-
QVC France
- HR Business Partner
2015 - maintenant
-
SFR
- HR Business Partner
2011 - 2015
A highly experienced of HRM with a comprehensive and strategic understanding. Able to devise and implement coherent HR strategies whilst improving internal processes and procedures within a demanding environment, project deadlines and budgets.
* HR management
➢ Develop effective working relationships with all staff, whilst influencing and coaching and supporting the management team on the development and delivery of their people plans in line with HR strategies.
➢ Administration of personal records from A to Z (personal records, hiring declaration, monthly personal movement...
➢ Working in partnership with the business to manage employee relations issues.
➢ Ensures the legal compliance staying current of the new laws and regulations.
➢ Ensure corporate HR programs, procedures and policies are implemented.
➢ Assist with organizational & change management processes within the strategy.
* HR Development
➢ Identification of training needs, Definition of the training strategy, implementation of the training plan.
➢ Support the business to establish and introduce systems that identify employees with high potential, develop career paths, succession planning and personal self-development.
* Management of union representatives
➢ Collective bargaining (Work Council, Enterprise Committee, Health & Safety Committee, labor authorities...),
➢ Labor relations (collective & individual bargaining, relations with external official labor organizations).
-
BT en France
- HR Business Partner
Paris
2007 - 2011
* HR management
➢ Represent the People organization and the HR Operations team to internal clients.
➢ Assist in implementing and supporting HR programs, policies, processes and tools and ensure legal and local needs are met.
➢ Keep abreast of employment legislation and ensure policies and processes reflect current legislation.
➢ Partner with and coach managers in effective process execution as employees enter, develop, exit, and transfer within the company.
➢ Ensure the accuracy, completeness, and flow of business and employee data and reports and assist in audits.
➢ Inform direct management of all changes, evolutions of French Labor Law able to impact Novell's practices, finance, processes implementations... in order to avoid any kind of legal exposures.
➢ HR Projects management.
➢ Close liaison with payroll to ensure salaries and records are paid and kept accurately and in line with local requirements.
➢ Supervision of 5 employees
* People Development
➢ Identification of training needs, Definition of the training strategy, implementation of the training plan,
➢ Promote effective employee/manager relationships and discussions about performance, competencies, promotions, career development, development plans.
➢ Coach employees and managers in designing and implementing performance plans, action plans and organizational structure plans and changes.
➢ Assist in budget, workforce and succession planning.
➢ HR Development in agreement with Corporate guidances, recommendations.
➢ Develop and implement training needs
➢ Training management.
* Management of union representatives
➢ management of a downsizing plan of 60 jobs.
➢ Relation with Workers Council and Health and Safety Committee and act as the employee unions.
* Recruitment and career
➢ Definition and implementation of the Recruitment strategy
➢ Provide a recruitment and selection service for agreed roles, advising on methods of selection and advertising, liaising with agencies.
-
CS-SI
- HR Recruiter
2007 - 2007
-
Ecole Centrale d'Electronique
- HR consultant
2006 - 2006
I trained on the best way of searching an internship/job for thirty students. I had an hour and a half per week where I helped them to understand the market, to make an application and to prepare an interview. At the end, I had to evaluate them.
-
Stream International
- HR Recruiter
2005 - 2007
* Recruitment:
➢ Identification and approach of candidates (job-boards, spontaneous applications, contractors…).
➢ Phone qualification and planning of meeting.
➢ Interview face to face.
➢ Management of the candidate database, reporting and following of all the recruitment’s process.
➢ Writing and putting online the job description in the different job-boards.
➢ Participating in some recruitment events.
➢ Management of the relation with contractors.
➢ Working on the HR communication and marketing.
➢ Integration of the new joiners.
* Administrative management:
➢ Preparing employment contract.
➢ Legal follow-up of the co-workers.
➢ Creating and following HR dashboard.
➢ Management of the resignations.
* HR project:
➢ Analysis of resignations.
➢ Development of school relations and partnership
-
Revue Personnel, ANDCP
- HR Journalist
2004 - 2005
➢ Writing articles and analysis regarding HR thematics.
➢ Reports of events.
➢ Interviews.
➢ Coordination of thematic files and the correspondents.
Management of a team of 2 internships.
-
Crédit Agricole S.A
- HR Specialist
Montrouge
2003 - 2004
➢ Social audit on a new device of integration of the new co-workers.
➢ Implementation of index forms professions to manage and follow the skills of every co-worker.
➢ Attending in recruitment, sourcing.
-
Le Progres
- Journaliste
Lyon
2002 - 2002
- Couverture d’événements sur le terrain, interviews
- Rédaction d’articles
- Secrétariat de rédaction
- Responsable de la rubrique sport local
