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Description

👩‍💼 Biography

A graduate of a dual program (post-graduate degree inCorporate Lawand **SKEMA PGE with an HR specialization**), Sandrine has dedicated over 20 years to operational and strategic HR functions in various sectors (IT services, IT, media, industry, etc.). Her diverse experience has allowed her to acquire in-depth expertise in talent management, change management, and organizational development.
Convinced that a company's greatest asset lies in the diversity of its talents and personalities, Sandrine strives to highlight the notion of Human Relations. It was therefore natural for her to train inProfessional Coaching (Linkup Coaching certification)to enrich her approach and integrate it into her independent professional activity (since 2022).
Sandrine works with very small and small to medium-sized businesses (VSEs/SMEs). She also collaborates to support HR departments and management on specific projects requiring external intervention.

✨ Values & Approach

⚖ Commitment, Meaning & Authenticity: each mission is carried out with a human and pragmatic approach
📏 Personalization: tailor-made support adapted to the challenges and culture of each company
🏆 Impact & Performance: a results-oriented vision, with the goal of sustainable transformation

💼 Areas of Expertise

Recruitment & talent development
Professional coaching
Training (HR topics & social law): NDA n° 11788756878
HR & strategy consulting: Strategic/organizational support and HR policy deployment (local & international environments) - Regulatory & Social Law - Mobility, Compensation & Quality of Life at Work - HR project management

📚 Publication

Languages

French
Native or bilingual
English
Fluent
German
Conversational
Spanish
Conversational

Workplace preferences

Can work on-site

Chatou (up to 50km)

Laser Systems&Solutions of Europe
HR Director
NANO-TECHNOLOGY
January 2012 - September 2021 (9 years and 8 months)
Gennevilliers, France
Responsible for HR strategy and its operational deployment in an international environment at various stages of the company: need for structuring after rapid growth of the startup (from 6 to 100 employees between 2007 and 2011), then judicial recovery with partial takeover (50 employees) by the Japanese group SCREEN in 2014, leading to a restart of operations.
Management of 100 employees mainly based in Gennevilliers, including French employees seconded to Asia and the USA, Japanese expatriates, and VIEs (International Volunteers in Business).
Daily activities:
Liaison between management and employees, prevention and management of relational problems/conflicts, recruitment, personnel management and administration, payroll supervision, overhaul of annual performance reviews and associated variable compensation, identification of training needs and implementation of the training plan, ensuring compliance with safety regulations specific to the business sector.
Social relations:
Establishment and animation of employee representative bodies (IRP). Maintenance of a good social climate.
Negotiation of company agreements: profit-sharing, employee savings plan, Perco.
Examples of cases managed: restructuring and then a legal dismissal plan under judicial recovery and within the framework of the partial takeover by the SCREEN group, management of the period of under-activity with the implementation of partial activity and flexibility schemes, health and provident fund contracts.
HR Projects:
Competency Management: implementation of skills matrices with operational staff.
Deployment of various communication tools, particularly the HR intranet.
Development and promotion of the time management tool.
Intra-group mobility and implementation of international staff secondments (Asia and USA).