Freelancer profile translated to English.
Back to original languageAbout Laura
Hello,
My name is Laura and I have 8 years of experience in HR. I am truly passionate about human issues in companies, especially in evolving contexts. I specialize in supporting growing start-ups and SMEs (with or without post-funding rounds) through part-time Head of People/HR Manager roles. With significant experience in dynamic environments and HR consulting, I bring solid and very concrete expertise in HR strategy, talent development, and change management, both strategically and operationally.
Development of innovative HR strategies, implementation of a company culture and structuring of HR processes, talent management, performance optimization, implementation of HR projects, social law (dismissal procedures, negotiated departures, end of probation periods), administrative management, payroll management (via Payfit), etc.
I will ensure your structure is HR compliant and support its growth by attracting and recruiting the resources/teams that will enable your company to grow. I will structure HR processes and manage the daily lives of teams to build a collective that shares our values and will lead your project to success.
Sometimes, on the contrary, a company experiences a downturn; these are challenges I have also managed.
If you are looking for an expert passionate about HR & "People" topics, capable of bringing real, concrete added value to your company, I would be delighted to discuss your specific needs and how I can contribute to your success.
Do not hesitate to contact me to discuss it!
Laura KIM
French
Native or bilingual
Can work on-site
Paris (up to 50km)
Experience
- BearingPointSenior Consultant People & Strategy (HR Community)CONSULTING AND AUDITSJanuary 2024 - September 2024 (8 months)Paris, FranceAs a Senior Consultant People & Strategy (HR), my role was to support complex HR transformation projects for various clients. I participated in the design and execution of an HRIS transformation project and the digitalization of HR processes for a client in the port industry (approximately 2000 employees). Following this experience, I decided to leave BearingPoint to offer my services as a freelancer.My responsibilities in this context of implementing a Group HRIS were as follows:HR Strategy:Advising the HR Director and their team (client) to ensure continuous alignment on strategic HR issues. Presenting the results of key mission stages, feedback on team expectations, and adjusting actions.Benchmark, mapping, and evaluation of existing HRIS solutions:Analysis of the current architecture, identification of existing HR tools, evaluation of their relevance.Comparison of key functionalities, cost (integration and licenses), proposed services, security, and hosting.Selection of HRIS vendors and negotiation of vendor offers:Selection and demonstrations, contact to discuss offers, in-depth analysis of proposals (analysis report and comparison), and final vendor selection.Development of the specifications document:Development of the document detailing functional and technical requirements. Mapping of interconnection flows with existing HRIS.Design, testing of the HRIS up to commissioning:Development of a project plan in collaboration with the vendor, organization of workshops to gather specific stakeholder needs. Conducting acceptance tests to validate HRIS functionalities, launch with user training.Change management plan:Development of a strategic change management and communication plan, adjustment of HR policies.
- TUCOENERGIE (PME en hypercroissance)Head of People / Head of HRENVIRONMENTALSeptember 2020 - January 2024 (3 years and 4 months)Clichy, FranceTUCOENERGIE, a company specializing in the energy transition, raised 14 million euros in 2020, marking the beginning of hypergrowth. The workforce grew from 20 to 100 employees in 4 years. Reporting to the CEO as Head of People, I supported this rapid expansion in a context of change management and organizational transformation, while managing a team of 4 people.Here are my key responsibilities during this 4-year mission (permanent contract):HR Strategy and Company CultureDevelopment and deployment of innovative HR strategies to support the company's growth, strengthen company culture, and maintain high employee engagement. Harmonizing HR initiatives related to hypergrowth, creating an environment where employees are aligned with TUCOENERGIE's vision and values.Implementation of HR ProcessesImplementation of standardized practices for recruitment, onboarding, performance management, and talent development to optimize engagement and productivity.RecruitmentFull management of the recruitment process (over 120 recruitments in 4 years). Development of employer branding strategies and inclusion policies to attract and retain talent in a competitive environment.Performance ManagementDeployment of performance evaluation systems to increase productivity and adjust HR strategies based on company needs.Employee Well-beingImplementation of well-being initiatives and proactive management of employee relations to reduce turnover and strengthen internal cohesion.Conflicts and Social LawManagement of conflicts, dismissals, and HR procedures, in compliance with social law, to ensure a harmonious work environment.Payroll and Personnel Administration ManagementPayroll management via PayFit, and personnel administration: contracts, absences, leave, etc.
- Safran SAHR Business Partner (Apprenticeship)AVIATION AND AEROSPACESeptember 2018 - August 2020 (2 years)Paris, FranceWithin the HR Department of Safran SA, a major player in aeronautics, I had the opportunity to hold the position of HR Business Partner as an apprentice for 1 year, where I was responsible for managing all 40 apprentices and interns at the Headquarters.Here are my main tasks:Daily management of apprentices and interns:Welcoming and integrating new apprentices and interns, ensuring their smooth onboarding. HR support throughout their journey, facilitating their integration into the team and their understanding of Safran's values.Recruitment:Collaborating with operational teams to analyze and identify recruitment needs for apprentices and interns. I participate in drafting job descriptions, pre-screening applications, and conducting interviews, ensuring a smooth and efficient process that meets the company's requirements.Talent Management:Implementing regular check-ins with apprentices and interns to assess their progress, development goals, and provide personalized support. My role includes organizing regular feedback sessions, thereby optimizing their professional experience and career development.Talent Review and High Potentials:Participating in talent reviews and high potential discussions, where I assess the performance of apprentices and contribute to defining appropriate development plans. This process helps identify future leaders of the company and provide them with the necessary tools for success.Annual Appraisals:Assisting managers in preparing and conducting annual appraisals, providing advice and tools to improve the quality of evaluations. I ensure that objectives are aligned with the company's strategy, while taking into account the professional aspirations of apprentices.
Recommendations
Be the first to recommend Laura
Help this freelancer shine by sharing your experience working together.
These freelancer profiles also match your criteria
Agatha Frydrych
Backend Java Software Engineer
4.7
(3)
2
Baptiste Duhen
Fullstack developer
4.6
(4)
5
Amed Hamou
Senior Lead Developer
4
(2)
7
Audrey Champion
Web developer
4.3
(3)
4
Education
- Master 2 HRM - International Human Resources ManagementCIFFOP - Paris II Panthéon Assas (Best HR School - 2024 Ranking)2020Le CIFFOP - Paris II Panthéon-Assas est reconnu comme la top 1 des écoles de Ressources Humaines en France, selon le classement 2024 Eduniversal, elle se distingue par la qualité de son enseignement et son approche très professionnalisante. En 2020, j'ai obtenu le diplôme du Master 2 en Management des Ressources Humaines Internationales (IHRM), il s'agit d'un cursus complet et adapté aux défis contemporains des ressources humaines. Voici quelques caractéristiques clés : Formation professionnalisante : Le programme met un accent fort sur l'apprentissage, permettant aux étudiants d'acquérir une expérience pratique tout en poursuivant leurs études. Cette combinaison de théorie et de pratique prépare efficacement les futurs professionnels RH aux réalités du marché du travail. Réseau de professionnels : Les intervenants sont souvent des professionnels RH, des DRH et des experts du secteur, offrant aux étudiants une perspective précieuse sur les enjeux actuels des ressources humaines. Cette connexion avec des experts permet également d'établir des contacts précieux pour l'avenir. Mentorat et séminaires : Les étudiants bénéficient d'un système de mentorat où des professionnels aguerris les guident et les conseillent. De plus, de nombreux séminaires et ateliers sont organisés pour approfondir des thèmes spécifiques, favorisant ainsi un apprentissage interactif et dynamique. Programme varié : Le programme couvre une large gamme de sujets, allant de la gestion des talents et du développement organisationnel à la gestion des performances et à la stratégie RH. Cette diversité de contenus permet aux étudiants de développer des compétences polyvalentes et adaptées aux besoins variés des entreprises. Le CIFFOP et son Master 2 IHRM se positionnent donc comme des piliers dans la formation des professionnels des ressources humaines, offrant des opportunités de développement et d'apprentissage inégalées.