Stéphanie Pin

Ongoing mission: to establish a quality of life at work policy, audit and propose recommendations for a multi-site company of 320 employees. After sharing with the Executive Committee and Management Committee, support in deploying the recommendations.

The proposed improvements, operational and pragmatic, aim in particular to limit turnover and strengthen the employer brand.

France Loire is a social housing provider in the Arcade-VYV Group, ISO 9001, and AFAQ 26000 confirmed level, managing 13,000 housing units in Loiret and Cher. With 200 employees spread across 8 agencies and demanding jobs, the HR strategy has always integrated PROXIMITY and CONSIDERATION: thus, pride of belonging and a good social climate, with a level of demand necessary for customer satisfaction. In the company's interest and to offer the best employee experience, practices and tools have always evolved, whether in recruitment, onboarding, training, payroll, etc. The implementation of an HRIS, particularly with LUCCA solutions, has been a real added value for everyone: employees, managers, HR, and CEO (data access, simplified routine management, steering, etc.). Convinced that a successful employee experience is linked to the manager's role, regular discussions were held with each manager, to allow the HR function to be as close as possible to operational staff, their needs and their specificities, and to know each employee even better. Thanks to these different components of HR management, and with honest and frank dialogue, relations with employee representative bodies have always been of high quality and constructive. During these 16 years as HR Director, a member of the Management Committee and the Strategic Committee, I also successfully led numerous company projects: acquisitions or divestitures with staff transfers, company projects, and obviously, from 2020 to 2022, COVID referent, also managing general services, IT, communication, and the call center! This summary will never be complete as the experiences were so numerous and exciting, and if I was able to continuously evolve the HR strategy, it is thanks to the commitment and professionalism of MY TEAM, with whom we have always shared the same conviction, to offer the best employee experience.

Define and deploy the company's communication strategy:

- Internal communication, complementary to the HR function, with the objective of contributing to a good internal climate, facilitating the transmission of necessary information for a good understanding of the company, its strategy, its challenges;

- External communication, in order to inform clients about services offered or relevant news, in order to make the company's know-how known to local authorities, referrers, and employees likely to join us; disseminate the employer brand with the company's values and operations honestly and with conviction.