Soufiane Draidar

Acted as Senior HRIS Consultant on the POTTER project, a transformation program aimed at implementing an integrated HR platform covering dynamic forms, case management, document management, knowledge base, and administrative process steering.

Managed the functional, organizational, and technical scoping of the solution within a complex ecosystem involving SuccessFactors SELIA, ADP GXP, and the CPI integration layer. Structured needs, formalized use cases, and contributed to drafting specifications covering functional, technical, security, administration, project, and RUN requirements.

Actively participated in market consultation: analyzed vendor responses, prepared presentations, compared solutions, and identified risks related to integration, responsibilities, total cost, reversibility, and administrative autonomy.

Led design workshops on forms, workflows, case management, document management, knowledge base, authorizations, and target processes. Coordinated HR, Payroll, IT, Purchasing, software vendor, and integrator stakeholders to secure decisions and the implementation roadmap.

Managed testing and interface validation activities between Core HR and Payroll systems: analyzed anomalies, secured data, monitored fixes, and coordinated stakeholders. Prepared COMOP and COPIL (Steering Committee) materials, monitored risks, dependencies, decisions, and project milestones up to deployment preparation.

Acted as Project Manager within the strategic review concerning the evolution of Payroll and Time Management for a large mutualist banking group.

Managed functional, organizational, and technical scoping to consolidate needs, pain points, constraints, and expectations of various stakeholders. Analyzed the existing situation, structured target processes, and formalized the requirements necessary for preparing future transformation.

Led the drafting of Payroll/Time Management specifications to provide a robust framework for market consultation and solution evaluation. Defined selection criteria, guiding principles, and decision-making elements to objectify evolution scenarios and secure the chosen directions.

Contributed to the development of a Payroll White Paper to provide a consolidated view of challenges, clarify transformation options, and define a coherent trajectory between business ambitions, organization, processes, and information systems.

The mission transformed a set of complex needs and issues into a structured, shared, and usable decision-making framework for HR, Payroll, and HRIS management.

Conducted a comprehensive diagnosis covering Payroll, Time Management, Core HR, personnel administration, training, performance reviews, skills management, reporting, interfaces, and governance. Analyzed the existing environment, characterized by the absence of a Core HR foundation and a Talent solution, largely manual Time Management, a poorly integrated SILAE payroll solution, and numerous processes relying on spreadsheets and manual processing.

Carried out about ten workshops and interviews with HR, Payroll, HRIS, IT teams, and managers to map processes, identify pain points, assess risks, and formalize functional, organizational, and technical needs.

Developed and compared three evolution scenarios using a value, risk, and effort approach: optimizing the existing system, progressively building a modular HRIS, and transforming towards a more integrated suite. Analyzed the impact of each scenario on the organization, processes, data, interfaces, costs, and the company's transformation capacity.

Defined a target functional architecture and a roadmap for over five years, prioritizing the implementation of a Core HR and Time Management solution, while keeping SILAE for Payroll, and then planning the progressive deployment of an integrated Talent suite.

Produced decision support deliverables: existing system diagnosis, HRIS map, process and pain point analysis, evolution scenarios, target architecture, roadmap, project prioritization, business case, budget framework, and governance principles.

The mission transformed a fragmented and largely manual HR environment into a structured, progressive, and sustainable target vision, providing management with a clear framework to prepare future investments and secure the transformation trajectory.