Freelancer profile translated to English.
Back to original languageAbout Caroline
With a law degree in labor law and a postgraduate degree in HR, I have worked for over 17 years in various positions in multi-site and international contexts, actively participating in performance development (member of the Executive Committee or Management Committee) while ensuring a serene and constructive social climate.
Passionate about Human Resources, I embarked on entrepreneurship in June 2015, offering HR outsourcing to VSEs and SMEs.
Being a Consultant HR Director means diversity of clients, diversity of business sectors, variety and richness of missions, and also wonderful human encounters.
I use my know-how and my interpersonal skills daily to serve companies.
I bring them a fresh and external perspective while maintaining my objectivity.
As a transition manager, I replace or support the HR Director and their teams in transformation or change projects (growth, restructuring, improvement of processes and work methods, digital transition) by bringing my added value and ensuring that the adaptation period to the new organization takes place under the best conditions.
On-site interventionsin the Hauts de France and Ile de France regions.
Full remote interventions throughout France with occasional travel.
French
Native or bilingual
English
Conversational
Spanish
Fluent
Can work on-site
Lille (up to 50km), Valenciennes (up to 50km), Arras (up to 50km), Cambrai (up to 50km), Douai (up to 50km)
Experience
- EXCELLE RHPart-time HR DirectorHUMAN RESOURCESJune 2015 - Today (11 years)Lille, FranceSupporting companies in all HR-related issues encountered, in a very operational manner.Missions carried out:
- HR and social support for the establishment of a new factory in France or the expansion of an existing site - workforce growth.
- Company restructuring - collective dismissals - PSE - CSP.
- Support for digital transition: integration of digital technologies and HR impacts.
- Support for the transition to the New Metallurgy Collective Agreement.
- HR audit - development of an action plan - support for deployment.
- Development of an HR strategy consistent with the company's culture.
- Optimization of work organization.
- Organization of professional elections.
- Quality of life at work (employer branding, company values...).
- Change management (digital transition).
- Creation of a Human Resources department and support for an HR role.
- Management and skill development of employees in the Human Resources function.
- Assessment of HR practices and their legal compliance.
- Support in recruitment and design of the onboarding process: learning to recruit and onboard new employees better.
- Creation and deployment of performance and talent management evaluation tools such as job/skills frameworks, professional or appraisal interviews (GEPP).
- Establishment of formalized training processes from needs identification to action measurement.
- Optimization of managerial practices.
- Conflict management.
- Management of disciplinary cases, support in preventing labor court risks, building litigation files.
- Social dialogue: support in mandatory negotiations, drafting company agreements, preparation and follow-up of relations with the CSE.
- SOGINORPA - MAISONS ET CITESHUMAN RESOURCES AUDITORCIVIL ENGINEERINGSeptember 2014 - January 2015 (4 months)Noyelles-sous-Lens, FranceContext: HR audit mission following the transition to ESH in early 2014, in a highly political environment with regional council shareholding.• Professional training: audit of the department and training offerings.• Implementation of new tools and communication on the professional training reform.• Recruitment: audit of the department and proposal of a new recruitment policy adapted to the group's development.
- CONSTRUCTION IMMOBILIEREHEAD OF HUMAN RESOURCES DEVELOPMENTCIVIL ENGINEERINGSeptember 2006 - September 2014 (8 years)Clichy, FranceContext: Company undergoing reorganization following the arrival of a new CEO. Creation of the Human Resources Department and, in 2009, the HR development unit with a more comprehensive training offering and support for staff within the framework of transformation and change projects. Missions:• Management of professional training: needs assessment and analysis, implementation of the training plan (3.85% of payroll), financial and administrative management (declaration 2483...).• Recruitment management: definition of recruitment policy, management of all executive and non-executive recruitments: from sourcing to contract signing (approx. 60 recruitments/year).• Administrative personnel management (variable payroll elements, sick leave, medical visits...), social dashboards, workforce monitoring.• Development of the Disabled Workers policy.• Management of social relations: annual negotiations, meetings with employee representatives, works council, union representatives, health and safety committee, housing committee.• Management of temporary workers, interns (20 temporary workers and 30 interns/year) and apprenticeship contracts.• Labor law and contract management: drafting employment contracts, social monitoring, support for managers.• Support for operational staff in their HR management, working conditions, and safety management.• Development of the social report and the Gender Equality report.• HR team management.
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Education
- Postgraduate degree in Human Resources Development ManagerInstitut Supérieur de Management et de Ressources Humaines2000
- Master's degree in Law, specialization in Labor LawUFR de Droit Alexis de Tocqueville (59)1998