Greater Paris Metropolitan Region
Acting as a strategic partner to the business, providing tailored HR solutions that drive organizational effectiveness, employee engagement, and business success. Managing a global team of 10+ HRBP, for all our departments and geographies. Leading the Rewards team: defining our strategy, operationalizing our models (salary grids, compensation policies) and building new programs (profit sharing..) for the whole company
Led a global 15+ team to support Qonto's growth in all our markets : - building a strong people <> business partnership, managing the full HRBP team, acting as a strategic partner to the business, providing tailored HR solutions that drive organizational effectiveness, employee engagement, and business success. - creating talent and performance frameworks leveraged in the whole company - developing and operationalizing our rewards strategy
With a 360° role, responsible for leading a 15+ people team, to build strong and engaged teams and to make sure we are providing a high-quality experience for everyone at Qonto. - Create the most exciting People Experience in all our markets, France & International, by managing both People Development & People Operations Managers and making sure they become strong business partners engaged to increase team productivity & engagement. - Provide People guidance (including legal & HR admin topics) by resolving complex situations and making sure we evolve in a safe work environment. - Support People development initiatives from onboarding to off-boarding by deploying training strategies, creating internal opportunities, and monitoring teams' performance & engagement.
- Managed a 9 people team: shared vision and objectives, recruited adapted profiles to address the business issues, coached and developed skills - Planned and executed the HR strategy adapted to the business context: hiring and on-boarding strategy, sales skills model transformation, employee engagement development by listening / responding >> Recruitment and talent management: 25% teams renewed in 2 years, onboarding redesigned, 98% employees with a personal development plan >> Employee experience: +30% participation rate in employee survey, 100% items improved - Strengthened the management partnership : coached leadership and management on HR matters, set up and drove a 45-manager community - Led “CSSCT” alongside “chosen” CEO (1800 employees from 6 business units) - developed good-quality labour relations, gained trust.
OBS Digital&data - 2500 employees - Acquisitions: took part in due diligences, defined and set up integration terms and conditions, supported top management => 2017/2018: Business&Decision, Enovacom - Organizational transformation & office relocation: carried out negotiations with trade unions, led change management strategy and communication => 2018/2019: relocation of 800 dispersed employees to a single campus, in La Défense
- Developed a strong and operational partnership with management and teams: provided business relevant oversight to the execution of all HR activities (organization, recruiting, performance management, promotions, compensation, employee relations) - Focused on recruitment and workforce management
- Supported double-digit growth in France by hiring, co-designing organization, and implementing HR strategy (ex: defined, put in place and monitored the new sales bonus policy) - Partnered with leadership team, middle managers and recruitment team to attract and hire tech and/or highly specialized talents - Change management: integrated different HR and social policies to promote team’s performance.
- Employee relations manager: >> coordinated 20-people network by delivering best practices’ memos, advising on discussion and processes with employee representative bodies; organized professional elections; monitored legal and social matters; >> led social processes to implement organizational transformations, including top management coaching and presentation in works council - Gender equality manager: launched actions to raise awareness and commitment to hire and promote women equally, and to fight against stereotypes
Employee relations: rolled out agreements signed with unions by delivering overviews, dashboards, and best practices’ memos.
Coordinated internal and external stakeholders to up-skills programs
- HR development matters: benchmarked wages, delivered studies on HR matters, - Comp & Ben : led preliminary studies to salary negotiations; rewriting of profit-sharing agreement (“intéressement”) - HRIS : alongside with technical team, organized HR software transfer