François HORION

En résumé

Entreprises

• Bwin.party - Consultant - Chef de projet SIRH

  2012 - maintenant Déploiement de l’application eArcu (recrutement et accueil des nouveaux salariés) - Chef de projet. Equipe projet de 6 personnes.
  • Définition du plan projet à son démarrage (périmètre du projet, planning initial, risques initiaux, objectifs
  • Organisation et animation des réunions d'avancement interne avec toutes les parties prenantes. Recueil des besoins utilisateurs.
  • Coordination et contrôle de la fabrication par le fournisseur du logiciel eArcu. Organisation des recettes fonctionnelles.
  • Transition entre le module iRecruitment d’Oracle e-business suite et le logiciel eArcu (cut-over, migration des données, communication)
  • Responsable de la maintenance évolutive et de la relation avec le fournisseur eArcu
  
  Amélioration des processus et systèmes RH – HR Business Analyst.
  • Recueil des besoins ; rédaction des cahiers des charges, recettes fonctionnelles pour l’amélioration de Oracle e-business suite 11.5.10.2 et de tous les interfaces sortant ou entrant des applications RH
  • Examples: automatisation du processus de saisie des nouveux salariés dans l'application administration RH, mise en place d'interfaces, archivage éléctroniques des documents RH.
  
  Déploiement de rapports et requêtes SQL Qualité des données RH.
  • Rapports et requêtes SQL sur la cohérence des données RH
  • Analyse d'écarts
  
  Amélioration des méthodes de travail avec l'équipe technique (Agile et Version 1)

• Deloitte New Zealand - Consultant Senior - Solutions d'Entreprise

  2010 - 2012 Contact Energy – Implementation of SAP CRM, IS-U, IDEX for Contact Energy. Nov. 2011 to Apr. 2012.
  Organisational Design Consultant
  • Consolidated process roles of 90 business process design documents and lead the role-to-position mapping for Contact Energy Retail
  • Prepared Organisational Design workshops with business analysts and Retail leadership team for top-down and bottom-up design.
  
  Auckland Council – Implementation of SAP Asset Maintenance & Property Management (AMPM). Aug. 2011 to Oct. 2011.
  Data Quality Analyst
  • Build of SQL reports to reconcile data between SAP and enriched tables during data migration and 60 data quality reports in BO Infoview
  
  Department of Education & Training New South Wales – SAP HR and Payroll implementation. Feb. 2011 to Apr. 2011.
  Payroll Process Design Lead
  • Designed 14 payroll processes for the HR Shared Service Centre of DET and resolved process gaps
  • Presented the payroll processes for client’s review and advised DET on HR Shared Service Centre roles for payroll processes
  
  Auckland Council – SAP HCM implementation for the new Auckland Council. March 2010 to December 2010.
  SAP OM/PA Functional Consultant
  • Wrote and designed business processes including the interim processes between PeopleSoft and SAP
  • Configuration of SAP Personnel Administration and Organisational Management (PA/OM) and built 15 HR Ad Hoc Queries
  • Fixing defects during User Acceptance Testing, conducted cut-over tasks for PA and OM modules, Post-implementation support
  

• Credit Union Australia - Reporting Analyst HR and Remuneration

  2009 - 2009 Reporting Analyst - Casual
  • Built 30 Human Capital metrics including turnover, headcount, leave, absenteeism
  • Remuneration review support i.e. technical build and support with Excel and Word (including incorporating results of salary surveys)
  
  
  

• Deloitte Australia - HR Business Analyst - Fixed term

  Puteaux 2007 - 2008 Termination and leave of absence project
  Business Analyst
  • Documented business requirements and PeopleSoft system enhancements for HRMS and Learning and Development modules
  • Coordinated User Acceptance Testing, delivered training sessions and training material, communication and change management
  • Time spent per termination decreased by 45% - Recoverable amounts increased by 300%.
  
  People and Performance Shared Services initiatives and Business as usual
  Business Analyst (including reporting and remuneration) and Functional Support
  • Implementation of counseling relationships - maintenance process via PeopleSoft ESS – workflow notifications
  • Enhancements of payslips on-line in PeopleSoft and cost center re-structures
  • PeopleSoft Security administrator and PeopleSoft configuration (Organization Foundation Tables, Department tree, Actions/Reasons)
  

• Commonwealth Bank of Australia - HR Business Analyst - Project Lead

  2006 - 2007 Improving “New Hire Process” – Improving induction & reducing time between hire date and 1st payday for 1000 new hires
  Business Analyst
  • Business requirements document writing and design of the to-be process in a PeopleSoft environment
  • Communication and coordination between Recruitment, Call centers and Payroll
  • Supported 40 users by delivering 6 Process Notes, defined KPI’s & conducted post-implementation review
  
  “Short-term Incentives Payments” project: Implementation of a Mass Upload Tool to pay 4 000 bonuses via PeopleSoft GP
  Business Analyst
  • Business requirements for system changes in PeopleSoft & access database
  • Coordinated User Acceptance Testing of the PeopleSoft Mass Upload Tool and the Data Management Solution in Access
  • Change Management (communication, delivering 3 Process Notes on the new tools)
  
  Business as usual - 2nd level functional support for PeopleSoft Time and Labour and Self-Service
  

• BNP Paribas Asset Management - Human Resources Consultant - Fixed-term

  Paris 2006 - 2006 Creation of two companies of BNP Paribas Asset Management Group (Summer 2006)
  Human Resources Consultant
  • Wrote option analysis for the implementation of the interface between payroll and accounting
  • Set up organisation in HRIS and update 400 employee records in PeopleSoft HRMS 8.3
  • Coordination with external and internal stakeholders and registered the companies after French administrations
  

• BNP Paribas Asset Management - HR Business and Reporting Analyst - Fixed-Term

  Paris 2004 - 2005 Implementation of PeopleSoft HRMS V8.8 and a time and leave tracking software (2004 - 2005)
  Business Analyst
  • As is and to be process design, saved 100 000 euros per year by improving 10 HR processes
  • Detailed requirements to implement PeopleSoft HR V8.8 and the time and leave tracking software (GFI Chronotique)
  • Liaised with technical & non-technical stakeholders
  • Training and documentation for end users (issued 2 user guides for PeopleSoft and Chronotique)
  • 1st level support during post-implementation for 600 users including HR administrators
  
  Statistics and HR reporting
  Reporting Analyst
  • Prepared and compiled Human Capital statistics for Annual Report of BNP PAM on
  • Provided monthly and ad hoc reporting on FTE, headcount, overheads, remuneration review
  • Data analysis for the negotiations with unions on Compensations and Benefits policies
  

Formations

• ICN (Nancy)

  Nancy 2000 - 2004 Organisation Management / HR / IT projects
  
  ICN Graduate Business School

• Lycée Chateaubriand

  Rennes 1998 - 2000

Réseau

• Alexandre MARIMOUTOU

• Anne Sophie COUBARD

• Cécile LETOURNEL

• Charlie BOILLOT

• Laureline HAEGEMAN-NEVEUX

• Magali REGNAULT BOITARD

• Maxence SEGARD

• Nathalie IKEDJIAN

• Nicolas GIEL

• Nicolas VEAUVILLE