales revenue, tracking key metrics, and identifying opportunities to accelerate growth.
  5. Collaboration with Cross-Functional Teams: Working closely with marketing,product,and operations teams to ensure alignment and deliver a seamless customer experience.

Skills & Qualifications: What Via Looks For

Success in this role demands a specific set of skills and qualifications. Via seeks candidates who possess:

* Proven Sales Leadership: A track record of successfully leading and scaling sales teams, preferably within the technology or transportation industries.

* Complex Sales Experience: Experience selling complex solutions to enterprise clients, with a demonstrated ability to navigate long sales cycles and build consensus among multiple stakeholders.

* Strong Analytical skills: The ability to analyze market data,identify trends,and develop data-driven sales strategies.

* Excellent Communication & Presentation Skills: The ability to effectively communicate Via’s value proposition to a variety of audiences, from C-suite executives to technical stakeholders.

* Deep Understanding of the Transit Landscape: Familiarity with the challenges and opportunities facing the public transit industry, including MaaS, microtransit, and demand-responsive transport.

* Bachelor’s Degree: A Bachelor’s degree in business,marketing,or a related field is typically required; an MBA is a plus.

The impact of Via’s Technology: A Real-World Example

In 2021, Via partnered with the City of Norwalk, Connecticut, to launch a microtransit service called “Norwalk Transit.” This on-demand service filled critical gaps in the existing public transit network, providing residents with a convenient and affordable way to access jobs, healthcare, and other essential services. The success of Norwalk Transit demonstrates Via’s ability to deliver tangible benefits to communities and improve the lives of residents. A Sales Director plays a crucial role in securing these partnerships and expanding Via’s reach.

Benefits of Joining the Via Team

Beyond the opportunity to contribute to a meaningful mission, Via offers a competitive benefits package, including:

* Competitive Salary & Commission Structure: Recognizing and rewarding high performance.

* Comprehensive Health Insurance: Providing employees with access to quality healthcare.

* paid Time Off & Holidays: Promoting work-life balance.

* Equity options: Allowing employees to share in the company’s success.

* Professional Development Opportunities: Investing in the growth and development of its employees.

Practical Tips for Aspiring Sales Directors at Via

If you’re interested in pursuing a Sales Director role at Via, here are a few tips to help you stand out:

  1. Research Via Thoroughly: Understand the company’s mission, values, and technology.
  2. highlight Relevant Experience: Showcase your experience selling complex solutions to enterprise clients, particularly within the transportation or technology industries.
  3. Demonstrate Your Understanding of the Transit Landscape: Be prepared to discuss the challenges and opportunities facing the public transit industry.
  4. Prepare to Discuss Your Sales Strategy: Articulate your vision for how you would build and lead a high-performing
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Technology

Social networks: what you cannot do at work, in the interests of the company

by James Carter Senior News Editor
written by James Carter Senior News Editor

France Weighs Workplace Social Media Controls Amid Global Debate on Access

PARIS, FRANCE – January 26, 2024 – The debate surrounding social media access is heating up, moving beyond concerns about youth usage and now directly impacting the workplace. Following Australia’s recent decision to restrict social media for under-16s, France’s National Assembly is considering measures that could allow employers to limit employee access to platforms like Snapchat, Instagram, and TikTok during work hours. This breaking development raises critical questions about employee freedoms, employer rights, and the evolving boundaries between personal and professional life in the digital age. This is a developing story, and archyde.com is committed to providing the latest updates and expert analysis.

Can Employers Really Control Social Media Use at Work?

The short answer, according to labor law specialist Camille Sparfel of Capstan law firm, is yes – but with caveats. “It’s possible, but you have to have the right tools in place,” Sparfel explains. Employers already have the right to monitor connections made through company-provided devices (computers and phones) – particularly in situations involving potential security threats or damage to the company’s reputation. However, a blanket ban isn’t permissible without careful consideration and adherence to legal frameworks.

Navigating the Legal Minefield: Unions, Charters, and CNIL Compliance

Implementing restrictions requires a strategic approach. Employers must consult with staff representative institutions (unions), establish a clear IT charter outlining acceptable use policies, and ensure compliance with the CNIL (National Commission for Information Technology and Liberties) – France’s data privacy regulator. These steps aren’t merely procedural; they’re legally mandated safeguards protecting employee rights. Article L1121-1 of the French Labor Code is central to this discussion, stipulating that any restrictions on individual freedoms, including social media use, must be “justified and proportionate” to the employer’s legitimate interests.

IT Security as Justification: A Common Ground

One of the most compelling justifications for restricting social media access is IT security. Protecting sensitive company data from breaches and malware is a legitimate concern, and limiting access to potentially risky platforms can be a proactive measure. However, the restriction must be narrowly tailored to address the specific security risk, avoiding overly broad limitations that infringe on employee rights. This isn’t just about preventing data leaks; it’s about fostering a secure digital environment for everyone.

Beyond Security: Obligations of Loyalty and the Employment Contract

Employer control extends beyond simply preventing data breaches. The employment contract itself creates obligations that can be leveraged to manage social media use. Employees have a duty of loyalty to their employer, encompassing confidentiality, non-competition, and a commitment to performing their job effectively. Using social media in a way that hinders job performance or violates these obligations can be grounds for disciplinary action, even dismissal.

The Line Between Freedom of Expression and Company Interests

Sparfel emphasizes that employee freedom of expression isn’t absolute. “It is a limit placed on the freedom of expression…which is not absolute, particularly if it excessively harms the interests of the company, the integrity and the dignity of the persons targeted by the company.” This means employees can’t engage in slanderous or defamatory remarks, disclose confidential information, or otherwise act in a way that damages the company’s reputation. The key is proportionality – restrictions must be reasonable and directly related to protecting legitimate business interests.

The Bigger Picture: A Global Trend and the Future of Work

France’s consideration of these measures isn’t happening in a vacuum. Australia’s move to restrict youth access, coupled with ongoing debates about the impact of social media on mental health and productivity, signals a growing global awareness of the need for responsible digital engagement. As remote work becomes increasingly prevalent, and the lines between work and personal life continue to blur, employers will face increasing pressure to establish clear policies regarding social media use. This isn’t just about control; it’s about creating a healthy, productive, and secure work environment for all. Staying ahead of these legal and technological shifts is crucial for businesses looking to thrive in the modern era. Archyde.com will continue to monitor this story and provide insightful analysis as it unfolds.

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