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Aurélie LOUIS

Blagnac

En résumé

Mes compétences :
Management de projets
Recrutement
Formation
GPEC
Gestion des processus
Analyse des besoins
Analyse des performances
Gestion des ressources humaines
Ressources humaines

Entreprises

  • Airbus - Ingénierie de Formation/Gestion de Projet - Learning Solution Engineer/PMO

    Blagnac 2016 - 2018 • Manage the Learning Offer Performance for Quality Domain (portfolio continuous improvement, new learning solution development, performance monitoring).
    • Project Management for digital solutions (Rich Media, e-learnings) and classroom courses.
    • Responsible for Airbus Defence & Space (AD&S) Quality training portfolio (200 courses).

  • Airbus - Coordinatrice Formation - Learning Delivery Manager

    Blagnac 2015 - 2016 • Management of the Manufacturing training plan deployment for Toulouse (20,000 training needs/year) with the MSP (Master Service Provider) Xerox.
    • Support the new AGLC (Airbus Group Learning Center) organisation with the transition towards Xerox: ensure a good session fill rate, provide session scheduling and secure that all information deployment instructions are taking into account.
    • Coordinate and schedule training dates with internal/external trainers regarding course specification.
    • Focal point and facilitator with all stakeholders: Business, Airbus Academies, Providers, Xerox,…
    • Ensure implementation of actions from an operational point of view to solve deployment issues.

  • Airbus Group - Chargée de Formation - Learning Delivery Coordinator

    Blagnac 2014 - 2015 • Management and monitoring of Manufacturing (20,000 training needs/year) and Quality (6,000 training needs/year) training plans deployment for Toulouse.
    • Coordination of 7 Training Administrators and manage their daily work according to needs expressed by employees (number of sessions to be created, session’s location, process exceptions,…).
    • Focal Point and facilitator between 34 Airbus Offshore Sites and Training Administrators: finding the appropriate training deployment regarding Business constraints and AGLC Processes.
    • Participate to the training improvements: Internal Offshore Process and External platform training needs registration though T-Rex.

  • EIFFAGE ENERGIE - Chargée de Ressources Humaines - HR Coordinator

    Vélizy-Villacoublay 2014 - 2014 • Management of the training plan deployment (900 employees): analysis and training plan deployment, set up sessions with providers, invoice, budget and OPCA follow-up.
    • Recruiter Assistant: posting offers, CVs sourcing, phone prequalification and personal file preparation.n sur les accords relatifs à l'égalité homme/femme, le contrat de génération et la GPEC.

  • Working Holiday Visa - Expériences à l'international - Working Holiday Visa

    2012 - 2013

  • Crédit Agricole - Chargée de Formation - Training Coordinator

    Montrouge 2012 - 2012 Management of the training plan deployment: training plan deployment, set up sessions with providers or internal trainers, session follow-up and reporting analysis.

  • Airbus Central Entity - Chargée de Formation Junior - Junior Competence and Learning Manager

    Blagnac 2010 - 2011 • Language training plan analyse (4,000 needs all countries & all Divisions): definition of learning priorities with management, collection and training needs validation, training deployment with Airbus Group Learning Center and training organisations.
    • Creation of new training programs (for employees on FALs during customer visits): specifications, call for tender, selection of the training organism, training development, training implementation and deployment.
    • Training Offer Communication: set up of a Language Training Catalogue offer.
    • Training Catalogue Harmonisation: worked as a part of a transnational team with HR specialists on the harmonisation of the Training Language Catalogue: training courses reduction from 300 to 200.

  • Continental Automotive France SAS - Chargée de Recrutement - Recruiter and HR Assistant

    Toulouse 2008 - 2010 • Define internship policies and management of the complete recruiting process (350 interns/year).
    • Trainees and apprenticeships follow-up; satisfaction surveys with supervisor and interns.
    • Support for recruitment of professional staff and creation of a HR tool for internal mobility.
    • Internal and external communication: integration of newcomers and leading the Welcome Day;
    participation in Job Forums (Young Graduate Disabled,…) and School Relations.
    • HR tools deployment: harmonisation, automation and deployment of the internship process on all French Sites. Successfully implemented and integrated a new HR recruiting system (Recruiting Track System).

Formations

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