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RiskPoint Group
- Group Human Resources Director
Ressources humaines | Copenhagen
2021 - maintenant
End responsibility for Human Resources in the company Group
• Set up of the Group HR strategy & HR function
• International footprint in full expansion (10 countries, DK - NOR - SWE - FIN - GER - UK - SP -NL - US - CH)
• Group headquarters, Copenhagen - Denmark
• Member of the Group Executive Committee
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Elia
- HR Projects Lead
2018 - maintenant
Consulting, Change Management, Programme Lead, PMO and Project Management services for non-HRIS related projects.
• Definition of governance, tools, design & implementation of new integrated HR frameworks, policies, processes and procedures aligning Performance & Competency Management, Reward & Company Culture/Values : Mobility plan/governance (sustainable transportation) - Flex Income Plan - Training on performance feedback, calibration, setting objectives, development/improvement plans - New Reward simulation tools - Reward governance, tools & policies roadshows - Optimization existing communication channels and change management for HR related projects.
• Elia Group HR process review (within the harmonization initiatives between Elia (BEL) & 50Hertz (GER)) : Reward - Roles Weighting - Performance Management
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SUEZ
- HR Projects Lead
PARIS LA DEFENSE
2016 - 2018
• Analysis and remodeling of current organizational structures, business processes & interaction between roles.
• Review of role contents, descriptions, job titles and harmonization between entities
• Design and description of potential career paths (cross-functional/ cross-business) for Talent Development/Review/Succession planning. Evaluation of roles progression.
• Advisory services to the client for the next steps :
o Review & Harmonization of remuneration frameworks between entities (incl. salary surveys, banding and alternatives for reward models)
o Review of Performance Management processes (e.g. Link with main accountabilities and target objectives)
• Through all the above : Change Management (leading business workshop, Facilitation of ExCom calibration/validation meetings, communication & presentations)
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ENGIE GROUP (Axima, Cofely, Fabricom, Electrabel, Marketing & Sales, Nuclear, Renewables, Tractebel)
- HR Projects Lead
2015 - 2018
• Analysis and remodeling of current organizational structures, business processes & interaction between roles.
• Review of role contents, descriptions, job titles and harmonization between entities
• Design and description of potential career paths (cross-functional/ cross-business) for Talent Development/Review/Succession planning. Evaluation of roles progression.
• Through all the above : Change Management (leading business workshop, Facilitation of ExCom calibration/validation meetings, communication & presentations)
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Knauf Insulation
- People Projects Lead (a.i.)
2015 - 2015
> Design of tailored Leadership (team & individual) assessment and diagnostic tools
> Coordination of the Knauf Insulation Sustainability framework and Knauf Values roll out and the setting up of action plans at global, regional and local levels
> Design of an HR Cockpit and People impact on the business measurement tools
> Coordination & roll out related to People Best Practices Sharing across the organization
> Programme Management (PMO) design for driving key business projects (Excellence programmes)
> Scope: Global (Greater Europe, Middle East, Northern America & Asia: 35 countries, 40 manufacturing sites, 6000 employees)
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Firestone Building Products
- HR Programme Lead (Consulting)
2014 - 2015
HR Consulting assignment aiming at harmonizing and reviewing HR policies across all Firestone Building Products Operations in Europe.
Firestone Building Products is part of the Bridgestone Corporation, the world's largest tire and rubber company.
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Bridgestone Europe
- General Manager HR Excellence Center Europe a.i.
BETHUNE
2012 - 2014
> Direction setting & running of the HR Excellence Center Europe, covering following HR domains: Compensation & Benefits - Global Mobility - Talent acquisition - Talent Development & Learning - Reporting, Systems & Control - HR Budgeting - Labour Relations, Executive compensation - Organizational Design - Job grading...
> Strategic programme lead (HRIS implementation, Competency modeling, Reward & Talent Strategy review, Executive Compensation design & optimization)
> HR Transformation (Restructuring HR organization & roles)
> Scope: Greater Europe (29 countries, 42 entities, 13.400 employees).
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Aig
- Senior HR Manager
COURBEVOIE
2011 - 2011
Traditional HR Director role ad interim for two separate entities of the AIG group :
>> AIG CHARTIS EUROPE (scope : Belux)
>> AIG REINSURANCE SERVICES (scope : Global Headquarters)
• HR Operational Management of the entities (member of the Management Teams and workers council) (labour relations, business partnership, HR team leadership)
• Project lead for internal projects at local level or initiated by the AIG group (job grading, talent review processes, reward strategy and tools, internal restructuring, staff redeployment... ).
• Recruitment of a permanent successor for the role
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AGC Glass Europe
- HR Transformation Project Manager
2009 - 2010
> Scope : Europe (23 countries - 14.000 people).
• Reward strategy & policies review (proposal variables schemes, salary review process, budgeting, Comp & Ben/promotion policies...)
• International Mobility policies review
• Job Grading, roles mapping and career pathing for all functions in Europe (harmonization, transition from individual to generic job descriptions and from Mercer to Hay grading systems, link with new Reward strategy & eligibility criteria and Talent & succession planning strategy in place).
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Snekkja (Sprl - Bvba, owned company)
- Managing Partner
2009 - maintenant
CLIENT WORK ACHIEVEMENTS SAMPLES:
• HR Strategy build up • HR processes streamlining • Development/harmonisation of European policies for Compensation & Benefits, Learning & Development and HR Operations, Analytics & Systems • Project lead of European HRIS implementation • Strategic lead & implementation of a company-wide job grading & global competence management system • Organizational Design • Roles Mapping • Career Pathing • Introduction of relative performance management/reward process • Tax optimization and compliance initiatives related to compensation frameworks • Executive compensation • Change Management and Communication initiatives related, at all company levels (from work floor up to European ExCom) • Design of HR Cockpit and People impact on business measurement tools • Design of tailored Leadership assessment tools (team & individual profiling) • Programme Management (PMO) design for driving key business projects (Excellence programmes)
CLIENT ASSIGNMENTS SAMPLES:
• Suez R&R, Benelux & Germany
• Engie Group, Benelux & International Operations
• Knauf Insulation, Global Headquarters
• Firestone Building Products Europe, EMEA & Asia Headquarters (Bridgestone group)
• Bridgestone Europe, European Headquarters (Bridgestone group)
• Chartis Europe, BeLux operations (AIG group)
• Reinsurance Services, Worldwide operations (AIG group)
• AGC Glass Europe, European Headquarters
CONTEXTS FOR ASSIGNMENTS PERFORMED:
• Transformation of company target operating models • Major regulatory compliance initiatives. Globalization of HR processes.• Merger of previously independent businesses • Acquisition of new businesses
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Sabbatical
- N/a
2009 - 2009
Spousal medical care (8 months)
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Shurgard Europe
- Head of Human Resources Europe, Vice President
Dilbeek
2008 - 2008
END RESPONSIBILITY FOR HUMAN RESOURCES IN THE COMPANY
POSITION SCOPE: 7 European countries/550 employees/Real Estate and Retail business (based in Company Head office, Brussels)
POSITION FOCUS
• Set up of a European HR strategy & HR team (creation of the European HR function).
• Harmonization of local HR processes (payroll, compensation, staffing, talent management & development, compliance...)
• Change Management & communication : design and delivery of HR initiatives to support the harmonization of operational business processes (e.g. Talent Management tools, competency model, incentive schemes...)
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AIG (American International Group)
- Regional Compensation & Benefits Manager
2006 - 2007
OVERALL RESPONSIBILITY FOR COMPENSATON & BENEFITS IN EUROPE (based at the European HQ, Paris).
POSITION SCOPE: Greater Europe (33 countries)/9.000 employees/ transversal all AIG businesses & companies in Europe (general/life/mortgage insurance, financial services/private banking, re-insurance, ...).
POSITION FOCUS:
• C&B European Strategy and guidance definition
• C&B initiatives in support of major market & business strategy changes (e.g. Design variable comp schemes/KPI’s tailored to company areas, Total comp analysis …)
• Advisory accountability (e.g. Global mobility, Tax/Reward compliance & optimization, Long term incentives, …)
• Project Management in support to local countries (e.g. Review/set up of incentive schemes such as pension, medical, profit sharing, lead European HRIS implementation for C&B area…)
• Coordination of C&B internal processes for Europe (e.g. Budgeting, merit/ bonus review, lead salary review proposals for European ExCom & Regional HQ population,…)
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AIG (American International Group)
- HR Manager Benelux & Denmark
2002 - 2006
OVERALL RESPONSIBILITY FOR HR STRATEGY AND MANAGEMENT FOR BELGIUM, LUXEMBOURG, THE NETHERLANDS AND DENMARK.
POSITION SCOPE: Sub-regional/4 countries/400 employees/AIG General and Mortgage insurance businesses
POSITION FOCUS
• Creation of the HR function in NL and DK
• Change Management in support of major business/structural changes (such as integration of the Benelux management structure, business segmentation, design new performance indicators…)
• Lead European HR initiatives : Training design & delivery to 13 Continental Europe local & regional Senior mgt teams (performance mgt, coaching & feedback, selection techniques…)
• Operational running of the 4 local HR operations
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PwC
- Senior HR Officer
Neuilly-sur-Seine
1998 - 2001
OVER ALL RESPONSIBILIY FOR THE MCS BRUSSELS COORDINATION CELL FOR GLOBAL MOBILITY & HR SENIOR CONSULTANT
POSITION SCOPE: 800 employees/Corporate services & all Management Consulting Services businesses
POSITION FOCUS
• Global Mobility Manager (creation and operational management of the Global Mobility cell)
• HRIS Project Management (design of new E-tools: HR portal, Applications screening automation, SAP roll-out for global mobility area) • M&A and Change management (subsequent to successive M&A in the group - Price Waterhouse, Coopers & Lybrand, KPMG, JD Edwards • Integration & facilitation
workshops
• Re-engineering of the recruitment, selection & induction processes (mass hiring initiatives, technical training design & delivery to the management teams, delivery of new assessment tools…)
• HR Business Partnership for MCS population
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The Bank of New York (originally JP Morgan/Euroclear)
- Staffing Officer
1993 - 1998
POSITION SCOPE: Worldwide Global Custody Center, Brussels based/400 employees
• OVERALL RESPONSIBILITY FOR THE STAFFING OF THE GLOBAL CUSTODY CENTER(Brussels). As a result of take over from JP Morgan Global Custody business by The Bank of New York.
ACHIEVEMENTS SAMPLES
• Set up of the BNY Belgian Branch • Facilitator in the M&A process between BNY and JP Morgan.• Design & implementation of a hiring strategy & tools (200 additional heads in 6 months) • Creation of a new brand & employment campaign to enter the Belgian market • Design & implementation of effective assessment tools (tailored selection business cases, batch selection sessions, group
selection sessions, training of managers in selection techniques…) • Transformation of existing performance & talent management tools in order to fit the new company culture and business needsfor the set up of the new Bank in Belgium. HR general business partner & facilitator role in the M&A process between BNY and JP Morgan.
• JUL 1993 TO DEC 1995 : PERSONNEL ASSISTANT at JP MORGAN/EUROCLEAR. Generalist HR role. HR business partner for clerical staff population (e.g. set up of performance management and salary review processes...)
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SWIFT
- Training Administrator
La Hulpe
1992 - 1993
• Overall coordination and administrative support to the Corporate Programme Development & Training department.
• Temporary first employment contract (ONEM internship).
