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Groupe Bel
- Asia Pacific Human Resource Director
Paris
2014 - maintenant
Strategy & Organizations
Participate in the strategic planning of the Zone and draw a new organisation (marketing, finance, etc.)
Asses strengths and weaknesses of the existing HR organization (zone, country, plants)
Manage the HR part of the Budget process for the Zone: headcounts, total payroll costs, HR investments
Supports the managers of the zone in their thinking on the organizational evolutions and sets up the means for the success of the projects: change management, organizational diagnostic…
Resources and Talent Management
Develop a global vision of the resources of the zone: people reviews, evaluation, detection of the potentials, succession planning. Secure key people and key positions. Ensures :
- Fair levels of performance expected
- Relevant articulation of individual goals with the challenges of the country
- Consistency in the cascade of objectives
Develop competencies and training: ensure quality and consistency with Zone strategy, develop zone specific training
Recruitment, integration and mobility:
-Establishe the prospective needs depending on the operational plan
- Realizes the recruitments of the people under direct responsibility and ensures of the quality of the others
- Ensure the quality of the integration of new co-operators at internal / external level
- Improve the Bel employer branding in all Bel Zone countries with the relevant tools and actions.
“People First” program
Develop and implement key programs (Engagement survey, Social Charter, Work-Life balance, feedback culture…)
HR core processes
Lead the People review process, Annual Performance process, Career management, HR/Career interview with key people
Security and work conditions
Ensure that the primary conditions of individual and collective security are respected in the different implantations.
Prepare, formalize and implement zone C&B policies in the required areas, consistent with the Group’s standards (travel, car, compensation, incentives, benefits ...),
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Groupe Bel
- HR Manager - BU France and Corporate
Paris
2010 - 2013
Common missions :
Participate into the definition of the HR strategy and policy of the concerned BusinessUnit and implement them
Manage organizational changes by anticipating social impacts
Ensure HR operational management on the perimeter
Skills development / wage / annual appraisals / mobility /training/ dsiciplinary
Definition of recruitment plans, profiles with manager and recruitment methods
Recruitment and mobility: form the need definition to the induction of new comers
Definition and implementation of the training plan
Business Unit « France »
End 2011 – end 2013: 300 people (Marketing, Sales : retail and foodservice, SC, Finance)
France : 500 M€ turnover – 1st BU of the group
Work alongside the Business Unit as a Business Partner by implementing needed HR processes (wage, career opportunities, recognition, training and skills development) ,
Animate trade unions and in charge of labor negotiations: Managing social relations based on dialogue and mutual understanding for the French sales force
Transversal Function HR Manager
2010 – 2011: 270 people on 4 sites
Professionalize transversal and support functions: Group marketing. Central R&D centers, Group industrial (Supply Chain, Purchase, Industrial Performance, Quality, Regulations) :
-Develop a comprehensive HR vision and build up and implement the HR strategic plan
- Work alongside and advice the VPs and their teams, as a Business Partner in the HR strategic plan definition in line with business stakes
- Develop group skills reference guides and associated training programs at an international scale
- Explore people review results, identify potentials and define individual development plan and foster international mobilities
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GROUPE BEL
- Plant HR Manager
Paris
2009 - 2010
300 employees
Manage employees from HR point of view: Recruitment, HR administration, Qualifications and wages, Disciplinary,
Manage social relationship and trade unions meetings, with the Plant Director (French institutions: CE, DP, CHSCT)
Elaborate anf implement training plan, by developing speicifc and qualifying training programs
Boost and implement the Saefty policy (accident analysis, prevention, etc.)
Advice managers for coaching and managing their team on a daily basis
Implement the adequate HR tools to help managers and employees
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Groupe BEL
- HR Project Leader
Paris
2008 - 2009
Manage HR projects for the French plants and training development for the Group Industrial HR Director
Industrial HR coordination
Standardization of HR practices in HR and social matters and sharing of the best practices on training, skills assessment, job classification, health & safety rules.
Support in consultation and negotiation with trade unions
Negotiation and management of framework agreements cadres
Redaction of social information of annual activity report
Coordination of job classification – method Centor (blue-collar workers) et hay (white-collar workers)
Occupational safety & health
Industrial operations training
Development of communication tools on training disposals for the entire group
Organization of international meetings
Construction of industrial training tools
France disabled integration policy
Proposition of a policy and implementation of actions in order to contribute to disabled staff employment
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Nestlé Waters Marketing et Distribution
- HR Assistant Manager
2007 - 2008
400 employees (Marketing, Sales (retail and foodservice) and Supply Chain on - multi sites
Recruitment and departures
Harmonization of rules on several sites of production (collective bargaining with trade unions) following mergers: negotiation and implementation of new rules (classification, wage policy, working time, illness, contracts, etc.) ;
Operational Management/ Administrative HR of 400 technicians and executives on multi-sites employees (working hours, medical examination, work-related injuries, mutual and forestalling, etc.) ;
Disciplinary: participation in the process, advice to managers
Social projects : site relocation, workforce and budget optimization, negotiation mutual/forestalling, optimization program of business Nestlé Waters (Global) ;
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ARCELOR PACKAGING INTERNATIONAL
- HR Assistant Manager
2005 - 2006
ruitment :
Recruitment of work/study contracts (external and internal mobility), of interns and formalization of corresponding procedures
Participation in “GPEC” (Forward-looking Management of employment and proficiency)
Management of Temporary Work
Implementation of breakfast-checks for temp workers and formalization of procedures
Relations with social partners :
Preparation and participation of different meetings with social partners
Management of legal case issues
Preparation of Career Board :
Salary curve development and wage level comparison of supervisor staff
Training :
Implementation of a new scheme: formalisation of on-the-job trainings, creation of individualized training paths and skills assessment.
2006 training plan
Creation of a kit about the vocational training reforms for managers
Creation of an assessment booklet for interns and mentors during managerial trainings
Audit on security trainings
Skills management:
Revision of skills reference guides
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UIMM (Union des Industries et des Métiers de la Métallurgie)
- Chargé de mission au Service des Affaires européennes et internationales
2003 - 2004
- Réponse aux questions des chambres syndicales adhérentes
- Veille de l’actualité sociale européenne et internationale
- Recherche de jurisprudence européenne
- Organisation de réunions patronales européennes de la métallurgie
- Synthèses et traductions (anglais et allemand vers le français) pour les publications mensuelles du service
- Rédaction de comptes-rendus de réunions (OIT)
- Présentation des missions du Service aux nouveaux collaborateurs des chambres syndicales de l’UIMM
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UIMM (Union des Industries et des Métiers de la Métallurgie)
- Research Manager
2003 - 2004
Legal advised for adherent chambers
Worked out an European and international news watching
Participated in lobbying among European decision-making body
Organised European meetings for employers federations
Drew up UIMM positions
Wrote synthesizes and translated articles (English and German to French) for monthly publications
Worked out reunion reports (French organizations: AFOIT, AFERP, DAEI, etc.)
Presented department missions to new UIMM chamber partners
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ROYAL SUN ALLIANCE Londres et Liverpool
- Assistante Responsable Communication interne et externe
2001 - maintenant
- Conception du contenu pédagogique d’un Intranet dédié à la mobilité interne internationale (mutualisation des compétences et expérience des salariés)
- Etudes comparatives des dépenses publicitaires des agences anglaises
- Mise à jour annuelle du Press Book des publicités
- Recherche de mécénat (pour une journée de lutte contre la leucémie)
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Autres expériences
- Divers
1996 - 2002
- 2002 - 2003 : Equipière au MC DONALD’S Commerce à Nantes.
- Avril-août 1999 : Co-organisatrice des Journées du Livre (120 écrivains) pour une librairie à Sablet en Provence.
- Avril-mai 1998 : Modèle pour les marques Cacharel et Darel à Avignon (84).
- Juil 1997& 1998 : Manutentionnaire à la Maison de la Presse à Carpentras.
- Noël 1996 : Hôtesse d’accueil dans une parfumerie à Carpentras.
