Mélanie Chauvel

HR Manager with a team of 8 people. Scope of 1650 employees nationwide.

Support for the growth of the company:

- Structuring of the HR department

- Implementation of skills development pathways

- Integration of the Social/HR Policy component into the CSR policy

- Development of the Disability policy

- Implementation of HR tools: Absence Management, Annual Reviews, ATS...

I support executives and their teams on their HR challenges, with a practical, pragmatic, and tailored approach to each company's reality.

I intervene in particular on missions such as:

🎯 Recruitment

o Recruitment: Full process management

o Recruitment process audit: Analysis of your practices and creation or optimization of your process

o Onboarding support: Structuring an onboarding plan to secure the new role.

o Training for recruiting managers: Supporting your teams to succeed in their interviews.

🎯 Communication

o Internal communication audit

o Clarification of roles and responsibilities

o Implementation of rituals

o Creation of internal communication materials

🎯 HR Practices

o HR Diagnosis (audit of practices, processes, and functioning)

o Alignment of HR topics with company challenges

o Decision-making support on HR priorities

o Support during growth, transformation, or change phases

✅ Recruitment, communication, and HR practices are closely linked.

My conviction: when everyone is in their place and understands their role, the company gains in efficiency, engagement, and stability. It can then develop sustainably, thanks to well-recruited, well-integrated, and committed teams in a clear project.

• Evolution of the recruitment, onboarding, and integration process to transition the site to a 24/7 schedule (recruitment plan, group sessions, onboarding program, etc.)

• Development of apprenticeships and school relations

• Development of the training plan, implementation of training pathways (IFRIA diploma, frontline management, health/safety...), promotion of CPF

• Workforce Planning (GPEC): implementation of skills matrices, development of a job map, management of age pyramid, updating job descriptions, professional review campaigns, career committees…

• Support for managers in their interviews (professional, annual, re-onboarding, reprimand, disciplinary, recruitment…)

• Development of internal communication (visual/oral)

• Participation in the implementation of performance management on site

• Cross-functional group projects: computerization of the GPEC process, development of employer branding