Anne-Marie MALLET

En résumé

Entreprises

• Tempo Software ÈInc. - DRH

  2017 - maintenant

• Anne-Matie Mallet - Consultant

  2015 - 2017

• Oceanwide Inc, - Human resources Director

  2009 - 2015 Sustain constant growth in Canada trough appropriate processes and policies.
  Organizational development in Europe, Asia and South America.
  - implement an HRIS with international deployment
  - support the project management implementation
  - develop in-house and e.learning training
  - build an internal remuneration analysis with salary survey comparison

• NURUN INC., a Quebecor subsidiary (Montreal) - Vice-President, Corporate Human Resources

  2006 - 2008 Head office in Canada, and seven subsidiaries in USA, Europe, Asia / 850 employees.
  Objective: To standardize HR practices and support organic growth to reach maturity. Reporting to the President, manage a team of eleven employees.
  - Hire HR managers in Europe and Asia and unify HR processes.
  - Develop and implement an annual performance bonus plan for executives and managers in relation to corporate objectives.
  - Develop a three-year retention plan for executives and key managers.
  - Implement an on-line performance management program integrated within the Changepoint project management system and manage the annual salary increase budget.
  - Facilitate internal career development via an e.learning training system, which facilitates tailored soft and technical training.
  - Introduce the communication of the business plan to the Executive Committee using a scorecard system.
  - Developed an integration and three-month follow-up program for new employees, and harmonized this program in each country.
  Achievements :
  = Consolidated the HR team with quarterly meetings. Developed HR performance measurements for each country and consolidated this data on a quarterly basis.
  = Otimized expert knowledge transfers through live e.learning training sessions and provided visibility to key employees.

• 2020 TECHNOLOGIES INC. (Laval, Canada) - Human Resources Corporate Director

  2002 - 2006 International 3D design software leader company in Canada, USA, Europe, Brazil, Asia.
  Objective: Create the HR division and develop synergy among branches in 11 countries. Reporting to the President, manage a team of five employees.
  - Analyze internal processes and policies and standardize them for the various countries.
  - Implement a compensation plan related to corporate objectives for executives, managers and sales personnel.
  - Develop and implement a performance management program and a development plan.
  - Manage annual salary increase budgets and its exceptions.
  - Implement a knowledge transfer program for employees.
  - Take part in two acquisitions and the integration of new business units.
  - Carry out reorganizations involving lay-offs.
  - Submit an HR strategic plan to support the three-year business vision.
  Achievements :
  = Supported HR operations for three subsidiaries in England, France and Spain in the absence of the HR Director for Europe. The company’s revenues increased by 20% annually.
  = Initiated the “solution sale” versus the “product sale” program for the sales department.

• GROUPE TELECOM INC. (Montreal, Quebec, Canada) - Human Resources Director, Eastern Region

  1999 - 2002 Telecommunications supplier (1,250 employees)
  Objective: Create the HR division, reporting to the Chief Executive Officer.
  - Develop and implement HR policies and procedures, such as for recruiting, orientation, performance management, bonus management, career development and compensation (salary and benefits), and provide manager training.
  - Manage three employees to hire 170 employees in 11 months.
  - Analyze training needs and use the on-line training system to monitor individual development plans.
  - Support organizational changes following a reorganization (communication and lay-offs).
  - Put in place a three-tiered recognition program.
  - Take part in the monthly management committee meeting and present HR challenges and strategies.
  Achievements :
  = Identified professional development tools to manage the careers of key employees. Initiated tailored coaching and introduced on-line training.
  = Facilitated coaching for the Vice-President, Sales to put in place a sales activity management system.

Formations

• Ecole Supérieure De Commerce ECOLE SUPERIEURE D'ADMINISTRATION DES ENTREPRISES

  Paris 1985 - 1988