Emmanuelle LE LOUARN

En résumé

Entreprises

• Medtronic - HR Senior Manager

  Boulogne-Billancourt 2015 - maintenant Swiss Medtronic Operations (400 employees)
  Reporting to Senior HR Director for Cardio Rhythm & Heart Failure Operations
  ▪ Talent and Performance Management:
  - Site level: roll out of new talent & performance management processes, decrease of indirect labor voluntary turnover (from 10% to 2% in 1 year), increase of females in the pool of talents recruited (objective: 20%, result: <25%), development of lateral moves (10% of indirect labor).
  - Business level: project leader on “Cardiac Rhythm Heart Failure (CRHF) a place to come to grow your career”.
  ▪ HR transformation: optimization of local HR Headcounts (-40%) & standardization of processes leveraging HR COEs, coaching of local managers & HR team through change.
  ▪ Engagement: definition of action plans to increase employees’ engagement at site level, co-leader of the Cardio Vascular Group Inclusion & Diversity Coalition.
  ▪ Workforce management: adjustment of headcounts to volume needs (e.g.: end of night shift in July 2016,), business continuity management (e.g.: restart of plant in 2 weeks after a fire in the production area), job structure & compensation alignment to business objectives (incl. labor cost control).

• Renault - HR General Manager

  Boulogne-Billancourt 2014 - 2015 Africa Middle-East India Region (5 countries, 11 000 employees)
  Reporting to HR VP for the Region
  ▪ Change Management: creation of the AMEI region with staffing in 3 months of key positions in the new HQ in Dubai, coaching of Senior Management on working in an international environment.
  ▪ Talent & Performance Management:
  - Regional level: monitoring of performance reviews (calibration sessions at SVP level), assessment & development of high potentials (Dir. & above), management of internal mobility & succession plans for regional key positions with focus on international and gender diversity.
  -Group level: co-leader of the Renault & Nissan HR work-stream on cross companies’ talent management with preparation of succession plans and High Potential reviews at CEO level.
  ▪ HR country leaders’ capabilities: coaching & support to new HR Directors (e.g.: Algeria, Iran)

• Renault - HR Senior Manager

  Boulogne-Billancourt 2012 - 2014 Europe HR Region (15 countries, 33 000 employees,)
  Reporting to HR VP for the Region
  ▪ Talent & Performance Management: roll-out of the new Talent & Performance process, calibration of people reviews for Senior Leadership teams with a focus on succession plans (80% secured) and high potentials development.
  ▪ Workforce and Compensation: management of headcount and labor cost reduction (-8%/year, total labor cost managed: €1 billion) through Sales & Manufacturing entities restructuring, validation of countries annual compensation schemes and monitoring of international transfers (120/year).
  ▪ Team Management: direct supervision of 3 HR.

• RENAULT - HR Manager

  Boulogne-Billancourt 2010 - 2011 Technocentre (12 000 employees)
  Reporting to HR General Manager for Engineering entities in France
  ▪ Member of the HR leadership team: contribution to the definition and implementation of HR policies (Workforce Planning, L&D, Labor Relations, Health & Safety, etc.).
  ▪ Team management: direct supervision of 16 HR with a focus on developing the team's capabilities & prioritizing workload within a highly stressful business environment.
  ▪ HRBP for Renault/Nissan Purchasing Business Unit (980 employees.): supervision of external recruitment (80/year), management of the L&D plan (with decrease of absenteeism of 7% in 1 year), monitoring of internal mobility (25%/year).

• Renault - HR Business Partner

  Boulogne-Billancourt 2008 - 2010 ▪ Talent & Performance Management: performance review management (100% completion), monitoring of internal mobility (20%/year) and career development plans (50% of employees interviewed in 2 years).
  ▪ Working conditions: management of major psychosocial risks, reallocation of staff following a voluntary departure plan (-13% in 9 months) to secure projects & plants ramp ups outside Western Europe (Brazil, Russia, Morocco & Rumania).

• Renault - Senior HR Survey Consultant

  Boulogne-Billancourt 2003 - 2008 Group Employee Relations Department
  
  ▪ Employee Engagement: design of the 1st Engagement Survey (125 000 employees), coordination of fieldwork (34 countries) and data processing, support to Top Management in defining Group KPIs and action plans.
  

• BVA institut de sondage - Director, Employees Satisfaction

  Boulogne Billancourt 2001 - 2003 ▪ Was responsible for employees satisfaction surveys for key account clients.
  ▪ Supervised 2 junior market analysts.
  

• PSA Peugeot Citroën - Market Research Manager

  Rueil Malmaison 1999 - 1999 In charge of client satisfaction surveys on future vehicle designs
  

• TNS Sofres - Senior Consultant - Market Research

  Montrouge 1996 - 1998 ▪ Managed international & multi-client customer satisfaction surveys

• Ministère de l'Enseignement supérieur et de la Recherche - Research Assistant in Political Economy

  Paris 1993 - 1996 ▪ Research on inflations in Latin America (1980-1994).
  ▪ Was a visiting researcher in Mexico (Colegio de México) and Argentina (Instituto di Tella)

• CNRS - Research Assistant in Psycholinguistic

  Paris 1991 - 1993 ▪ Worked on multilingualism
  
  

• KA Production (Cartoon Production Company) - Production Assistant

  1989 - 1990 ▪ Contribution to the 1st African cartoon: "Kimboo"

Formations

• Université Paris 3 Sorbonne Nouvelle

  Paris 1999 - 2001 PhD, Political Economy

• Université Paris 3 Sorbonne Nouvelle

  Paris 1991 - 1992 Master's Degree

• Institut D'Etudes Politiques

  Paris 1990 - 1991 Master's Degree

• Institut D'Etudes Politiques

  Paris 1986 - 1989

Réseau

• Bérengère GELPI

• Charles LAMBERT

• Fabrice KHALFA

• Isabelle DEMAILLY

• Loic LASSAGNE

• Matthieu LANDAIS

• Pascal CHAMP

• Sabrina DORÉ

• Valérie PLESSIS-CORNUAU