Greater Toulouse Metropolitan Area
Passionate about HR innovation, process optimization and digitalisation, i'm currently responsible for creating, implementing and managing HR development, C&B and international mobility strategies for the whole Group (13 countries, 6000 employees) in aerospace sector. Abilities to deploy ambitious HR strategies in complex environments and sectors. #transformation #change #processes #peopledevelopment #hris #compensation #internationalmobility
Main challenge : define and structure People development, C&B and international mobility strategies for the whole Group, reinforcing our attractiveness, operational efficiency and equity. - HRIS and HR data : Acceleration of HR process digitalization, with the main objective of producing reliable key HR KPIs. - People development, Compensation & Benefits and International mobility: definition and deployment of corporate strategies (learning, awards, grading, cultural shift...), process and guidelines co designed with C-levels. - International cross functional HR projects (13 countries)
- HRIS and HR data : acceleration of the HR process digitalization with main objective to produce reliable key HR KPIs (turnover, headcounts, diversity …) - People development : management of corporate learning programs like high potential prog, group DE&I policy, engagement survey (tool admin, workshops with Top 80 and Excom members...) - International cross functional HR projects (14 countries)
HR transformation/Tools/Innovation/Change Management - Recruitment: Set-up and management of a dedicated Group-level unit with 5 recruiters, implementation of recruitment KPIs, common candidate evaluation methodology, industrialization of the process to manage and absorb volume (more than 500 positions) in a context of severe lack of talents. School partnerships. - Training: Definition of annual strategy, arbitration of needs and management of the Skills Development Plan. Evolution of training approaches for a more innovative policy (Learning & Development). - HRIS: management of the Group HRIS project, then administration and evolution, development of internal interfaces to make it a central organizational tool. - HR data management: definition of indicators in Power BI, common templates and communication to all countries. - Implementation and monitoring of cross-functional HR transformation processes: employee referral program, parity policy, onboarding process.
- Structuring and harmonization of data reporting: social balance sheet, HR reports, BDES, headcount monitoring. - Audit of HR practices within the Group: training, appraisals, recruitment - Specifications for launch of Group HRIS project