Amélie Thibault

Engage an experienced and competent HR Director who will support you when you need it, and only when you need it.

× Benefit from my expertise without the costs and constraints of a permanent contract,

× Leverage secure practices through continuous updating of my knowledge,

​× Save time and control your costs with a contract that clearly defines the mission and budget.

Implementation of training policy, skills forecasting: Linking the plan with strategy, professional interviews, skills forecasting, and priority areas.

Management of plans, budget control, search for funding.

Individual support for employees in developing their skills.

Anticipating the retirement of nearly 20% of the workforce between 2014 and 2019, including 1/3 managers, by implementing skills and workforce planning.

Talent acquisition and retention strategy: Structuring recruitment processes, defining the employer brand, Creating the Careers page on the website, managed by employee ambassadors, Improving the "candidate experience".

Creation of an innovative onboarding and pre-boarding program. HR project management, initiation of a CSR approach, diversity policy: Awareness campaigns on disability, retirement,

Bidding and implementation of new health and welfare insurance contracts, Identification of best practices related to Quality of Work Life, Implementation of direct expression group meetings, study of a social barometer.

Reduction of the mandatory contribution for disabled workers from €8,400 to €0 in 3 years between 2011 and 2015, and constant since 2015.

HR audit for compliance, process structuring, legal watch: Review of employment contracts, internal regulations, IT charter, Legal and managerial advice to senior management and operational staff,

Co-leading Employee Representative Bodies in a positive social climate, negotiating agreements.

Reduction of litigation from 10 cases in the previous period (2005-2011) to 1 dispute in the period 2011-2019.

Participation in numerous workshops, webinars, and conferences to anticipate regulatory changes.

Supports change during the transition to 4-star category or reopening after acquisition and renovation. Structures, reorganizes, and optimizes the activity and processes of the Reception/Reservation departments. Manages and leads a team (up to 30 people) (24/7 scheduling, working hours, payroll elements, onboarding process organization, training, employee follow-up...). Manages activity (client portfolio and relations) and develops the commercial and pricing policy. Implements new operating models to optimize performance, sets up Yield Management, creates related processes, and trains the teams that use them.