Brussels Metropolitan Area
Senior HR Executive with consulting and operational experience at global, regional and local level Objectives : Lead the organisation to bottom-line results by emphasising HR efficiency using my experience in HR strategy and implementation. Design and implement business-relevant HR processes and systems in fast changing environment, with the help of a team. Transformation, HR Strategy, Talent Management, Coaching, Organisational Development, Workforce Planning are areas of strength.
Leads the overall people strategy at an executive level. Shapes and nurtures a strong organizational culture. Drives employee engagement and well-being initiatives. Oversees talent acquisition, development, and retention. Aligns HR policies with business objectives and growth. Champions diversity, equity, and inclusion across the company. Ensures compliance with labor laws and ethical standards. Manages HR budgets and optimizes workforce planning. Guides organizational transformation and change management. Builds high-performing teams and future-ready leaders.
JPMH Advisors is offering consulting and interim management services in all HR-related fields including Internal Communication and coaching services. Current and past missions: * Schneider Electric * Global leader in aeronautic sector : Young graduate program AC/DC ° Montabert: Strategic HR counseling in Construction Equipment Sector ° Savencia: Implementation of Talent Management practice in a Leading Agro-Alimentary French Group ° Assessments and Development Centers for an International Consulting Company
NLMK Group is a leading international manufacturer of high-quality steel products with a vertically integrated business model. Mining and steelmaking are concentrated in cost-efficient regions; finished products are manufactured close to our main costumers in Russia, North America, and the EU. NLMK employs 55.000 people among which 2.500 are located in Europe. Primary duties: ° Develop Regional HR Strategy ° Integrate HR processes across various entities in Europe ° Support the Cultural Change program ° Support building NLMK positive image across Europe ° Develop an Employer Value Proposition ° Develop Talent Management Program ° Emphasize the culture of Safety across locations ° Contribute to positive social climate ... with the help of a great team
Primary Duties: ° Provide HR Strategic advice to EMEA Leadership team & more specifically to VP HR EMEA. ° Review, design & implement HR processes across EMEA. ° Define & implement a strategic Talent Management practice at EMEA level (integrated in the global practice), including Talent Acquisition, Performance Programs, Learning & Development, Organisational Development. ° Design and deploy L&D strategy and processes regionally, tracking system, major e-Learning platform and content implementation ° Serve as Master Change Agent for Cultural Change program (the Doosan Way), organisation of Leadership Transformation workshops, Doosan Way Survey Action Plan implementation, development from scratch of the Doosan Way@Work methodology (linking our Cultural change program and TQM Methodology) ° Set-Up the Internal Communication strategy and launch regional townhalls, internal newsletter... ° Reorganisation. ° Lead and support setting-up of European Works Council. Key Achievements: Implemented innovative and effective Talent Management and Communication processes, leading to excellent employer reputation. Advocate the culture change program and boosted CSR activities creating a cement between employees.
Primary Duties : Provide full scope HR support to the different Business Units in Europe, • Team management (9) • Recruitment • Training & Organisational Development • Local Talent Management • Compensation & Benefits • Trade unions Management • HR Projects Management • Budget Management Key achievements/learning: first experience in a major global company with an abyssal cultural gap between Korean and European culture. Re-build the HR department after 2 years without HR director, regular role expansion towards various business units in Europe due to efficient trust building with the Korean executive board and employees. Union management in a very difficult environment, started a Talent Management process that will be later expanded at EMEA level.