Ismahane Chabab

1. Compensation:

Ensure the implementation of the compensation policy in compliance with Group policies; Monitor compensation practices in our industry to ensure competitiveness (benchmarks by job, salary calculations for hires, transfers, or promotions); Conduct annual salary and variable pay review campaigns; Perform impact studies, simulations to support collective negotiations, particularly NAO for headquarters; Prepare the new salary policy; Advise senior management on compensation package evolution.

2. Social Benefits: Calculation and implementation of profit-sharing and participation.

3. Social Management Control: HR KPIs including a focus on absenteeism.

4. HRIS Project Manager: Implementation of Workday go-live.

1. Budget Management for personnel costs: Review of existing budget elements, Definition of working assumptions, Budget reconstruction of headcount and payroll elements, Implementation of collection files (In/Out), Presentation and validation of the budget, Budget Monitoring (analysis and explanation of variances, proposal of corrective actions), Launch of budget revision campaigns, Implementation of the HR operating budget (training, recruitment).

2. HRIS Workday Integration: Definition of the payroll specifications, Management and monitoring of Workday integration for payroll, Participation/reception/testing phase of the payroll report, Study for the integration of the Workforce Planning finance module.

3. Continuous Improvement: Organizational diagnosis around budget management and HR steering, Definition of a macro-process for different budget cycles, Automation and simplification of reporting tools and dashboards, acculturate the HR department to financial data (training, awareness), Support operational managers in managing their KPIs autonomously.