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David DRAGONE

Casablanca

En résumé

Mes compétences :
Compensation and Benefits
Energie
Management
pétrole
Ressources humaines
Talent management

Entreprises

  • Nexans - CHRO / DRH

    Casablanca 2019 - maintenant En charge des Ressources Humaines, du RSE et de la Communication Groupe
    Membre du COMEX

  • Faurecia - DRH BG interiors

    2017 - 2019 DRH d’un des 3 business group reportant à l’EVP du BG group

  • CGG - Executif Vice President / DRH Groupe

    Paris 2013 - 2017 CGG is the world's leading international Geosciences company
    - a worldwide footprint (more than 50 offices and field locations WW)
    - 4.2 billion USD Revenue
    - 10.000 employees, around 100 nationalities in 7 main countries: France, US, UK, China, Canada, Singapore, Norway and Australia. Multi-cultural and cross-cultural environment
    - main activities : equipment manufacturing and geosciences services


    - Define/implement HR strategy (Global/ regional/ Division)
    - Support management at all organization levels
    - Operate effectively in each country (Industrial relations, compensation and benefits)
    - Strengthen management development (Organization development, performance management, talent and career management, succession planning)
    - Make available human resources to face mid and long term plan challenges
    - Support integration of new activities (M&A)
    - Optimize HR function efficiency (organization/HRIS/shared services)
    - Lead CGG University
    - Manage the relations with the Board’s Appointment and Remuneration Committee

  • CGG - Group SVP & Deputy Group HR Director

    Paris 2012 - 2012

  • AREVA - VP Human Resources Front End Business Group

    Paris La Defense 2011 - 2012 The Business Group (Division) Front End is composed of 3 Business Units - BU Chemistry. BU Enrichment / BU Fuel

    • 9500 employees across 4 main countries with 16 plants : France, USA, Germany and Belgium which represent 95% of the employees.
    • Manage the HR function 146 HR employees worldwide and budget associated.

  • Areva - VP Human Resources Mining Business Group

    Paris La Defense 2007 - 2010 • Manage the HR function: 6500 employees across 15 locations worldwide. Main locations: Canada, South Africa, Namibia, Niger, Sudan, Ivory Cost, Kazakhstan, Mongolia, Australia and France.
    • Re-build a HR Team in order to cope with the growth. Replacement of 3 HR Geographical Directors out of 4. (1000 recruitments in 2007 and 1079 in 2008. Total direct report 13. Total HR function within the division 100 employees.
    • Design and roll out of HR tools / processes with a strong focus on people development such as succession planing / high Pots / people review / annual appraisal....
    • Lead the organizational changes (re-design of the organization with the rolling out the matrix organisation and the definition of who does what )
    • Creation of the Mining College : training and integration program for the new recruited engineers (170 in total worldwide)
    • Budget of the HR corporate function in Paris (3,6 millions euros) / Staff Managed directly : 20
    • M&A manage th HR aspects of 2 majors acquisition for the Minign Division.

  • Invensys Process System Europe - Europe HR Director

    2006 - 2007 • Manage the HR function: 1500 employees across Europe (with 2 plants of 300 employees France / Germany).
    • Lead a team of 4 HR Manager based in Germany / UK / Italy and Netherland.

  • Schlumberger - HR Director EMEA Seismic Business

    Paris 2000 - 2006 • Manage the HR function: 1100 employees across 10 locations worldwide.
    • Lead a team of 6 HR Managers.
    • Work closely with the management team to proactively interpret ongoing business strategy and create effective HR programmes and policies that support the business.
    • Work closely with the HR team to establish and/or refine various HR policies and practices.
    • Oversee management of recruitment activities including utilization of contract recruiters and other staffing resources.
    • Work with the compensation team to help maintain local industry competitive benefits and compensation programs.
    • Ensure a consistent implementation of company policies and practices by managers.
    • Work closely with managers to develop employees to their full potential through succession planning, identification of talent, career development and other relevant policies.
    • Ensure that formal performance management tools are applied consistently, equitably and fairly.

Formations

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