Violaine Mazzara

I help SME leaders improve their organization's management by making often invisible performance losses visible: disengagement, turnover, absenteeism, or disorganization.

In many companies, these weak signals are not identified in time, which directly impacts performance and decision-making quality.

My role is to make these dynamics understandable to enable faster, clearer, and more effective decisions.

Approach:

I work at the intersection of human resources, work psychology, and professional coaching, with nearly 10 years of experience in HR, including an HR Manager role in a multi-sector group.

What I offer:

- A clear view of organizational dynamics

- Identification of performance barriers

- Highlighting of invisible losses

- Concrete and prioritized action levers

- Tailored support based on challenges

Objective:

To enable leaders to regain clarity in their organization, secure their teams, and manage their company with more serenity and impact.

Responsibilities

• Management of 21 companies located in France, Belgium, and Luxembourg (Woodworking; Construction; Sports; Cycling; Public Works; Construction Equipment and Machinery; Interior Design; Furniture and Furnishings; Building; Tires; Catering; Advertising; DIY; Luxury Ready-to-Wear)

• Management and supervision of a team of 3 HR management officers responsible for Payroll for the group (+800 employees);

• Creation and complete management of a recruitment and hiring process within the group;

• Management and follow-up of new hires' integration (Onboarding);

• Management of training and co-funding files for the group's 21 companies;

• Support, advice, training, and awareness on legal aspects and regular follow-ups with the group's various managers;

• Social mediation;

• Close and direct collaboration with the CEO on the group's strategic and organizational aspects;

• Management of dismissal processes, Outboarding, and drafting of reasoned dismissal letters;

• Management and follow-up of cases brought before the court, main point of contact for lawyers;

• Regular monitoring of current legislation and the Labor Code;

• Optimization of HR processes/tools for the group.

Responsibilities

• Identification of client needs

• Sourcing, pre-selection, and candidate evaluation

• Presenting profiles to clients and supporting them during interviews

• Regular follow-up between client and candidate