Freelancer profile translated to English.
Back to original languageAbout Sabrina
Consultant in transformation and HR diagnostics, I work at the interface between management, HR teams, and business units to clarify organizations, secure decisions, and strengthen employee engagement.
I help my clients to:
- Conduct a structured HR and organizational diagnosis
- Analyze the employee experience and identify invisible pain points
- Structure robust and scalable HR processes
- Formalize recommendations to improve your teams' performance
My approach is based on active listening, collective intelligence, and rigorous analysis of existing practices. I transform findings into concrete, prioritized, and actionable recommendations.
Objective: to enable leaders to make informed decisions, reduce organizational risks, and sustainably enhance collective retention and performance.
French
Native or bilingual
English
Native or bilingual
Spanish
Conversational
Can work on-site
Marseille (up to 50km)
Experience
- Sight Consulting - Startup IT (ESN)HR Business PartnerJanuary 2024 - December 2025 (1 year and 11 months)Paris, France**Context**: First HR professional in a growing startup. High stakes in recruitment, structuring, and talent retention.Structuring the HR function:
- Creation of HR processes (recruitment, onboarding, career development)
- Formalization of a structured recruitment process
- Recruitment of about ten IT consultants (Data, QA, DevOps) and sales representatives in a few months
- Implementation of semi-annual reviews and individualized development plans
- Development of a training plan and organization of collective training sessions (soft skills / DISC)
Engagement & Employee Experience Diagnosis:- Informal and continuous collection of employee feedback (consultants and internal teams)
- Identification of gaps between the employer promise during interviews and operational reality
- Analysis of pain points affecting retention and employee satisfaction
- Structured reporting to management at the end of the mission: synthesis of weak signals, adjustment recommendations (alignment with values, managerial posture, consistency of discourse/practices)
→ Support for strategic awareness, clarification of retention drivers, and structuring of a culture more aligned with stated ambitions. - BearingpointPeople & Strategy ConsultantCONSULTING AND AUDITSJanuary 2021 - January 2023 (2 years)Paris, FranceGrand Port Maritime de Bordeaux (GPMB): AMOA – HRISHybrid environment (public/private) and end-of-life HRIS.
- Facilitation of 15 workshops (approx. 25 stakeholders)
- Scoping of needs: HR Admin, Payroll, Time Management, Skills Management, Training, Payroll Costs
- Drafting of specifications and benchmarking
- Recommendation of the Sopra Steria solution
→ Secure decision-making, alignment between business units/HR, and reduction of project risks.Ecole Nationale Supérieure Maritime (ENSM): AMOA – HRIS- Mission similar to GPMB (above). Recommendation of the RenoiRH solution for a public educational institution.
Agence de Sureté Nucléaire (ASN): HR Process OptimizationRenewal of recruitment teams, particularly with professionals from the private sector, unfamiliar with specific public sector processes.- Diagnosis of existing practices
- Full formalization of the process using a decision flowchart
→ Clarification of roles, harmonization of practices, secured recruitment, and compliance with regulatory constraints.Office National des Forêts (ONF): IT Migration and HRIS AMOACreation of the Végétis subsidiary in a highly decentralized public environment, with major IT, HR, and organizational challenges. Tight deadlines and multiple business stakeholders.- Management of the complete migration of the subsidiary's IT infrastructure in 3 months
- Coordination of a project team of 20+ contributors (IT, HR, business unit managers)
- Structuring of the project framework: planning, governance, RIDA (Risk Identification, Analysis, and Decision), risk monitoring
- Escalation and formalization of arbitration needs to the CIO and General Management in Steering Committee meetings
- Harmonization of processes in a decentralized organization
- Resolution of HRIS/HR friction: clarification of roles, structuring of rituals, rationalization of Jira usage
→ Secure migration within deadlines, controlled risk management, sustainable improvement of coordination between IT and HR teams. - KwankoGeneralist HR AssistantE-COMMERCESeptember 2019 - August 2021 (1 year and 11 months)Paris, FranceCross-functional HR role: recruitment, development, and administration.
- Recruitment of about twenty profiles (sales, developers, support functions) in French and English
- Management of annual evaluation campaigns and career interviews
- Development and deployment of the skills development plan (benchmark organizations, training organization, budget monitoring)
- Participation in payroll management via Payfit (control of variables, bonuses, absences)
- Production of the social report and creation of a charter on the right to disconnect
Field Diagnosis & Managerial Regulation:During annual reviews and HR check-ins, identification of managerial dysfunctions impacting the engagement of certain teams.- Mediation and support for a manager in adapting their communication
- Escalation of a more critical case to management concerning an international team, contributing to a structuring managerial decision
→ Improvement of team climate, prevention of social risks, and professionalization of managerial practices.
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Education
- Master in ManagementNEOMA Business School2021Master en management
- International ExchangeUniversidad San Ignacio de Loyola2019Échange international