Jean-Charles Henri GEORG

En résumé

Entreprises

• Suez - Recruitment Manager

  PARIS LA DEFENSE 2017 - maintenant · Responsible for the mobilization and staffing of Water Treatment & Waste Treatment
  Experts for Latam, Europe, Africa, Middle-East, Asia and Australia.
  · Partner closely with HR colleagues and business leaders to understand business priorities
  and hiring volumes.
  · Update current and design new recruiting procedures.
  · Actively collaborate to improve performance and quality service execution.
  · Explore the market trends in recruitment and implement appropriate best practices in the
  organization.
  · Present regular reports to keep management informed of recruiting and turnover data.
  · Monitor and track business objectives and develop business specific strategies through
  KPIs.

• Technip - Global Construction HUB Projects HR & Controls Manager

  Paris 2012 - 2016 Drive the implementation of effective HR policies & procedures for GC HUB.
  · Finalize GC HUB functional design specifications and operating processes.
  · Manage the Talent acquisition & retention of Technip personnel and Mobility to ensure a
  successful manpower planning for Technip projects worldwide.
  · Maintain a diversified pool of resources which are quality and competence driven and record
  a full evaluation process of Supervisors, Superintendents and Managers.
  · Lead performance management, development and retention processes through People
  Review for all Technip site personnel.
  · Implement Technip construction recruitment policy: fulfilling Technip long term recruitment
  targets as well as projects short term manning requirements.
  · Plan GC HUB strategic recruitment operations & developments for BU, Regions, Operating
  Centers and Projects.
  · Develop and implement a construction resources management program based on skills,
  competency and visible long term cooperation: from Recruitment, Training and
  development, Evaluation, Retaining to Re-assignment.
  · Monitor the payroll activity and the validation of salary payments.
  · Lead the “employee CARE” program to develop a strong employee relationship with
  Technip.
  · Establish GC HUB wage and salary structures based on the job title matrix.
  · Review and formulate new compensation and benefits policies based on market trends.
  · The function also comprises a controls dimension such as:
  · Enhance cost reporting at Global Construction level to showcase comprehensive and
  consolidated reports enlightening the different GC HUB, CMC and GC Subcontracts cost
  reporting aspects with a focus on the forecasted activities.
  Manage the planning control of the activities for CMC, GC HUB and GC Subcontracts
  developments.
  · Elaborate financial simulations for new activities pertaining to GC HUB, CMC and GC
  Subcontracts to reduce business expenses.
  · Control and minimize the impact of GC HUB activities on TPAD cash flow.
  · Review of cost component calculations involving overhead, insurance premiums, among
  others to ensure data accuracy.
  · Participate in the monthly review of GC HUB, CMC & Subcontract operations with respect
  to operating costs, revenues and KPIs.

• Oger International - Country Human Resources Manager

  Saint Ouen 2007 - 2012 * Provide a broad range of HR Strategic focus for OGER Abu Dhabi & OGER Dubai.
  * Manage the Strategic dimensions of performance management, skills development,
  succession planning and training & development through People Review.
  * Develop and review HR policies against best practices. ;
  * Maintain current knowledge of UAE Labor Law on personnel and HR regulatory practices
  for compliance purposes.
  * Manage and develop Emiratization. ;
  * Monitor OGER Training Center for site personnel. ;
  * Supervise employees' contracts and contract renewals. ;
  * Select, retain and negotiate contracts with head hunting and manpower agencies.
  * Monitor employees' payroll and ensure that tax & social security and other
  deductions/allowances for expatriates are carried out accordingly.
  * Conduct HR audits and counselling sessions. ;
  * Implement and monitor the strict compliance of a performance appraisal system and
  succession plan.
  * Develop HR branding in an attempt to bond with OGER employees and create EVP.

• Banque Saudi Fransi - Head of Recruitment

  2001 - 2007 · Pro-actively source, attract and hire Talent for senior and hard-to-fill banking roles to boost
  the Saudization levels by implementing full cycle recruitment solutions.
  · Redesign the Talent Acquisition processes & implementation of best practices by carrying
  out Gap Analysis, defining the Recruitment life-cycle, process maps, drafting the Policy &
  Procedures and Job Descriptions.
  · Drive the Social Media initiatives by launching social media solutions using LinkedIn &
  Facebook to foster the Employer Brand, diversify the direct sourcing channels and manage
  the Target Audiences.
  · Support the bank-wide Manpower planning exercise and design Recruitment plans for
  covered verticals within the stipulated SLAs.
  · Assess candidates using CBI, targeted interviewing and psychometric testing.
  · Provide market intelligence to the business lines while building strong candidate pipelines.

• the Military Language Institute - HR Coordinator

  1999 - 2001 French Department at the Military Language Institute Ι www.mli.ac.ae
  
  * Implement plans for new employees' induction and orientation and follow-up on progress
  of new recruits in their jobs through the induction & probation period including identification
  of any training needs to complement the learning on the job.
  * Issuance of offer letters, on boarding process, enrolling candidates into HRMS system.
  * Facilitate the performance management process, drive appraisal process for its successful
  conclusion during probation and annual cycle, review & report outcome for further analysis
  & decisions in training, reward & performance management area.
  * Handle staff grievances & disciplinary issues and provide appropriate guidance to
  Management for efficient & satisfactory resolution of the same line with HR policies,
  procedures and undertake suitable measures to aid retention.
  * Facilitate smooth transition of employees exiting the organization by ensuring payment of
  final settlement dues and cancellation of visas within appropriate time frame.
  * Maintain an accurate database of employees' issues and prepare and submit weekly status
  reports to monitor the progress of the same & other HR initiatives & status/resolution of
  issues to the Management.

Formations

• CNAM Lorraine

  Nancy 2009 - 2010 Master

• Université Nancy 2 MIAGE

  Nancy 2003 - 2004 DEA Sciences Humaines et Sociales
  
  Power Business Intelligence for development of best practices and thought leadership for jumpstarting and deployment of Microsoft Business Intelligence solutions for real-time dash boarding &
  reporting activities and KPIs monitoring

Réseau

• Alex GUILLON

• Diana PETROVA MARCHAL

• Julien MOINOT

• Maxime GRÉAU

• Najib OUAISSA

• Roland KIRCHER

• Stéphane JITTEN