Nicolas J.

HUMAN RESOURCES TRAINING ENGINEER CESI Training Center - Lyon (Higher education and professional training) – 750 Employees – Ecully.

• Management of HR training: (Internal / External / Apprenticeship): Candidate selection – Scheduling of teaching and modules, recruitment of instructors - Management of students and apprentices (pedagogical monitoring) – Welcoming learners and facilitating their integration - Organizing key stages of their journey: registration, evaluation, report card, discipline, exam. - Monitoring attendance sheets. - Ensuring student and company satisfaction - Conducting company visits.

RESPONSIBLE OPERATIONAL HUMAN RESOURCES multi-site - SITA (SUEZ) 1357 employees Lyon 9th.

Management of an HR Assistant

 Consulting and support for operational staff in managing their Human Resources, team, and social legislation for the assigned scope (300 employees excluding temporary workers).

 Legal: Management of individual procedures - disciplinary, contract termination (dismissal, negotiated termination);

 Training and GPEC: Analysis of training needs, formalization and execution of the training plan, monitoring employee skills development within the scope, anticipating and implementing the quantitative and qualitative means necessary for good alignment between resources and needs.

 Recruitment: Leading the recruitment process with the relevant managers: deployment of career management tools, integration, people review monitoring within its scope.

 Leading social relations for the scope (Works Council, Staff Representatives); ensuring proper application of company agreements, participating in the organization of professional elections.

RESPONSIBLE FOR TRAINING, RECRUITMENT & GPEC - Université Lumière Lyon 2 (Ministry of National Education, Higher Education and Research) - 1457 agents-Lyon 7th.

Management of a team of 5 people

 Training Department: Design, development, and implementation of continuing education actions, organization of training engineering for internal and external, collective, and individual training, from needs identification to evaluation - Management of the training procurement process: development of specifications, analysis of proposals, negotiation with providers, contracting, service evaluation - Monitoring the personnel training budget - Development and maintenance of external partnerships: participation in meetings and working groups/projects at regional and national levels for higher education training managers. Seminar on MOOCs....

 Recruitment Department: Management of all recruitments of permanent and non-permanent BIATSS staff for the institution - Management of the organization of competitive examinations and recruitments without examination (PACTE, Disabled, etc.) - Advising staff on mobility and skills development for career advancement (immediate needs or institutional needs).

ASSISTANT HR MANAGER - CNRS (EPST - Headquarters, 2400 permanent and non-permanent agents, Villeurbanne).

Management of a team of 17 people

 Legal advice in Social Law and public service law to Laboratory Directors and internal HR referents in each Unit, regarding recruitment based on the type of fixed-term contract for non-permanent staff, permanent appointments, secondments, leaves of absence, detachments, mobility in active status (transfers, direct integration, career reorientation), disciplinary law and file preparation for CAP (Personnel Advisory Committee).

 Personnel Administration: Employment declarations, renewal and notification of probationary period endings, contract amendments, for non-permanent staff (contractors), retirement, leaves, permanent staff retirement, career management in supervision and transversal management with the HR management department.

 Training: responding to staff on legislative aspects in conjunction with and supported by the HR department's training unit.

 Legal watch and report writing – legal committee in labor law and public service law.

 Management of work-related accidents in relay with the Pensions and Work Accidents Service (SPAT).

Supporting SME executives in structuring their HR processes in compliance with current social legislation.