-
Aviva Europe
BOIS COLOMBES
maintenant
-
B&Q
- L&D Partner
2016 - maintenant
Proposed and designed a new commercial L&D offer signed off by the leadership team, allowing training approach for the commercial area. The implementation of the new commercial L&D offer has just been launched.
-
Group Britvic Soft Drinks
- Talent Manager
2014 - maintenant
• Project manage the Leadership Event conference for the top 100 of Britvic.
• Responsible for designing and running Line Management programmes (500 Line Managers in GB and Ireland), such as ‘induction’ type events and ‘Management Essentials’ programmes as well as being the ‘guardian’ for the overall People Management standards on the Britvic’s values basis.
• Agree and arrange coaching interventions for eligible individuals across the business, in liaison with the Director of Talent and Resourcing.
• Design and Support the Learning Needs Analysis initiatives across the business as necessary
• Manage the Britvic talent programme.
• Implement some corporate solution within our French business, by working closely with the French HRD.
-
BRITVIC Soft Drinks
- Talent Manager
2014 - 2016
* Project managed the Leadership Event conference for the top 100 leaders of Britvic (2 programmes per year): organised the two day conference where the Britvic leaders from around the world (India, America, Europe) met to learn and develop altogether. These bi-annual editions were focused on business performance and leadership development.
* Implemented in collaboration with the Senior Talent Manager the new Britvic coaching framework: set up of a list of favourite suppliers (working with the procurement team after having set up the tender process) for providing coaching interventions for eligible individuals across the business depending on the business needs and their development needs. This piece of work was essential for controlling/organising the cost and the quality around coaching within the organisation, and was signed off by the Main Board.
* Managed the Britvic talent programme, Challenge 24 (1 intake per year) where a number of the Britvic ``Talent'' worked together to solve a complex live business challenge from one of partner organisations; the focus was on building the collaborative leadership skills, confidence and self-awareness of the diverse group of leaders taking part. After engaging with senior leaders, I also organised two Britvic business challenges where the outputs where used by the business.
* Coordinated the communications around performance management periods (intranet pages update, leaflets, manager guides, posters, managers and leaders comm's) in order to highlight these mid-year and end of year review periods for the staff.
* Implemented in collaboration with the French HRD some corporate initiatives within our French business like: adapting the group performance management system following the French milestone calendar, translating the hand outs, managers guides, the forms and the communications; helping the French Business unit in the roll out of the Great Place to Work survey, etc...
-
BRITVIC SOFT DRINKS
- Group L&D Manager
2012 - 2014
* Designed the Global Britvic Core Development Curriculum (15 modules in Management and Individual Development Programmes) partnering with HRBPs and HRDs and negotiating a 3 year contract with external suppliers ensuring a consistent approach to development across the entire organisation, and the control of the cost for the L&D Budget. Resulted in the development of 700 people in 2013 and 2014. Also developed the L&D policies relating to the Curriculum like Cancellation fees policies in line with the strategic needs of the business.
* Evaluated the training success following the Kirkpatrick Model, gaining an 85% minimum satisfaction rating in line with my KPI; then 3 months later the attendees received a survey evaluating the Learning/behaviour and Results, the results of which were then analysed, shared and discussed with their line managers.
-
Britvic Soft Drinks
- Group L&D Manager
2012 - 2014
• Responsible for the Global Britvic Core Development Curriculum (for Management and Individual Development Programmes), from design, partnering with external suppliers ensuring a consistent approach to development across the entire organisation: more than 700 people developed in 2013.
• Negotiate with suppliers to work within budget (coaching, development, induction)
•Responsible for designing and running Line Management programmes (500 Line Managers in GB and Ireland), such as ‘induction’ type events and ‘Management Essentials’ programmes as well as being the ‘guardian’ for the overall People Management standards on the Britvic’s values basis.
• Agree and arrange coaching interventions for eligible individuals across the business, in conjunction with the Director of Talent and Resourcing.
•Design and Support Learning Needs Analysis initiatives across the business as necessary.
•Responsible for the design and the roll out of the On-Boarding Strategy (more than 300 people per year).
-
Hi-media
- L&D Manager Europe
2011 - 2012
HI-MEDIA GROUP- Online advertising and payment company- 500 staff
* Responsible for managing the end-to-end learning & development processes, I worked with business leaders, managers and HR BP's to identify training needs and trends within the business, and optimised the training processes across the region (9 countries).
* Designed, rolled out and reviewed of both a new Line Management Development programme, and an in-house development programmes for sales and non-sales roles across the region by ensuring that training requirements met the French legislation framework.
* Designed and implemented a new performance management system and its process, and supported change for 75 line managers in collaboration with the HRBP's (workshops and training materials).
* Project managed the implementation of a recruiting software platform for the Group and delivered some recruitment activities as maternity leave cover.
* Implemented a Graduate Scheme: Recruitment of trainees and apprenticeship for our digital roles.
-
Hi-media
- Learning and Development Manager
2011 - 2012
Learning and development activities:
Management of a yearly training plan with Managing Directors to support the strategic goals of the Group.
Optimisation of training processes across the region (9 countries).
Design, roll out and review of new Line Management Development programmes across the region.
Design, roll out and review of in-house development programmes for sales and non-sales roles.
Selection, evaluation and service management of external training providers.
Responsibility for design and roll-out of TNA’s in line with organisation goals and French law regarding training (DIF, CIF, VAE…) . Ensuring that training requirements were met and exceeded using data from the TNA.
• Talent management activity: implemented a new performance management system/ processes. Designed and trained 75 line managers in collaboration with the HRBP’s.
• HR Project management activity: successfully project managed the implementation of a recruiting software platform for the Group.
• Recruitment activities :
Sourcing: Profiles and CV research through jobsites like Monster, Cadremploi, Linkedin…etc
Interview: Phone, physical interview, report drafting for hiring managers.
Graduate Scheme: Recruitment of trainees and apprenticeship (job adds publishing, resume sourcing, recruitment process) .
-
AVIVA - Insurance company
- L&D Consultant
2009 - 2011
Responsible for continued learning across the Group (12 countries), I designed with expert third parties a European Learning and Development curriculum (development programme for line manager to senior management level), and implemented the L&D processes across the group.
-
Aviva
- L&D Consultant Europe
BOIS COLOMBES
2009 - 2011
• Management of a yearly training plan with HR Business Partners and Leadership team members to support the strategic goals of the Group.
• Optimisation of the training process across the region (11 countries).
• Act as key contact for the Aviva World project team : providing regular feedback on content in addition to creating content for the Talent and Learning & Development aspects of the site whilst also providing support to other members of the Centre of Expertise on content for Aviva World
• Develop the learning programme schedule for the Academy programme, working closely with the Learning & Development Manager, Europe
• Contribute to the design of new learning programmes in consultation with the Learning & Development Manager Europe and Head of Talent and Learning & Development Europe as appropriate
• Investigating, evaluating and rollout of a L.M.S. (Learning Management Systems) for English courses across the region.
-
Monster Worldwide
- Training Manager
2005 - 2009
Responsable Formation au sein de la Direction des Ressources Humaines
Monster – Paris - www.monster.fr / www.monster.com
CA Monster France 2006 : 35 000 000 € / Effectif : 240 collaborateurs
Missions : Mettre en place et appliquer la politique de formation, contribuer au développement des compétences des employés, gérer et optimiser les différents budgets de formation, créer et animer les stages d’accueil.
Moyens :
Cadre légal : Mise en place d’un véritable partenariat avec le Fafiec (OPCA),
•Négociation et optimisation des budgets (Fafiec et fonds entreprise en 2007 : 230 k€),
•Mise en place du DIF,
•Veille réglementaire,
•Rédaction de la déclaration 2483, appels à collecte Fongecif et Fafiec,
•Préparation et animation des réunions avec le Comité d’Entreprise.
Politique de formation :
Analyse des enjeux prioritaires d’activités et de compétences et rédaction de la note de politique de formation chez Monster France,
•Pilotage opérationnel, suivi financier et évaluation des projets,
•Mobilisation, accompagnement des équipes dirigeantes dans la conduite du changement.
Ingénierie et gestion de la formation :
•Planification, mise en place de programmes, modules et supports liés à l’intégration des nouveaux collaborateurs et animation de ces modules,
•Recensement et analyse des besoins de formation prévisionnels avec les opérationnels,
•Elaboration du plan de formation (2006, 2007, 2008),
•Rédaction du cahier des charges du plan de formation et choix des prestataires externes,
•Conseil et optimisation des financements hors Plan (DIF, C.I.F, période de professionnalisation, Bilan de compétences, VAE..) et plan (OPCA et fonds Monster) auprès des collaborateurs,
•Gestion opérationnelle, administrative et financière des actions de formation.
Evaluation :
•Création d’outils d’évaluation et mesure des résultats des formations : évaluation « à chaud », « à froid »,
•Organisation et gestion de l’évaluation des acquis en fin de formation et pendant la période d’essai,
•Elaboration des reportings auprès de la direction (Site et US).
Résultats :
•Mise en œuvre de la politique de formation en cohérence avec celle du Groupe,
•Gestion des plans d’intégration (77 collaborateurs en 2007) et plan de formation (180 collaborateurs en 2007),
•Construction et développement de parcours professionnels et de plans de développements individuels et collectifs « comités de carrières »,
•Création de questionnaires « à chaud et à froid » et amélioration des contenus des formations,
•Identification des process et des outils pour mettre en place une gestion des compétences.
-
Monster Worldwide
- Directrice Service Clients
2003 - 2005
Directrice du service clients au sein de la Direction CommercialeMonster – Paris -www.monster.fr / www.monster.com
CA Monster France 2005 : 40 800 000 €
Effectif : 150 collaborateurs
Missions : fidéliser les clients, garantir les standards de qualité Monster auprès des clients Monster, développer la formation sur les produits et services Monster.
Moyens :
•Recrutement et encadrement d'une équipe de 15 chargés de clientèle,
•Fixation et atteinte des objectifs trimestriels de ventes,
•Suivi de l'équipe, développement et motivation,
•Conception et optimisation de procédures et d'outils de suivi afin d'optimiser le renouvellement des contrats,
•Mise en place en accord avec la stratégie européenne, d'un cadre, de standards, de procédures et d'outils pour délivrer un service irréprochable,
•Rédaction des scripts et argumentaires, et suivi sur la qualité du discours,
•Définition et gestion d'actions de communication en relation avec le département Marketing.
Résultats : Taux de renouvellement des comptes clients autour de 85%, satisfaction client (enquête interne au Service clients suite aux appels entrants résolus) = 90%, satisfaction client (enquête envoyée par le Groupe) =88%
-
Mediasystem
- Chef de publicité
2001 - 2003
Chef de publicité - Mediasystem - Groupe Publicis – Paris
www.publicis-consultants.fr
CA 2005 : 44 000 000 € /Effectif : 200 collaborateurs
•Gestion d'un portefeuille de clients Grands Comptes (Thales, Disney, Société Générale, CS, Groupe Lafarge…etc),
•Mise en place de stratégie de communication pour répondre à des problématiques d’image, de recrutement et de fidélisation des candidats,
•Achat d'espace auprès des différents supports Presse et Web,
•Définition et suivi des campagnes de communication online et offline,
•Evaluation du budget de campagne pour chaque annonceur.
-
MACDONALD'S - Foodservice retailer
- Advertising Account Executive
1999 - 2001
-
Mac Donalds
- Manager
guyancourt
1998 - 2001
Manager - Mac Donalds – Siège – Guyancourt - www.mcdonalds.fr
CA 2006 : 507 000 000 € /Effectif : NC
•Gestion d’équipes (50 à 90 personnes),
•Recrutement et intégration des nouveaux équipiers, évaluation de la performance des collaborateurs et accompagnement dans leur développement,
•Gestion des commandes du restaurant,
•Réalisation des objectifs de CA fixé,
•Garant des standards de qualité fixés.
