En résumé

Head of Compensation & Benefits at Gemalto

Seasoned Global compensation and Benefits expert whose experience in Reward management has resulted in, the development of global Reward & Recognition programs aligned with the company’s strategy, including not only monetary part but also deferred/fringe benefits


Phone: 00 33 6 27 63 59 94.

Compensation, benefits, expatriation, rémunération, avantages sociaux, pension, retraite supplémentaire, SARS, stock option, épargne salariale, épargne retraite, pooling, international mobility, free shares, reward, medical plans, RSU, compensation committee, equities, LTI, C&B, Comp and Ben, Comp & Ben, Defined Contribution Plan, Defined Benefits Plan, Article 39, Article 83, welfare plans, STA, LTA, Employees Shares Purchase plan

Membre et intervenant à l'ORAS (Observatoire des Rémunérations et Avantages Sociaux)

Mes compétences :
International mobility


  • Gemalto - Group Compensation & benefits Manager

    Meudon 2008 - maintenant Define and deploy the Group reward policy - International Mobility Policy

    4 Direct reports - 6 dotted line

    - Design an internal job classification (Hay Method)
    - Manage the Company stock options plans
    - Lead the Gemalto Employee Shares Purchase Plan
    - Group under one bank (through tender offer) the differents company Stock Options / Employee Shares Purchase plans
    - Lead the Group yearly salary review
    - Provide compensation survey data (Hay, Mercer, Towers Perrin)to insure the competitiveness of compensation packages
    - Define the bonus policy

    - Implement a pooling for Death & Disability coverage
    - Benchmark the pension coverage for Executive and propose the "ad hoc" modification (Art 83 - Art 39)

    International Mobility

    - Update / Amend the current International mobility Policy
    - Manage the International Mobility team in charge of 180 expats
  • YSL Beauté - L'Oreal Group - Compensation & Benefits Manager

    2007 - 2008 From January 2007

    3600 p – 20 countries


    - Define and communicate the Group compensation and benefits policy
    - Design and responsible for the yearly salary review within the Group
    - Provide advice on compensation decisions at the time of new hires, promotion for Directors and Senior Executives
    - Provide compensation survey data to insure the competitiveness of compensation packages
    - Adapt Gucci Group bonus and long term incentive plans to YSL Beauté
    - Develop and implement new incentive/bonus policies for sellers and export managers


    - Replace the defined benefits pension plan by a new defined contributions plan in the UK
    - Design & implement the new group company car policy
    - Oversee the Gucci Share Appreciation Right (SARS) program
    - Follow-up the French supplementary pension scheme (Art 39) for senior executives
    - Negotiate with French trade unions the implementation of a PERCO
    - Follow-up the French Death & Disability program & the French private medical plan

    *International Mobility

    - Negotiate and prepare the expatriation packages including fiscal and immigration aspects
  • Faurecia - International Mobility advisor

    2006 - 2007 June 2006-> December 2006

    150 Assignees (expatriates – secondees – impatriates) – 16 countries around the world

    - Prepare the offer of expatriation calculating the various elements of compensation and the mobility benefits.
    - Prepare the estimated budget including the total cost of the expatriation,
    - Meet with the candidate to explain all the elements of the proposal, give feedback to the business group on any points that may jeopardize the assignment.
    - Brings the social and tax expertise related to each international transfer.
  • Faurecia - HRIS and Compensation & Benefits Manager

    2005 - 2006 February 2005 -> June 2006

    SOFT Division – 5000 p – 7 countries (Tunisia, Portugal, Romania, Poland, Germany, Czech Republic, France)

    - Apply compensation & Benefits policies within the division and communicate them to employees.
    - Lead the division annual salary review (450 Managers & Professionals), ensuring that company's job grading is properly used
    - Answer management queries related to compensation and benefits
    - Lead internal and external compensation benchmarks
    - Follow up of international mobility (expatriates, secondee contract)
    - Assure that personal costs comply with the budget

    - Prepare, consolidate & analyse social monthly closings, 3 months forecasts, budget for all entities of the Division
    - Identify variances versus budget & propose appropriate corrective actions on headcount & labour costs
    - Ensure and optimize the right use of HRIS tools. Support entities by training actions
  • Nestlé Waters France - HR Specialist

    Marne La Vallée Cedex 2 2002 - 2005 October 2002 – February 2005

    - Prepare & simulate labour cost annual budget
    - Lead and follow up individual salary increase
    - Cost study related to company car throwing

    - Assure, consolidate & analyse HR monthly reporting on headcount & labours cost. Deliver them to VP HR Director + Executive committee.
    - Monthly analyse actual versus budget and propose corrective actions
    - Ensure the consolidate version of Nestle Waters annual social report