Eric CONSTANT

En résumé

Entreprises

• Enaxion - Consultant & Executive Coach

  Lyon 2012 - maintenant Conseil et Accompagnement:
  Réflexion stratégique/projet d'entreprise
  Optimisation des organisations et des performances
  Accompagnement de fusions acquisitions/ intégration et conduite de la transition
  Coaching individuel ou collectif - Management et leadership
  Mise en œuvre de vos projets :
  Management de mission

• URDAR conseil & accompagnement - Founder

  2012 - 2012 Efficacité personnelle :
  Développement personnel
  Prise de poste
  Efficacité relationnelle
  Créativité
  Management
  Renforcement du leadership
  Cohésion et régulation d'équipe
  Conduite du changement
  Management interculturel
  Organisations
  Audit et diagnostic social
  Alignement RH et enjeux stratégiques
  Gestion des risques psychosociaux

• INERGY AUTOMOTIVE SYSTEMS - Vice-president Human Resources & Internal Communication

  lyon 2008 - 2011 Support the company adaptation to the automotive market evolutions and to the necessary re-balancing of the activity between the BRIC and traditional markets
  
  Reporting to the CEO and supervising 3 Regional HR directors and a corporate team of 3.
  • Closing down plants in France (1) & Canada (1)
  • Staffing of new plants in China (2), India (2), Russia (1), and Brazil (1).
  • Development program for managing committee members (MACO University)
  • Mobilizing associates on respect for corporate values and code of ethics through training and internal communication
  • Improvement of the performance based compensation program
  • Improvement of the succession planning process and launching of a leadership & competences framework
  • Leader on safety management with the industrial function

• VALEO Thermal Systems KK - Compressors Branch HR Director

  2005 - 2008 Integration of a newly acquired Japanese company (Zexel KK) with Asian operations in the Valeo culture and processes and improvement of the company profitability through restructuring and people development.
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  Reporting to the vice-president of this global line of business and supervising 5 HRD and a corporate team of 3,
  • Deployment of the 5 cores and Valeo human resources toolbox in all the divisions /plants of the Branch in Japan, Korea, Thailand, China, Czech Republic and USA,
  • Organization of HR management (HRIS deployment ) and reporting
  • Drive restructuring activities in Japan and Czech Republic
  • Improvement of the Branch management committee through identification and promotion or hiring of local managers

• VALEO Thermique Moteurs SAS - Branch HR Director

  2002 - 2008 Maintain profitability level of this ‘cash cow’ commodity line of business through active restructuring of European based operations, reduction of overheads and transfer of production in low cost countries.
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  International position reporting to the Branch vice-president and supervising 12 HRD and a corporate team of 5 people.
  • Contribution to the definition and implementation of the industrial footprint & implementation of restructuring (France, Sweden)
  • Definition of sourcing strategies to attract and retain talents in highly competitive areas (Poland and Mexico)
  • Supervision of the implementation of the Valeo 5 cores tool box ( Total Quality System)
  • Improvement of the identification process and the development programs concerning key resources
  • Creation of the first assessment centre for high potentials in Valeo
  • Organization of internal communication events (Conventions)

• EVIDIAN Inc. - Vice-president Human Resources

  1998 - 2002 Spin off of the Bull software activity and creation of a new independent software vendor based in the US managed by a newly hired American CEO. Development of this business and transform this loss making business into a profitable venture.
  
  Reporting to the CEO, member of the management committee and supervising a team of 3 people based in France,
  • Implementation of the activities linked with the company set up (contracts, offices, hiring).
  • Pilot the employees relation procedures related to the spin off in France ( unionized environment)
  • Definition and implementation of mobilization & communication actions related to the spin-off project
  • Definition and implementation of a new compensation policy adapted to a software vendor (Sales compensation system and stock options program)
  • Active participation to due diligence processes initiated with potential investors.

• BULL SA - Product Division HR vice-president

  BEZONS 1994 - 1998 Strong restructuring of this loss making division to support Bull introduction on the Stock exchange in Paris, management of lay-off programs associated with site closure and programs stoppages. Mobilization of the remaining teams on technical and business challenges of the company.
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  Based in les Clayes-Sous-Bois, France, member of the management committee and reporting to the Division president.
  • Closing sites in the USA (1) and Great Britain (1)
  • Definition of a Human Resources strategy adapted to the situation and negotiation of voluntary lay-off programs
  • Conduct employee relations in a unionized environment
  • Introduction of a performance based bonus system
  • Implementation of a leadership model for managers.
  • Creation of a personal development program based on Bob Aubrey’s work (l’Entreprise de Soi). (100 volunteers participated).

• Snecma - RH Site

  Courcouronnes 1991 - 1994

Formations

• Pôle De Compétences Topologie Des Talents (Paris)

  Paris 2012 - 2012 Certificat praticien Topologie des Talents
  
  Coaching

• CRC (HEC Management) CRC

  Jouy En Josas 2011 - 2012 Certification
  
  Executive Coaching

• CEDEP / INSEAD

  Fontainebleau 2004 - 2004 Advanced Management

• Université Paris 2 Pantheon Assas

  Paris 1974 - 1981 Master Degree

Réseau

• Alexandre JOHNSTON

• Barbara LECOEUR

• Fabrice KHALFA

• Frank LEGAY

• Gérard MONPIN

• Guillaume POLLICOTT

• Hubert-Paul MAS

• Luc FAVIA

• Pascal STIEVENARD

• Patrick DIOT