Kayin MA

En résumé

Entreprises

• Airbus Group - Compensation & benefits Senior Manager

  Blagnac 2011 - maintenant •Project Management: Leads transformation of transnational processes across the group for all divisions (income review, non-monetary reward scheme)
  
  •Coordination of non core countries: success sharing implementation, benefits program, HR procedures implementation out of European regions
  
  •Implementation of transnational policies and processes; support to HRBP for implementation and application of C&B policies (Salary review, ESOP, LTIP, OTSA)
  
  •M&A: HR Task force for all merger & acquisition cases (divestment, acquisition, greenfield, joint venture)
  
  •Transnational Management: enables generic changes to reward system (income review process, benefits, offer, retention schemes) by/with the national entities and performance improvement, planning & controlling of overall compensation & benefits processes
  
  •Benefits : monitors specific Executive & Senior Management benefits: Company car, medical care, stock options, pensions, and contributes to Group policy definition in this respect
  
  •Benchmark: contributes actively to annual income review, providing market data & guidance
  

• Subsea 7 - Compensation & benefits Manager

  SURESNES 2007 - 2011 Acergy and Subsea 7 is a seabed-to-surface engineering and construction contractor to the offshore oil and gas industry worldwide. The merger of Acergy with Subsea 7 was announced last July and will effective until January 2011. (Oil and Gas sector – headcount 12,000 employees).
  
  Working in France and Africa countries such as: Angola, Nigeria, Gabon and Congo.
  
  Compensation & Benefits Manager
  
  • Strategies : Established a Reward Strategy for the Company which show a new vision, mission and values launched and embedded in the business resulting in a decrease of labour turnover from 10% to 5% and an increase of the employees commitments through an huge workshop by defining the core values. Develop a profit sharing scheme to promote the collective performance.
  
  • Policies: Draft of policies (compensation, travel allowances, performance management review, gender equity, disabled person, senior employees), negotiate with the trade union and implementing them with managers.
  
  • Organisational Change: During a time of restructure and change management, responsible for driving the project of assessment of key positions and built a new classification regarding the matrix organisation and our business model.
  
  • Pay and Reward: Implemented the annual performance appraisal related to Compensation and Bonus. Led the salary benchmark in a competitive and confidential sector (oil and gas in France) with the assistance of Hay group. Run the salary and bonus review campaigns.
  
  • Benefits: Optimized the healthcare insurance contract by reducing the intermediates fees and adapted his coverage regarding our employee categories. Carried out in compliance the stock options scheme according the national regulation in order to optimize the fiscal issue.
  
  • Employment Relations: Advise, coach and guide managers on complex reward, promotion, internal mobility, retention issues and map the job position in each department for creating a consistant carrier path. Manage negotiations with Workers Unions about compensation and working conditions.
  
  • Personnel Cost Control: Structure the payroll system and building a team of payroll advisors to enable them to promptly answer to the business needs and to follow-up the personnel cost. Deliver the key performance indicators to the general management.

• Gras Savoye - Head of Compensation / Payroll / HRIS

  Puteaux 2001 - 2007 1st insurance broker company in France with loction in Europe (6 countries) and Africa (25 countries) and headcount 3,000 employees) Gras Savoye expanded via organic and strategic acquisitions from 1,800 employees to 3,000 in six years. The personnel costs are valued at 70% of the company revenue
  
  • Fostered the payroll team before outsourcing the activities locally to be closer to the business.
  • Established the global HR processes in a common database for all subsidiaries based in France (5 sectors and 10 offices).
  • Lead the audits prior to the strategic acquisitions of the group and harmonized the social insurance contracts by pooling them into a separate contract.
  • Design one unique bonus policy for the commercial employees through twenty different sectors for all subsidiaries.
  • Provided compensation survey and implemented a salary policy.
  • Created the social dashboard by emphasing performance indicators to the general management (personnel costs, headcount, absenteeism and turnover).

• Alstom Services - HR Manager

  1998 - 2001 Multi-plants (Energy infrastructure and rail transport – headcount 96,000). The group consolidated its activities and changed the business model. For 3 years, the headcount of Alstom Services which was a subsidiary of the group has fluctuated quarterly due to acquisition or transfer. Worked for a branch with 8 plants / offices in France with 70% of employees work overseas in Asia, Middle East and Europe.
  
  • Created the plan comprising of measures to accompany a collective redundancy programme
  • Carried out efficiently the salary procedures through all subsidiaries
  • Developed the blueprint defining precisely each step to anticipate each headcount fluctuations such as listing and negotiating the benefits, the structures of gross salary, during the transfer of activities
  • Built a team spirit committing to bridge the HR and the finance department by providing a follow-up of personnel costs
  • Established the salary ranges according to each functions linked to new organisation
  • Migrated the HR database from the former HRIS tool CCMX to ADP and developed the multi-interfaces needed between timesheet system, payroll and cost control

• Akelys - Payroll Manager

  1992 - 1998 • Managed the payroll of clients (1000 employees within 60 client companies)
  • Advised clients on matters relating to HR issues.
  • Established and set up payroll software s and configurations.
  • Trained the clients to interface with HR systems.

Formations

Pas de formation renseignée