Sophie C.

• • Integral management of the human resources department autonomously - member of the Executive Committee.

• • Definition and implementation of HR policy/strategy.

• • Conducting HR audits and responsible for the process.

• • Personnel administration, Labor Law, disciplinary matters.

• • Implementation of the new metallurgy collective agreement on 1/1/23 and 1/1/24.

• • Forward-looking management of jobs and skills – Training management / skills matrices / Professional, annual, individual reviews.

• • Social relations: management of the Social and Economic Committee (CSE), participation, meeting preparation, professional elections, Salary Negotiations.

• • Management of "difficult" issues and projects - Judicial recovery, company acquisition, 2 economic layoffs, partial activity.

A unique experience involving the management of a company in judicial recovery as of April 18, 2023, taken over by an Indian buyer (SKP). A complicated social climate with a new CEO who did not speak French, was unaware of French laws and customs, and was on-site only half the time. Although sometimes humanly difficult, this experience allowed me to acquire a professional posture, skills, and knowledge that I can leverage in any company.

• • Define and implement the human resources management and HR policy (recruitment, compensation, mobility, career management, etc.) for the site – member of the Executive Committee.

• • Supervise administrative personnel management (individual files, payroll, etc.).

• • Control the application of legal and regulatory obligations related to working conditions and relations.

• • Organize social dialogue and manage internal communication operations.

• • Align with group HR policy and integrate it into site HR policy.

• • Implement a GEPP strategy and adapt it to site needs (from defining strategic positions to developing individual succession plans, including talent reviews).

• • Oversee the entire HR development process, recruitment, and onboarding.

• • Process owner – conducting HR audits.

• • Develop and manage the overall HR budget.

• • Skills management and development plan: Creation, updating, improvement of HR tools – monitoring – reporting (Career committees, succession plans, EP/EAE progress, etc.).

• • HR Communication: Reporting, selection, analysis, and presentation of HR data for employee representatives, executive committee, and operational HR.

• • Project management: Participation in projects, development, and branch HR strategy.

• • Social relations: Entry of delegation hours, validation of travel expenses for elected officials, participation in the organization of CSEE elections (Amont 2019), preparation for CSEE (Headquarters) meetings.