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Alstom
- HRD Maghreb (since Nov 2011) based in Algiers (Algeria)
Saint Ouen
2015 - maintenant
* HRD Maghreb (since Nov 2011) based in Algiers (Algeria)
Key Customers: Business & Functional leaders, executives, talents, Personnel representatives, local authorities
Lead of optimization and implementation of the Group HR Maghreb organization in all HR dimensions: Personnel Administration, Shared Services, Industrial Relations, HR Centers of Expertise (Comp & Ben, Processes and Tools,etc) Business HR Partnership, Talent Management
* VP Talent Development & Communities
Key Customers: senior leadership, High-potential managers and executives, key people, HR Leaders
Strategic partnership with HR peers & Business leaders to identify Alstom Transport priorities and business needs to build their talent strategy and supporting initiatives (talent pipeline & international pool management, continuously improve & animate the People Management Processes, key talent metrics management, animate the key communities development approach & implement change and competency programs
Lead of Alstom Transport Support Functions(team of HR Business Partners for Finance, Communications, IT, HR,EHS,..). Personally in charge of Sales Community including M& S and M&A - Launched and animated the Transport Sales Change Program ``Change 2 Win'' between 2010-2012 which is at the origin of implementation of Sales Methodologies & tools ( Opportunity management, CRM, operational Marketing , Sales events organized with communications ie 1st Sales Convention)+ Sales career path,..
* HR Project Management Community Director
Key Customers: senior leadership, High-potential managers and executives, key people, HR leaders
Lead of Alstom Transport Project Management Community , member of Project Management Office Management Committee
* HR Business Partner North Europe
Key Customers: Top& Middlle management in Sales, Business Development and Project Management
The purpose of this role is to work closely with senior &middle sales management within a region (client group) to develop and implement predominantly medium to long-term people solutions aligned to the business strategy and people development strategy. Strong focus on Talent pipeline management (staffing & succession planning, mobility, performance management, career coaching/mentoring,..) and Organizational Development
Change Director of The Organizational Company Project
Key Customers: Top& middle management, change agents
Strategic Change management: manage major change program ``Impact'' that enhanced organization performance & people engagement within the new way of doing business in the company
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ALSTOM GROUP
- HRD Maghreb, Alstom Group
Saint Ouen
2011 - 2015
Served as a critical partner to executive teams in re-designing/adapting country organizations and installing brand new HR Services for the region consisting of four countries with 1000 employees and reaching €600 million in sales. As a member of four Country Executive committees and Human Resource Director of Algeria, provided daily direction and HR leadership to Operations and Business Units leaders.
Main achievements:
▪ Boosted the development of North Africa talents, which divided by 3 the number of expatriates in two years, launched and executed compliance initiatives, led severance programmes for non-performers, identified existing local talents and implemented accelerated leadership learning and development initiatives which led to retention of 100%of key local executives.
▪ In Algeria : built Alstom subsidiary Employee representative solutions including the innovative “Common Interest Zone” deploying co-developed “products” such as legal learning/compliance workshops or complementary health insurance. Ensured work council relations were compliant with local regulations. Started up of organization & hired management team for Alstom T JV Cital Tramway assembling and maintenance units.
▪ Started the Alstom Group Shared HR organization in Maghreb, built on the Group strategies, processes and tools consisting of three centers of expertise (Talent, Compensation & Benefits, Process & Tools), optimized personnel administration in each country, while diagnosing local and national situations and driving compliant and innovative local HR solutions. Re sized and grew regional HR team, optimizing the HR ratio per employee by 30% in 2 years.
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ALSTOM Transport
- VP Talent Development & Communities
2009 - 2011
Led Global Talent Development & Communities function: designed and animated people management processes and initiatives to support business talent strategies particularly in emerging countries IE BRICS. Managed staff of six Hr Bps support functions and professional communities.
Main achievements:
▪ Reorganized and brought stability to Talent Management function by leveraging Group Talent processes and tools and dedicating Hr Bps to strategic professional communities (Sourcing, Sales, Projects, Industry,).
▪ Created global fast-track talent pool and its specific “exploration interviews for professional mobility” that resulted in boosting employability and internal mobility, as well as promotions by 12%.
▪ Personally in charge of Project Management, Sales & Marketing as well as M&A communities and member of their executive committees. Led and implemented the total Sales Transformation programme“Change2Win” which established successful foundation for the current enhanced Alstom T sales organization and governance, methodology & tools (CRM) and Sales Career path.
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ALSTOM Transport
- Alstom Transport, HR Business Partner North Europe
2007 - 2009
Worked closely with senior and middle management within region (Nordic & Baltic, Russia, Poland, Hungary, Germany, UK, Netherlands and Belgium) to develop and implement medium to long term people solutions aligned to business strategy.
Main achievements
▪ Led organization design and staffing of newly created commercial sub-geographical zone Russia/CIS.
▪ Counseled country leaders on talent and organizational risk management and implemented a dedicated people risk management approach which contributed to 15% increase in retention of key professionals.
▪ Ensured all people/talent reviews properly captured in company HRIS to allow strategic talent reviews at region level, growing inter-region mobility/promotions by 10%.
▪ Led due diligence HR process and integration for major acquisition in Russia. Supported executives of both parties during new organization implementation
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ALSTOM Transport
- Alstom Transport, Change Management DIrector, IMPACT
2006 - 2007
Co-developed and drove in project management mode a global company transformation program” IMPACT” that enhanced organization performance and transitioned to new way of doing business in the company
Main achievements:
▪ Hired, co-animated (with VP Program and Consulting firms) the Change team
▪ Led redesign (including of adoption of new technologies) of program deployment processes and tracking tools that resulted in a cost effective and accelerated implementation
▪ While transformation having been embedded in current company practices and processes, consolidated progress results and organize Return of Experience until final presentation to top management and official closing of program.
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RHODIA
- Business Human Resources Development Director
Courbevoie
2002 - 2006
Chemical Specialty Supplier for automotive, industries and consumer market Paris-Rueil, FR
2,500 employees; 10 sites; EUR 400 Million Sales
Electronics and Catalysis La Rochelle, FR
Rare Earths intermediates & finished products for catalysis and electronic markets
1,426 employees; 7sites; EUR 150 Million Sales
Rhodia Services Paris-Aubervilliers, FR
The internal Rhodia company of Services. Support functions sa Finance, Communications, Legal, HR,International Sales, etc.
* Business Human Resources Development Director, Europe
Key Customers: Business & Functional leaders, executives
Business HR partnership
* Establish strategic partnerships with senior management team, business and functional leaders ;
* Propose Organization &People development strategy (incl structured succession planning, talent development, recruitment,..) to meet current needs and growth of the business ;
* Coach, mentor & develop leaders in line with business requirements as needed ;
* Define and lead implementation of strategic HR initiatives, policies and solutions in a shared service approach (work for the 2 above strategic business units or Enterprises) ;
* Lead Business HR development activities worldwide ( a network of 11 HR site directors+ key HR users)
Competency /career partnership
* Identify, co-design, develop and follow-up individual and collective action programs in which managers and executives can leverage their competence & development planning
HRD processes implementation/ management/facilitation
* Implement and run efficiently standard HRD tools and processes such as : performance management, variable remuneration, assessment, mobility, succession planning, strategic staffing, professional networks, training & development, assessment centers, induction programs, community relations, HR metrics and measurement, HR shared services, etc ;
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Chateauform
- Business Development Director
2001 - 2002
Hotel business specialized in hosting Corporate Universities & learning seminars
in small & cozy castles
110 employees; 6 sites; EUR 8, 99 K Sales
* Business Development Director
Key Customers: Unilog, Alcatel, L'Oreal, PPR, Nestlé, Sanofi Synthelabo...
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Cap Gemini Ernst and Young
- Leadership Development Program Director
2000 - 2001
56,000 employees; EUR 8, 4 Billion Sales
CGEY Corporate University
* Leadership Development Program Director & University Communications
Key Customers: senior executives, high potential managers, newly hired employees
* Contribution to the design of CGEY University's People Development Strategy : constant alignment of CGEY learning environment to Business vision, strategies and organizational structure; knowledge management & sharing; talent identification & growing; retention policies, communications, etc ;
* Design and running of transnational leadership processes and development programs for senior executives, High-Pos and junior talents ;
* Creation & facilitation of networks of experts, leaders around learning and sharing challenges
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Alcatel Lucent
- Corporate Management Program Director
Paris
1997 - 2000
Key Customers: Line management, High-potential managers and executives, key people
* Organization of corporate programs for key talents: this management position at Alcatel University included development track and process design with line management; learning programs design with business schools/consultants; organization, implementation, information (through web and publications), evaluation and follow-up, ;
* Liaison with internal customers included identification of competence development and training needs and conduction of ad-hoc projects such change programs ;
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SAFT
- Internal & Corporate Communications Director
Bagnolet
1990 - 1997
Key customers: customers, partners & press (external); management and employees
* In-house communication included all company publications, management of change projects with Operations, R&D, Sales and other functions, supervision of all internal events (sales seminars, conventions, competence development projects, etc) ;
* External Corporate Communication included Press relations; Public and Customer relations; sponsorship; exceptional event management ;
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BOURGEOIS
- Marketing and Communication Manager
1986 - 1990
