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Verallia france
- DRH France
2018 - maintenant
En charge de la DRH du groupe en france : 7 usines verrières et 5 filiales spécialisées dans les activités de décoration de bouteille et de logistique
Création et pilotage d'une équipe de 7 personnes en centrale et animation des RRH en usine
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Delifrance
- DRH
Ivry sur Seine
2017 - 2018
En charge de la DRH Métier de Délifrance sur l'activité Boulangerie Viennoiserie Patisserie.
Périmètre du poste européen
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IDEXX laboratories
- HR Manager
2014 - 2016
South Europe - IDEXX (Health Animal business)
* In Charge of the HR Function for France, Italy and Spain (250 ETP)
Main Responsibility : Operational and strategic business partnering for the 3 countries in a fast
growing, entrepreneurial environment
Achievements
* In France : insured the relocation of the French laboratory and commercial offices in one single
site. Conducted dismissal process for non-followers and recruitment process to insure business
continuity.
* In Spain and Italy : worked locally with HR local BP and local business managers to define needs
and put together HR action plans in each countries in line with business imperatives.
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Logista France
- Director - Group Imperial Tobacco
Vincennes
2009 - 2014
HR Group Director - Group Imperial Tobacco - (Logistic Business Unit)
* In Charge of the HR Function: HR Development, social relationships,
administration an payroll for the Logistic activities in France : 5 companies
and 1700 employees
Main achievements:
* Definition and implementation of the HR Local structure for ADF Group : constitution of a 25
persons team, recruitment and integration of 2 HR business partners, an HR development
manager, compensation and benefit manager and a social lawyer.
* Partner with leaders to lead change in the companies:
o Sale of 2 companies and externalisation of the transport activity for another one : social
relationship support of the process and internal communication support
o Implementation of European Marketing and Purchasing structure in France : support in
the definition of roles and responsibilities and recruitment processes for both structures.
o Redundancy plan negotiation and implementation for one company of the group : 73
positions cancelled and total reorganization of the activity.
o Redundancy plan and closure of one logistic platform.
o Implementation of Internal communication strategy to support and lead change
* Social relationship management within all companies, conducting 2 reorganisations with
negotiation of 2 redundancy plans.
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EuronetWorldwide
- HR Director EMEA
Leawood
2007 - 2009
HR Director EMEA - EuronetWorldwide - 1300 employees in EMEA
Responsibility of the Full HR function for 3 businesses Unit in Europe (ATM
outsourcing, Software division and Money Transfer) and covering the function
Worldwide for the third one: Prepaid business.
Main Achievements :
* Definition of the HR EMEA team structure: Created HR local presence to develop HR business
partnership close to the leaders in the different areas: recruitment of HR managers in France,
Spain, Hungary, Poland and UK (in progress).
* Compensation and benefits: conducted a detailed compensation analysis for one of the Division
(used Watson Wyatt surveys).
o Definition of a job mapping for all positions in the following countries: Hungary, Germany,
Poland, Serbia and Ukraine.
o Definition of compensation and benefit strategy on a Business Unit and local level.
* Partnering with leaders to implement optimal organization structure: conducted in
an individual process of redundancy in UK Software business.
* Redefining the conditions of employment/income tax liability for Top Managers in the region
o Established the standard conditions in terms of employment and benefits to be attributed
to the Top executives.
o Educated Managers on the tax issues/impacts linked with their conditions of employment.
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Euronet Worldwide
- HR Director EMEA
Leawood
2007 - 2009
Euronet Worldwide provides secure electronic financial transaction solutions globally. The company offers integrated financial payment middleware powering wireless and Internet banking and ATM management financial network gateways. To meet the growing demands of financial institutions, Euronet also provides comprehensive ATM, POS and Card outsourcing services, as well as consulting services.
In addition to providing secure financial transactions, Euronet gives financial institutions, retailers and mobile operators the ability to provide their clientele access to their personal financial information across a wide range of devices - any time, any place.
Main responsibilities
Defining Implementing HR procedures and policies in EMEA regions (15 countries covered).
All scope of HR is covered by the position
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Flextronics
- HR consultant
Singapour
2007 - 2007
HR support in the implementation of Flexlogistics (logistics company
contract) supporting Dell's implementation in Lodz.
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Imperial tobacco Maroc - La régie des tabacs
- Human Resources Development Manager and General Manager'sadvisor
2003 - 2006
Main accountabilities
Implement and develop HR development policy and tools (Recruitment, compensation and benefits
and training). Team management: 9 persons.
Main achievements:
* Implementation of massive change culture in a former state owned company:
o Realization of a management audit (120 managers interviewed in 6 week)
o Definition and implementation of a voluntary leaver plan : in 2004, 1000 employees leave
the company through redundancy plan.
o Recruitment of Top Managers: 78 employees recruited in 2004 (among them 16 top
managers) and 173 employees recruited in 2005 (among them 43 executives).
* Implementation of the commercial division (as a public company, La Régie des Tabacs did not
have a sales force before privatization).
o Recruitment process for all positions in the structure: from the National sales Director to
the sales agents (60 persons recruited during the Year 2004)
o Definition and implementation of a sales remuneration policy
o Implementation of a remuneration policy (according to the HAY standards) :Job
description definition for all manager's position -135 positions concerned in 2004, 101
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Altadis - Regie des Tabacs du Maroc
- HR Development Manager and GM Advisor
2003 - 2006
Main accountabilities
Implement and develop HR development policy and tools (Recruitment, compensation and benefits and training).
Main achievements :
- HR Support for the reorganization of the structure :
o Realization of a management audit (120 managers interviewed in 1 and an half month in order to determine the fit between the job fulfilled and the profile required)
o Definition and implementation of a voluntary leaver plan : in 2004, 1000 employees leave the company through redundancy plan.
o Recruitment of Top Managers: 78 employees recruited in 2004 (among them 16 top managers) and 173 employees recruited in 2005 (among them 43 executives).
- Implementation of the commercial division (as a public company, La Régie des Tabacs did not have a sales force before privatization).
o Definition of all Job descriptions for all positions
o Recruitment process for all positions in the structure : from the National sales Director to the sales agents (60 persons recruited during the Year 2004)
o Definition and implementation of a sales remuneration policy: bonus based on objectives and quarterly paid.
- Implementation of a remuneration policy (according to the HAY standards)
o Job description definition for all manager’s position -135 positions concerned in 2004, 101 positions in 2006.
o All positions were weighted thought committees
- Implementation of a performance management system : introduction of bonuses for managers and evaluation system based on performance : in January 2005, 77 employees enters the new system, in 2006 220 employees.
- Definition and implementation of training policy to support organizational and technological changes: training budget of 1,8 Million Euros for 2005.
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Imperial tobacco Poland
- Human Resources Development Manager
1999 - 2003
4,5 years employees
Main achievements:
* Implementation and monitoring of performance evaluation system (170 executives concerned by
the system)
* Talent management: implementation of successor's plan ;
* Realisation of a management audit for managerial positions
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Altadis Polska
- HR Development Manager
Paris
1999 - 2003
·Training budget: 397 000 Euros.
·Team management: 3 persons.
Main accountabilities
· Recruitment and career management of executives of the company.
· Definition and monitoring of annual training budget (regarding financial and pedagogical aspects, monitoring of procedures, organisation of internal and external training sessions.
· Development of performance evaluation system.
· Implementation of individual remuneration policy.
Main achievements :
- Implementation and organisation of HR development activity: definition of the organisation and responsibilities of the members of the team.
- Implementation and monitoring of performance evaluation system (170 executives concerned by the system)
- Definition and implementation of quantitative indicators of performance in order to establish objectives and bonuses
o Definition of key competencies of the company and specific competencies associated with positions concerned by the evaluation system
o Training of population concerned : people evaluated and managers evaluating
- Implementation of recruitment and training procedures for all company.
- Implementation of successor’s plan : identification of key and critical position for the company and implementation of individual development plans for potential successors.
- Realisation of a management audit for managerial positions : 38 persons met in 3 weeks and all recommendations issued from the audit were accepted by management team.
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ERICSSON
- Human Resources Specialist
MASSY
1998 - 1999
7 months PACKARD - 85 employees
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Ericsson Hewlett Packard
- Human Resources Specialist
1998 - 1999
The company was developing software wich aimed at billing and managing telecomunication networks. I first enter the company for my last year study internship and then stayed on temporary contract status.
Main achievements :
• Implementation of working time reduction law (35 hours a week).
• Personnel administration: responsible for maintaining individual files according to law and Ericsson Hewlett Packard regulations.
NB : During the period we had 2 conformity audits of the group without any recommendations.
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MERCK SHARP DHOME
- Human Resources Assistant
Lyon
1996 - 1997
1,5 year Laboratories, Production plant - 350 employees
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MERCK SHARP DHOME
- HR Assistant
Lyon
1996 - 1997
Internal Communication
- Edition of Internal newspaper (twice a month)
- Opinion pool
x responsible for conducting the process among employees and giving feedback on results
x Construction and redaction of welcoming brochure for new comers
- Recruitments
x Implementation of a data base and monitoring of applications
x Selection of candidates for interviews (on the basis of applications sent)
