Lucie MOURIER

En résumé

Entreprises

• Johnson & Johnson - Responsable RH fonctions R&D Europe

  New Brunswick 2015 - maintenant HR Manager EMEA R&D functions since July 15 (1 year)
  Sector: consumer & pharmaceutical - Support the R&D functions EMEA based in France (HC: 200)
  Main goal: deploy the new HR policies and adapt them to the EMEA R&D site
   Member of the extended leadership team and as such is part of the main decisions within the site
   Facilitate the main HR processes eg performance cycle management, validation of training plan
   Implement re-organisations in alignment with EMEA leadership teams
   Co-lead relationship with local representatives with the site leader (DP and CHSCT)
  

• Johnson & Johnson - Responsable RH UK

  New Brunswick 2014 - 2015 HR Manager UK (assignment) June 14 – June 15 (1 year)
  Sector: pharmaceutical - Support the Commercial and External Affairs teams (HC: 250)
  Main goal: Enable the organisation to achieve its objectives through the engagement and development of its people
   Facilitate the main HR processes
  - Head count review as part of the business plan, succession planning, recruitments and promotions
  - Performance cycle management (objectives settings, performance and compensation)
   Provide support to Managers and employees when needed during
  - Re-organisations: provide legal advice, define HR and Communication action plan
  - Disciplinary, performance issue and grievance hearing: coach managers, meets with employees
   Facilitate the implementation of a new HR system, Workday
  - Train employees, adapt the processes when needed, promote the change internally

• Johnson & Johnson - Responsable RH Afrique francophone

  New Brunswick 2011 - 2014 Countries: Algeria, Morocco, Tunisia, Sub Saharan Countries (Countries: 22, NTS: 80 M€, HC: 200)
  Main goal: Create the HR function within the region - Board member, indirect management of 3 employees
   Reverse the trend of 3 years of NTS decrease – 2013 NTS growth = 30%:
  - Switch the business model and reorganize the teams accordingly (70 recruitments, 30 internal promotions)
  - Change the local partner hiring the Janssen Medical Representatives when needed (Tunisia)
   Increase the score of the J&J engagement survey by 16 points (France + Algeria):
  - Train managers and employees on the main HR processes
  - Spread the values of inclusion, trust, support, team spirit and equity
   Resettle solid foundations for the future growth:
  - Review the Compensation & Benefits structure (Algeria and Morocco)
  - Change the legal organization, define and implement administrative policies (Algeria)
  - Develop strong relationship with employee representatives (Algeria)

• Johnson & Johnson - Responsable projet RH Europe

  New Brunswick 2011 - 2011 Main goal: Implement and support a global J&J recruitment solution within EMEA (cross sector/ site/ country)
  Information System (Taleo), Organization, processes and policies
   Launch the model in Switzerland, Austria, Belgium, Ireland and Netherlands
  - Define local specificities and adapt the global tools accordingly, train employees , facilitate workshops
   Support live countries (Germany, Switzerland and South Africa)
  - Train, provide IT support, coordinate with other HR functions at an EMEA level
  - Lead the disclosure of the contract with our 3rd part vendor in Germany

• Johnson & Johnson - Chargée de ressources humaines

  New Brunswick 2007 - 2010 Sector: Beauty, healthcare, OTC (NTS:100 M€, HC: 150)
  Main goal: formalize and improve the recruitment process
   Recruitment and Schools relationship
   Transversal Recruitment Projects

Formations

• Kedge Business School (Bordeaux)

  Bordeaux 2006 - 2009

Réseau

Pas de contact professionnel