Freelancer profile translated to English.

Description

I wake up every morning to transform human complexity into a competitive advantage: 20 years of hands-on experience allow me to translate HR challenges into tangible growth levers, to prove with figures that human capital is the most profitable engine of the company – and to see teams, as well as leaders, move forward faster and more confidently.

Languages

English
Native or bilingual

Workplace preferences

Can work on-site

Paris (up to 50km)

DiaSorin
HR Director
MEDICAL
September 2023 - Today (2 years and 11 months)
Antony, France
• Deployment of the local HR strategy in line with business and Group objectives
• Support of the General Manager in the strategic repositioning of the subsidiary in a post-acquisition context, support for managerial transformation and skill development
• Structuring of the HR department and modernization of practices: review of annual interviews, job framework, professional interviews, enhancement of vocational training and performance management
• Management of HR operations, demanding but constructive social climate, social compliance and DPO
• Support for managerial development in a One Team approach between office and field teams
Performance Improvement Instructional Design Change Management Strategy Regulatory Compliance Change Management
CAMFIL
HR Director France & Africa / Talent Manager EMEA – D&I Manager Group
MECHANICAL ENGINEERING
January 2013 - June 2023 (10 years and 5 months)
Paris, France
HR Director France, member of the Executive Committee (750 people – 3 companies – 4 collective agreements – 5 sites):
- Comprehensive HR management in an industrial and multi-site environment, DPO and Trade Compliance Officer
- Support for 4 major transformation cycles: turnaround (2017), M&A and integration (2018), HR digitalization (2020) and post-Covid growth (2021)
- Overhaul of social bodies post-merger, harmonization of collective agreements and classification, C&B
- Launch of a One Team dynamic around shared leadership, management training, Talent committee
---Harmonization and migration of payroll and HRIS software

Talent Manager EMEA, member of the EMEA Executive Committee (2750 people – 15 countries):
- Implementation of a Talent pipeline across 15 countries, management of regional reviews with VPs
- Definition and deployment of succession, retention, and compensation plans
- Creation of training programs for production managers and expert managers, LMS and Academy
- Management of performance and potential review campaigns

Group Diversity & Inclusion, Project Manager:
- Deployment of a structured employer branding policy, GEEIS certified in 17 countries
- UN Award in New York (2019) – recognized commitment to diversity for women/industry and youth
Talent Management and Development Instructional Design Cross-functional Team Leadership Change Management Strategy Labor Relations
MORGAN CRUCIBLE
HR Director Europe & Global HR Development Manager
CHEMICAL
January 2004 - January 2013 (9 years)
Rueil-Malmaison, France
HR Management Europe (7 countries – 1700 people)
- Support for industrial VPs in reorganizations, workforce reductions, site closures (FR/DE/IT) and ensuring compliance with applicable country legislation
- Conducting organizational diagnostics (social climate, engagement, efficiency…)
- Negotiation of multinational social agreements, harmonization of sales variable compensation
- Definition and management of HR budgets, C&B policy, short and long-term bonus plans
- Design of managerial and technical training programs with content integrated into the LMS
- Payroll and social benefits audit, risk assessment
- Harmonization and migration of payroll and HRIS software
- Measuring and improving employee engagement through surveys, workshops, targeted actions

Talent Manager Thermal Ceramics Division (3000 people – 35 countries)
- Identification and development of potential at group level:
Identification of the top 30 high potentials in the Thermal Ceramics division
Creation of a tailor-made internal training program for the 50 key managers.
Development of a proprietary personality test, based on 20 key group competencies.
- Implementation of internal mobility & succession planning for critical positions
Formalization of succession plans and mapping of strategic competencies.
Monitoring of internal mobility and support for managers in career path management.
Consequence: reduced turnover, secured key positions, talent retention
- Lean training, HR planning, digitized annual reviews, Hay job grading
Learning Management System Change Management Strategy Social Audit Talent Management and Development Negotiation