Poupak DASTMALTCHI

En résumé

Entreprises

• Axa Investment Managers - Head of People & Change | Scope : Worldwide

  Ressources humaines | Paris La Défense 2020 - maintenant * New Ways of Working / homeworking (Smart Working program)
  - Deployed Smart Working program in France (Paris office : 1,300 p.) in line with the 3B levers (Bricks / Bytes & Behaviors) including a global change plan with specifics plans for communication, learning courses & successful collaboration with French unions
  - Defined UK roll-out plan (London office : 800 p.) with the same 3B approach
  - Led impact analysis for 26 countries to launch an external consulting support
  
  * HR transformation & change programs
  Launched change management plans for 2 key programs called Data Transparency program (HR & Finance data projects) and for the internal mobility platform (called Phenom)
  

• Dassault Systemes - Strategy & People Transformation Senior Manager | Scope : Worldwide

  Direction générale | Vélizy-Villacoublay (78140) 2015 - 2020 * Strategy & Business transformation for sales force
  - Defined key strategic elements for Global direct & indirect sale channels for internal sales force ~3,000 p. and ~5,000 partners) such as Go-To-Market, business growth drivers and online engagement regarding local specificities in 12 geographies
  - Organized annual & quarterly business seminars (executive level) on key business drivers and impacts on organizations & resources
  
  * Organization Design for sales community
  - Drove global People Transformation for B2B sales workforce (3,000 p. in more than 15 countries) through organizational design, resources coverage (sizing rules) in line with Corporate strategy
  - Coached executive members (direct or indirect channels, sales & technical profiles) on targeted organizations & capacity planning
  - Accelerated channels’ transformation by providing benefits to global sales directors in line with HR Partners and local business specificities (governance, business processes, sales compensation plan, HR processes, sales force’s certification)
  
  * Talent development focused on sales executives
  - Involved top management from sales channels to define & implement 3Y and 1Y skills & certification plans
  - Reinforced certification program for sales community regarding 3 main axis (industries, brands and soft skills) to reach a 20-25% annual certification target
  - Launched a 9-month training program focused on sales strategy supported with dedicated mentors
  - Launched 2 hubs to complete the sales’ value chain such as inside sales (~70 p.) & deal engineering (~120 p.)
  

• Bearingpoint France SAS - People Transformation Manager | Scope : France

  Ressources humaines | Paris La Défense 2014 - 2015 - Led HR social strategy for Telecom company (activities linked to mid-size companies – 6-month mission – 3 consultants onboarded)
  - Drove communication & training programs with key counterparts from defining to rolling-out the plan (6 regions for 1,500 emp. impacted)
  

• Capgemini - Manager in HR - Social Relations | Scope : France

  Ressources humaines | SURESNES 2008 - 2014 * National Agreements & unions elections
  - Negotiated national agreements : homeworking / gender equality / mid-career path / health & well-being @ work / annual wage policy / forecasting jobs & skills and drove meetings with unions to deploy agreements
  - Achieved unions elections for an affiliate company (Sogeti France - 3,000 HC – 5 unions designed) with no litigation
  - Launched training courses for managers to understand & implement agreements (special focus on work time options – 8 courses annually)
  
  * Diversity initiatives
  - Drove topics in line with the Corporate Diversity strategy such as : education (Passeport Avenir), gender equality (Women@Capgemini) & parenthood (national charter signed) & launched the 1st Diversity report
  

• Capgemini Consulting - People & Organization Consultant Manager | Scope : France

  Ressources humaines | Paris La Défense 2000 - 2008 * HR Transformation & change management
  - Defined & deployed change management strategy within transformation program (IT roll-out plan) for multi-industries : Energy (Enterprise department – 800 p.) – Public sector (Employment - 7,000 p. or Finance Ministry – 3,000 p.)
  - Led change management streams based on structured approach (from gap analysis workshops to focused action plan on hiring or training programs finalized with dedicated communication & learning plans) involving key stakeholders : Energy industry – 5,000 p. from support to sales positions
  - Defined training strategy for middle managers in line with new business offers (enriched business content, training roll-out plan) : Energy & Distribution industry – 9,000 p.
  
  * HR organization & performance
  - Designed IT department organization in line with a 5Y business strategy to reach 30% job optimization & new skills / competencies framework (from “as-is” analysis to “to-be” recommendation plan : Banking industry – 350 p.
  - Defined new organization & evolved jobs regarding new business strategy to reinforce client experience : Aerospace industry – 1,500 p.
  

• Sommer Allibert - Compensation & Benefits Analyst | Scope : Worldwide

  Ressources humaines | Nanterre 1999 - 2000 * Global Expatriate Policy & Compensation
  - Defined to the new global expatriate policy (supported by Ernst&Young advisors) to manage 110 expatriates in more than 10 countries & validated annual salary package
  - Analyzed to validate Top 200 executives' bonuses calculation
  

Formations

• Prosci Change Management Learning Center

  Paris (75000) 2021 - maintenant Certifcation | Change Pratitioner

• ESCP-EAP, European School Of Management

  Paris 1996 - 1998 Mastère Spécialisé en Management des Hommes et des Organisations

• ISC Paris

  Paris 1993 - 1996

Réseau

Pas de contact professionnel