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Julie CRISTOFARI

PARIS

En résumé

Mes compétences :
Payroll
Staff Management
Diversity & Inclusion
expatriate support
Talent Management
Staff Recruitment
SAP
Recruitment
Policy development
Organisational Development
Microsoft Outlook
Microsoft Office
Manage Performance Appraisals
Lotus Notes/Domino
HR Analysis
Financial Services
Change Management
ADP Human Resources

Entreprises

  • HSBC Australia - HR Manager

    2015 - maintenant Reporting to the Head of HR, my key missions are:
    - Act as HR Business Partner in the Commercial Banking space
    - Project manage Diversity and Inclusion initiatives (e.g. WGEA reporting, EOC citation, White Ribbon Day)
    - Act as HR representative within the Change Management working group ``Metroplan'', which is the move to activity-based offices in 2 different locations
    - Manage ER issues as they arise across all global businesses
    - Ensure the application of Global Standards across all global businesses
    - Act as HR advocate for 2 employee networks (Parents@HSBC and Balance)
    - Volunteer in the HR working group "People Risk''
  • Sumitomo Australia - HR Business Partner ANZ

    2013 - 2015 Reporting to the Head of Legal and Director, I was managing the HR and Payroll Department, contributing to the achievement of the company's business objectives
    with my team of two. I was developing and implementing Sumitomo's HR business plan across all sites (4 in Australia and 1 in New Zealand) and providing strategic HR support to SAPL's Group Companies to successfully carry out key projects (e.g. M&A, restructure). SAPL being integrated in the APAC group, I was adapting and deploying the regional initiatives in Australia and New Zealand.

    Key missions:
    Strategic Business Plan:
    - In consultation with the Board of Directors, formulate and recommend HR objectives, methods and policies
    - Maintain and review the corporate workforce plan to initiate appropriate action in relation to the organisation's use and development of employees
    - Ensure the local and regional HR programs and initiatives are planned to meet current and future organisation and employee needs.
    - Prepare yearly budget and 3-year plan.

    Organisational Development, IR, ER:
    - Ensure all activities comply with relevant Acts, legal demands and ethical standards
    - Make sure all HR policies are updated with the latest legislative changes
    - Advise and handle any restructure within the Business
    - Provide ER and IR advice to People Managers within SAPL and to Group Companies
    - Lead HR projects as required or initiated.

    Learning & Development:
    - Proactively assess Business Unit's needs in L&D
    - Design and deliver training programs
    - Liaise with regional and global teams for overseas training opportunities
    - Liaise with L&D professionals and providers for external support when required.

    Remuneration & Benefits:
    - Administer remuneration policies
    - Advise on external competitive conditions and internal remuneration anomalies
    - Prepare remuneration review information to enable business unit managers to conduct reviews effectively and efficiently.

    Recruitment and on-boarding:
    - Responsible for end-to-end in-house recruitment or liaison with recruitment agencies
    - Responsible for on-boarding all new hires and ensure their full induction.

    Performance Management:
    - Act as strategic business partner to business unit Managers for all employee relations matters
    - Coordinate the appraisal process, foster a culture of dialogue between employees and people managers, and provide advice on poor performance
    - Provide advice on poor performance and termination processes as required.

    Staff Management:
    - Oversee payroll function and expatriate support
    - Train, support and manage junior HR staff and payroll officer
    - Support the delivery of health, safety and wellness within Business Departments
    - Master HR systems and implement new systems where relevant
    - Prepare monthly and quarterly reports for the Board, Business Managers and regional/global HQs
    - Ensure personnel records are maintained to meet employee, organisation and statutory requirements.
  • Delivery Hero Australia - HR Advisor

    2011 - 2013 Reporting directly to the CEO, I created and managed the company's HR activities in a stand-alone position.

    Staff Recruitment:
    - Define the needs in recruitment with Senior Managers to grow the team from 5 to 50 employees
    - Manage the end-to-end recruitment process across the business
    - Lead induction and on-boarding process
    - Implement incentives to retain talents.

    Staff Management:
    - Coordinate Learning & Development and Talent Management
    - Manage Performance Appraisals and 360 Reviews
    - Organise Team Building events
    - Coordinate Sponsorship process
    - Ensure compliance with Modern Awards.

    Policy development:
    - Write and implement Company Policies
    - Write internal HR documentation and communication.

    HR Analysis:
    - Responsible for HR KPIs
    - Accountable for monthly HR reports and analysis.

    Payroll:
    - Process fortnightly and monthly payroll
    - Process superannuation contributions.
  • France Telecom Orange AMEA (France) - Recruitment and International Mobility Officer

    2011 - 2011 Key missions:

    Talent Sharing Program coordinator:
    - Manage the International mobility program for high potentials within AMEA area
    - Select candidates, research host entity and coordinate international assignments
    - Promote Talent Sharing program, organise workshops and communication
    - Organise Annual International Mobility event.

    Recruitment of the headquarters' graduates and interns:
    - Manage the end-to-end graduate/intern recruitment process
    - Manage induction and on-boarding
    - Attend recruitment fairs to attract graduates or soon-to-be graduated students.
  • ExxonMobil France - HR Assistant in Labour Relations and D&I

    Notre-Dame de Gravenchon 2010 - 2011 Key missions:

    - Prepare Works Councils with Unions
    - Write Professional Gender Equality & Stress and Psychosocial risks reports
    - Organise Professional elections
    - Help negotiate ExxonMobil agreements with Unions
    - Monitor Expertise of Corporate and Financial reports and reorganisations
    - Other responsibilities: social reports, ExxonMobil Management career, recruitment and training of new interns for the team.
  • VINCI Construction France - Diversity and Inclusion Projects Assistant

    Nanterre Cedex 2009 - 2009 Key missions:

    - Write Recruitment Guide to promote Diversity in the organisation
    - Conduct Employment and Competencies Management survey with Group executives
    - Attend interviews with the Recruitment Manager.

Formations

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