Amélie Thibault

I assist you with:

HR Diagnosis:

- Social compliance

- Health, safety, and prevention

- First hire

- Clarification of responsibilities.

HR Strategy and Processes:

- Management practices

- Structuring the HR function

- Tools and indicators for steering.

Recruitment and Onboarding Strategy:

- Job descriptions;

- Selection processes;

- Suitable tools, including AI when relevant.

Skills Mapping:

- Skills development plan

Integrating CSR into HR practices,

Adapting to technological changes.

Legal Developments:

- Career development interviews

- Compensation transparency

- CSE elections, etc.

Implementation of the training policy, skills forecasting: Aligning the plan with strategy, professional interviews, skills forecasting, and priority areas. Plan management, budget control, funding search. Individual support for employees in their skill development. Anticipating the retirement of nearly 20% of the workforce between 2014 and 2019, including 1/3 managers, through workforce planning.

Talent acquisition and retention strategy: Structuring recruitment processes, defining employer brand, creating the company website's Careers page, driven by employee ambassadors, improving the "candidate experience," creating an innovative onboarding and pre-onboarding program. HR project management, initiating a CSR approach, diversity policy: Awareness campaigns for disability, retirement. Tender and implementation of new health/provident insurance contracts. Identification of best practices related to Quality of Work Life. Implementation of direct expression group meetings, social barometer study. 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 management and operational staff.

Co-facilitating Representative Bodies in a good social climate, negotiating agreements. Reduction of litigation from 10 cases in the period 2005-2011 to 1 case in the period 2011-2019. Participation in numerous workshops, webinars, and conferences to anticipate regulatory changes.

Manages change during the transition to 4-star status or reopening after acquisition and renovation. Structures, reorganizes, and optimizes the activity and processes of the Reception/Reservations 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 the activity (client portfolio and relationships) and develops the commercial and pricing policy. Implements new operating models to optimize performance, establishes Yield Management, creates related processes, and trains teams in their use.