Azza Ouertani

• Define and implement HR strategy in line with the Agency's vision and ambitions.

• Collaborate closely with CEOs, Executive Committee, CPO, and EMEA CFO to ensure integration of global HR programs and achievement of HR transformation objectives (restructuring, AI, digitalization, harmonization of compensation policy...).

• Advise the Executive Committee on securing the organizational structure and support managers in their daily roles.

• Define compensation policy guidelines and lead the salary review process. Reduced gender pay gap by 15 percentage points.

• Oversee social relations and prevention of occupational hazards within the company.

• Improve employee experience through well-being and mental health initiatives and by promoting a strong and inclusive company culture through unifying events and transparent internal communication, contributing to a +20 point increase in eNPS in one year.

Teamstarter: 30 to 80 employees in 6 months, Paris May 2022 - December 2022

• Structure and formalize company HR rules and policy in line with business objectives.

• Define and deploy a 2-year HR roadmap (OKR method with quarterly reviews in Executive Committee).

• Implement a fair and transparent compensation policy, aligned with the market and employee expectations, improving talent attractiveness and retention by 15%.

• Optimize and digitalize HR processes (HRIS, recruitment, administration, and payroll), reducing processing times by over 20%.

- HR Audit, centralization and structuring of the HR function within the Group (New position created)

- Assessment, review of existing processes with three priorities: performance, digitalization, optimal employee experience

- Support for Executives and Management Committee: HR strategy in line with the company's vision and objectives, 2-year roadmap, and structuring of the HR department (recruitment, onboarding, and HR skills development), scorecard by job based on hard & soft skills following the implementation of a job framework (work done in collaboration with managers of each BU)

- Support for Middle Management: creation of a core group of managers, responsible for performance and company culture, ambassadors of the employer brand

- Strategy and deployment of a skills development plan: first managerial training initiative within the Group, creation of a personalized training program with a Team Building component

- Redesign, formalization, and communication (internal and external) of company Values + Culture, Values, and Vision charter. Integration into annual reviews, recruitment scorecards, team events, etc.

- Review and digitalization of performance appraisal interviews in project management mode from strategy to deployment: appraisal policy (cycle, guidelines, bonuses...), process via new HRIS, support, communication.

- Implementation of recruitment strategy and process, manager training (contract types, responsibility levels and salary scales, interviews...)

- Implementation of an end-to-end onboarding process and coordination with different departments and/or stakeholders for an optimal On/Offboarding process. Monitoring, objectives, and KPIs in a logic of continuous improvement of the employee experience

- Supervision of legal, social, and HR administration in coordination with other Group departments (Accounting, Legal)