Brussels Metropolitan Area
Team Acquisition Manager & Senior Talent Acquisition Specialist || Building effective and sustainable hiring strategies Talent acquisition expert with a strong track record in defining and developing recruitment strategies in collaboration with business leaders. Skilled in full-cycle recruitment, stakeholder management, hiring planning, and onboarding. I help companies identify and integrate top talents to drive their success.
- Leading staffing governance, processes, and tools across the Tractebel BU level (IMEA, LATAM, BCC, Europe) - Harmonization, and deployment of Talent Acquisition processes at Tractebel BU level - Monitors KPIs, ensures compliance with ENGIE policies - Following data quality & compliance in our ATS SuccessFactors - Supporting key HR projects (gender balance, diversity projects) - Coordinating employer branding, academic relations FR, BE
Talent Acquisition & Strategy Execution Scope: renewables, power & gas, electrical grids, hydropower and support functions - Coordinating recruitments in France, Belgium & Germany - Leading a team recruitment specialists - Recruitment planning, follow-up and prioritisation - Liaising with procurement team (interim and consultancy contracts) - Contributing to employer branding strategy (job days, EVP) Recruitment Governance - Developing and implementing ethics & compliance recruitment procedures with legal teams (embargo check & due diligences) - Implementing data management processes with the HRIS team - Creating learning modules to optimize SuccessFactors utilization by recruiters - Improving diversity and gender equality recruitment practices - Diversity Fresco facilitator at Engie group level
Management of the whole recruitment process Managing external partners Optimizing processes & procedures Developing Tractebel employer branding
ECF is a philanthropic initiative working to help tackle the climate crisis Talent Acquisition (80%) : Coordinating 120+ recruitments per year, 10 countries, inc. executive directors Recruitment planning, follow-up, priorisation Organizing assessments and development centers Improving diversity practices Managing one senior recruiter HR Partner, 30 employees (20%) : Follow-ups and support of employees journeys Guiding managers through processes and policies Supporting managers during performance and salary reviews
Wemanity's mission is to support its partners in their business and digital transformation and to inject disruptive startup energy into them to help them maintain a differentiating and competitive position in the market. Our strength? Combine Consulting and Innovation! Our Consulting division includes various Agile businesses: - Agile Change Management (Agile Coaches, Coaches Lean, Trainers, Product Owners, Scrum Masters...) - Software Craftsmanship (Full Stack expertise, new development practices...) and DevOps. Leading a team of 4 recruiters in an agile way: - Finding & hiring new talents Agilists (Agile Coaches, Scrum Masters, PO...) & Software Craftsman (Developers, Technical Leader, DevOps Coach) - Ensuring the quality of the recruitment process - Salary and contract proposals negotiation (local & international) - HR & Agile strategics projects, company-wide impact (100 persons) - Implementing: onboarding, mentoring & training program - Leading performance management policy - Coordination bi-Annual Reviews (surveys, reports & action plan)
Nalys is a technology management firm dedicated to high technology projects. Engineering and IT services. HR strategy projects, company-wide impact (230 persons) - Design and implementation of HR processes - Lead HR for performance management policy (KPI designer, annual appraisal, compensation and benefits) - Annual Reviews designer and coordinator (200 consultants) - Training manager (budget of 150k€: languages, project management and technical trainings) Coaching and support to managers and business teams - Daily legal solutions for people management - Creation and deployment of internal communication and trainings - Trainings of recruiters, business developers and managers Talent Management - Creation and implementation of career development strategies - Identification and specific management of high potentials
HR Officer focused on all major pharmaceutical players in the Benelux Recruitment activities, Lifesciences department: - Average of 20 pharmaceutical talents hired per year - Sourcing and conduction of interviews - Sourcing via jobdoards & social media (LinkedIn, Monster, Stepstones, Indeed...) - Direct approach - Inflow management and recruitment process optimization - Salary package offer definition and negotiation - Life Sciences strategic mapping of recurring and niche profiles - Management of one recruiter - Social media and digital channels expert Human Resources activities: - Job fairs management and connections in the Benelux & France - Annual Reviews coordination and follow-up (190 consultants) - Trainings process and management (languages classes, Prince2, PMI…) - Lead performance management policy (annual appraisal, compensation & benefits policy) - Solve daily legal and management consultants / HR issues - Social media strategy development and branding - Event organization
Recruitment activities, Lifesciences department: - Average of 20 pharmaceutical talents hired per year - Sourcing and conduction of interviews - Sourcing via jobdoards & social media (LinkedIn, Monster, Stepstones, Indeed...) - Direct approach - Inflow management and recruitment process optimization - Salary package offer definition and negotiation - Life Sciences strategic mapping of recurring and niche profiles - Management of one recruiter - Social media and digital channels expert
Leader in perfumes and cosmetics industry (Paco Rabanne, Prada, Nina Ricci…) - 38 candidates hired - Working with managers in understanding and designing job requirements - Interviews, selection and presentation of candidates - Sourcing through several selected channels - Job fairs at HEC, ESCP, ESSEC - Reporting on employment and working conditions - Admin management of interns and contractors (40 people) - Design of the candidate database