Greater Paris Metropolitan Region
With a strong background in Talent Management, HRIS and Learning I leverage this expertise to enable organizations, and their people reach win-win scenarios, supporting collective and individual growth. What drives me is to imagine and propose solutions, would they be bespoke, global processes, technologies or transformations to make this vision a reality.
This evolution led to improve the structuration around Talent Development to enable the 2030 People strategy: strengthening the learning teams through a dedicated organization, rethinking HRIS management and vision, enhancing the Talent Development strategy, and further improving the experience offered to our teams. * Accountable for both the People Development and HRIS budgets (>1M€) * Lead the creation of a unified corporate university to address the Group’s 2030 vision on Education * Since 2024, restructure and lead the HRIS department (workday), to establish the 2030 HRIS vision as a pillar for workforce planning, data driven HR Operations and premium employee experience * Structure and roll-out Career Paths for Experts and Managers, codesigned with business stakeholders * Revamp and establish competencies and skill models at the core of our HR and Education strategies
For this newly created role, my mission was to design the Talent Development strategy and deploy it in an impactful and incremental way, in order to meet the expectations of both employees and a rapidly growing group (+500 people between the end of 2022 and mid-2024). *Create, deploy and continuously improve the group’s People Development components: performance & Talent Reviews, Check-ins, Skills & Competencies, Development programs, Career Paths, Top Management development *Autonomous implementation of these processes in workday *Create and deploy of the group’s first Leadership Program *Management of internal training, multiplying by 4 the average training hours per person within 2 years, leading to the creation of a unified corporate University to address the Group’s 2025 vision, for both L-Acoustics' employees and ecosystem *Deployment of 360 Learning as group LMS to support learning plan
Since the creation of the role in 2018, my mission under the CEOs has been to support the challenges of attractiveness, retention, and the transfer of rare skills within a rapidly growing group that expanded internationally. I quickly took on additional responsibilities at the group level to ensure consistency in HR practices and budgets. Same responsibilities than previously held in the "Manager" position plus : - Define and deploy the Group’s People Review & performance processes - Coordinate the HR community to foster the HR practice, direct management of a junior HR Operation specialist - Design tailor made career tracks (seniority levels, mobility...) for each department - Accountable for the HR overheads budget (define and follow-up) - Design, build deploy and adapt key programmes for all offices (onboarding, coaching, Management programme, Base Camps, Chapter practices) - Strong business partnership to constantly try new approaches and adapt to the local/global priorities - Support the newly created School of Data by certifying Artefact as a French Organisme de formation (Datadock, Qualiopi), and reusing internally created content to build B2C and B2B programmes - Direct Management of one junior profile and one apprentice
• Design and maintain the Group’s Job and skill referential • Select, set-up and deploy a HRIS (Cornerstone) to support the Talent Development strategy • Structure, animate and deploy the group Knowledge Base and foster content creation • Design, develop, purchase or create relevant content to achieve skill based development programs • Create a Core Program to support a global culture and foster a common set of management standards • Accompany Artefact’s account managers to deliver training to their client (instructor led and e-leanings formats)
My role & objectives in this position are to create a new learning experience for Dassault Systèmes' employees through the newly created Corporate University. This tremendous challenge involve designing the new in house tool's mockup with a dedicated group of HR, Learning and IS experts. Along with redifining tools we are pushing the company's learning policy to a new level with a brand new vision of not only training but also development. The position is strategic, as the Corporate University aims to be the ultimate accelerator for the business and to leverage new trends among the ever evolving technologies used by our experts. * Redesigning the learning experience for Dassault Systèmes employees along with the corporate team by creating a new training and development policy * Revamping of support roles development curriculum and implementation of certifications * Creation a new WW onboarding with a dedicated team * New in house LMS: Functional and technical definition, UI / UX review and improvement * Embark the local learning teams & HRs in the new model * Advise and accompany business experts during learning modules or courses creation As an evolution in my previous responsibility as an apprentice, my task was to manage four serious game experiences to serve our business. Their target is to develop high end and critical skills for the business using Dassault Systèmes' technologies. By coordinating a small team and working closely with businesses key actors, we created experiences above the market standards that already received the positive review of the IDATE. * Creation of the original concepts based on in house expert's development objectives * Accountable for project management and its deployment * Creation of the games specification, mechanics and content * Lead each project by involving senior executives and business experts
This position aimed to deploy a one of a kind serious game dedicated to Dassault Systèmes's managers. As they are key actors of the understanding and communication of the corporate strategy, the head of HR development assigned me to create an experience designed to challenge and develop their interview skills. I was in charge of this exciting project along with two interns which I recruited, who were specialized in Social Psychology and a team of developers and designers. We started from scratch, studying the current market, the experiences to the scientific analysis of the impacts of serious games. My previous experiences in web development, games review, and a brief independent game creation gave me a solid basis to help the project starting. The teamwork was the key as we developed a tool, up to market standard and providing unique features. Of course, there were challenges. But they helped us in documenting every feature based on validated studies, observations and practical objectives. Our score system is extensively inspired by a social pyschology model, helping managers to understand their actions' impacts on their team. I lead the review with junior and senior managers, HR BPs and member of the executive comity. The feedback was very positive with even one proposal of a potential customer was interested by it. Today the game is in its second year in production and is regularly updated. * Project management * Team coordination, contacting internal experts on strategic topics * Extensive benchmarking on learning with serious gaming and social psychology * Testing, with various actors including top management
This first mission in Dassault Systèmes and also in learning allowed me to experience the strategy of a worldwide company. My mission was to analyze and answer to the training needs of the business along with an EMEAR scope. This allowed me to discover the organization and its business from inside and to accompany managers in developing their team. I was also in charge of the community management for a dedicated social platform group dedicated to all learning actors. * Extensive use of the ERP PeopleSoft * Leading individual review (training needs, role change, French dispositions: DIF, VAE, CIF, BDC) * Co-responsible for a six month pilot of e-learning content * Legal benchmark on several learning topics for Europe * In charge of improving the deployment and communication processes and methodology
This position in an average sized (700 employees) company was my first field experience regarding HR. Among a team of four HR generalist, I worked directly with the head of the group's HR and Top management. I first joined the department as an intern to deploy a new holiday IS (Infor). To do so, I created new training materials and trained 300 employees of the group, including top management, via webinars or in classroom. I was asked to stay for another year as an apprentice to manage a part of the group's payroll (60) and to help in the global payment management for dedicated tasks (perk, sick leaves, etc.). The second part of the role was to manage & write the entire group's contract of employment for every position). I also took part in the global payroll validation system. As an additional resource for the team, I also formalized the group's HR processes, improved several excel based tool (variable pay, French legal constraints, contract normalization). I also created an automated excel based tool to analyze the HR impacts (contracts, perks, benefits, risks, etc.) of acquisition/creation of new entities, which were quite frequent.