Youen Gouezel

🚀 HR AUDIT AND COMPLIANCE - PROCESS STRUCTURING #STARTUP - SME

🕹 # PART-TIME HR DIRECTOR - TRANSITION MANAGER 🧶 # FR-EN 🌎

Support for leaders in structuring and professionalizing HR functions:

-HR function audit: compliance and continuous improvement audit

-Assistance in delicate individual situations (refocusing, negotiation, termination, etc.)

-Securing practices: drafting employment contracts, amendments, and company agreements

-Skills development: optimizing training plans and supporting talent

-Employee retention: implementing onboarding/offboarding, annual interview campaigns

-Recruiting the right profiles: headhunting, skills verification, employer branding work

-Facilitating CSE meetings and conducting social dialogue in sensitive situations, organizing elections

-Transition missions: temporary and operational reinforcement to ensure continuity of HR services

REFERENCES:

-Energy: Nature Energy / Shell - Belenergia

-Retail: SOFIA Group

-Tech: Kotzilla, Zetaly

-Construction: ALTYN Group

-Audiovisual production: JK Groupe, 17 Mars

Deputy HR Director (450 employees):

-Deployment of tools related to GPEC and monitoring of the recruitment campaign (30 managers)

-Improvement of the annual training program, update of annual and professional interviews

-Legal advice and drafting. Monitoring of disciplinary cases and conventional terminations

-HR support for all Directors and Managers. Payroll and internal communications support Social relations:

-Support for the company's strategic issues: change of status, presentation of the new 15-year public service delegation, resulting change management

-Permanent facilitation of social dialogue, drafting and conclusion of company agreements

-Guarantee of the social climate within a sensitive and media-driven environment Management: 1 social lawyer

HR Director (2,000 employees):

• Member of the Executive Committee, 12 agencies in France initially organized with 5 Works Councils – 5 Employee Representatives – 5 Health, Safety and Working Conditions Committees

• Creation and professionalization of the Group's HR Department Security

• Development of cohesion, harmonization of HR practices, numerous business trips

• Improvement/securing of processes via HRIS (recruitment/training/HR administration/contract transfer) Social relations:

• Negotiation of working time agreements for each establishment, in preparation for the merger

• Conclusion of the Group's social dialogue agreement Security: 12 Works Councils, 12 Employee Representatives, 1 central Health, Safety and Working Conditions Committee

• Organization of elections for the new scope negotiated after the merger of 2,000 employees. Management: head of a team of 6 HR professionals and technical supervision of the payroll team