Spain
Strategic & operational People / Organization / Change Manager with 15+ years of experience advising leaders, partnering with managers and elevating teams through transformations. Combining HR expertise, change management skills, organizational design and agile project management competencies, to foster collective intelligence, create safe learning journeys, and generate HR impact & business results.
Managed the HR stream of a large merger and reorganization project of the Renewables BU (operating in over 40 countries), under the stewardship of HR VP and Transformation VP. Objectives : Secure a strategic 1.5 B€ acquisition and maximize its ROI, onboard and retain 500 additional talents, embark teams in a revamped organization and an ambitious scale-up trajectory (towards 100 GW of gross installed renewable power generation capacity by 2030) Main activities : • Steering the HR Stream : reporting on quality-time-budget-risks, managing consultants and coordinating with SMEs / key contributors and other Streams (IT, Finance, Real Estate, etc.), activating a coalition of sponsors and decision-makers • Co-designing an Employee Journey, from signing to post-integration onboarding, encapsulating employee relations, collective and individual communication, training, mobilization of managers and change champions • Translating the new Organization & Operating Model for Ren. BU into new/adapted Job Descriptions / Job Weights / Career Ladders, co-designing upskilling tracks and a job-specific training guide for Ren. BU, predicting quantitative training needs • In critical geographies, adjusting Compensation policies, packages and contracts, organizing collective and individual communication and contractual novations • Coordinating social investments, and empowering top-managers to design their Affiliate social roadmaps (in congruence with their budget and with their EVP strategy) • Assisting HR leadership in fine-tuning the BU HR organization, and contributing to the induction and upskilling of new local HRBPs and TDs • Overseeing & contributing to other HR actions and deliverables : HR Data integration, Employee Engagement, Labor Relations
Supported transformations of fast-paced international companies, by coordinating cross-functional project teams, engaging diverse stakeholders (at HQ and in Regions/Countries), leveraging HR vectors, and mobilizing change management tools. • Steered the Change Management of IT programs (O365, ticketing systems, AWS/Azure cloud services etc.) : stakeholder mapping, risk assessment, impact analysis, change strategy, change plan, communication actions, training material and actions, ICAP surveys, etc. • Deployed Cornerstone LMS in a vast international scope (60 countries) • Implemented teleworking as a building block of EVP roadmaps and managerial transformations • Adapted compensation policies (rules, structures) and practices (packages) following reorganizations (post-merger) • Conducted prospective job studies : change factors, job evolutions, HR macro-plans
In charge of a business unit operating in 100 countries and relying on 1700 permanent staff including 200 managers (As part of a temporary assignment) • Supporting business and organizational transformation : fine-tuned and rolled-out relocation strategy, contributed to the design and implementation of Job Descriptions for new roles underlying target capabilities / organizational model and structure, organized HR communication actions, addressed local risks and specific needs in conjunction with regional / country HR managers • Upskilling : orchestrated the Upskilling program covering key transversal and soft skills • Budget process : assisted business leaders in their decision-making on headcount and costs • HR cycles : steered the mid-year performance review campaign, organized talent reviews • Management and coordination : managed 2 People Business Partners, interlocked with the Finance Department and with other HR components (COEs, local HR)
Managed a portfolio of Workforce & HR projects for European and international clients (industry, finance, transport, other services), engaging sponsors, SMEs and key users, facilitating strategic analysis, translating insights into action plans and powering skills-based organizations • Led Strategic Workforce Planning : identifying ongoing and expected shifts in the internal and external environment, scenarizing probability and magnitude of changes, analyzing impacts on short- and mid-term operational needs, devising gap-reducing plans (internal & external sourcing, upskilling & reskilling paths, etc.) • Designed efficient and agile skills & talent management systems leveraging HRIS, and encapsulating policy revisions, process re-engineering, EX goals and DEIB ambitions • Orchestrated Talent Development : setting up Talent Reviews / Career Committees, providing managers with tools & guidance for assessing individual gaps and crafting individual development plans • Audited compliance of contracts and social agreements with laws and regulations • Developed (beyond floor legal and social conditions) distinctive Employee Value Propositions enhancing Employer Brand & Attractivity • Enriched talent sourcing strategy & profiles • Crafted and implemented Performance Management and C&B policies and processes, trained managers on new rules, situations and best practices