Stephane Martinez

Responsable recrutement IT

Stratégie Recrutement

Mobilité interne

Négociation salariale

HR BP Spoc

Responsible for all the IT profiles in the Marketing & Sales department:

Talent Acquisition Strategy: Partner with the HR Business Partner and business leaders to develop effective recruitment strategies aligned with business objectives and Engie values. Sourcing and Networking: Utilize various channels, such as job boards, social media, professional networks, and referrals, to identify and engage with potential candidates. Screening and Selection: Conduct thorough candidate assessments and interviews, to identify the best fit for specific roles. Employer Branding: Promote Engie as an employer of choice and highlighting their unique value proposition.

Candidate Engagement: Build and maintain strong relationships with candidates, keeping them informed and engaged throughout the recruitment journey. Compliance and Diversity: Ensure adherence to recruitment policies, legal requirements, and promote diversity and inclusion in the hiring process. Continuous Improvement: Proactively seek feedback and implement improvements to the recruitment process for better efficiency and candidate experience.

Responsible of all the Finance division:

Identifying and sourcing candidates with financial expertise for various roles within the finance department, such as finance managers, analysts, accountants, and auditors. Job Analysis and Requirements: Collaborating with hiring managers and other stakeholders to understand the specific requirements and skills needed for financial positions. Recruitment Strategy: Developing and implementing recruitment strategies to attract top financial talent, considering both active and passive candidates. Candidate Screening: Conducting thorough screening processes, including reviewing resumes, conducting initial interviews, and administering relevant assessments to assess candidates' financial skills and qualifications. Interview Coordination: Coordinating and facilitating interviews with hiring managers, finance team members, and other relevant personnel to ensure a comprehensive evaluation of candidates. Candidate Presentation: Presenting qualified candidates to hiring managers, providing detailed insights into their financial expertise, relevant experience, and cultural fit. Feedback and Communication: Gathering feedback from both candidates and hiring managers, and facilitating effective communication throughout the recruitment process. Pipeline Management: Building and maintaining a strong talent pipeline for financial positions to ensure a continuous flow of qualified candidates. Reporting and Analysis: Providing regular reports and analysis on recruitment metrics, such as time-to-fill, source effectiveness, and candidate quality. Continuous Improvement: Identifying opportunities for process improvement and implementing best practices to enhance the efficiency and effectiveness of the recruitment process. Adherence to Company Values: Upholding and promoting the company's values and culture throughout the recruitment process. (Due to restructuration and offshore decision in Poland, my mission has been interrupted shorter).