• Oversee a team of 15 HR professionals• Expert in managing payroll, downsizing and/or scaling organizations in fast-paced international contexts• Coach, responsible for implementing training programs for managers (feedback, compensation, evaluation, org design…) and internal communication strategies• Responsible for HR business partners' supervision across 6 geographical zones• Proficient in recruitment strategies, handling dismissals (lay-off plans or individual dismissals in France, UK, Belgium, Germany, Denmark, Spain), and ensuring HR legal compliance.• Trusted advisor to the executive committee and founders, providing counsel on all people-related matters• Proven track record of implementing effective HR policies and initiatives to drive organizational success (compensation policy, competence grids, remote policy, expense policy...)• Instrumental in fostering a positive work culture and optimizing employee engagement strategies (well-being, climate surveys, e-NPS…)• Recognised for delivering impactful solutions that align with business objectives and enhance employee satisfaction and retention• Demonstrated ability to navigate complex HR challenges while maintaining a focus on strategic objectives and organizational growth

• Design efficient organisations and lead HR transformation for the company’s technical departments (Innovation, Broadcast, Digital, Strategy)• Drive innovation in our approach to Talent Development, Compensation, Recruitment and Organization Development, Talent Development, Performance Management, Compensation, Training and Employee Programs• Use creative thinking and creative approach to problem solving on a daily basis, in order to lead a broad range of HR responsibilities• Handle Employee Relations and conduct dialogue with employee delegates : chair employee delegates monthly meetings (DUP - Délégation Unique du Personnel and and CHSCT - Comité Hygène et Sécurité), deal with trade union delegates on individual and collective concerns• Manage 2 HRBPs

• Restructured the 2 existing call centers based in Paris and Rennes, merged existing resources into a single call center, which resulted in closing Paris call center (6-month ‘plan social’ closure procedure).• Conducted labor negotiation with in-house unions to reach a collective agreement on working time in Rennes call center to ensure appropriate call center coverage.• Conducted dialogue with employee delegates: chair employee delegates monthly meetings, deal with trade union delegates on individual and collective concerns, participate in Group’s works councils (CE) and health and safety committee (CHSCT) for any call center related issue• Day to day tasks included: monitor productivity metrics (call volume, resolution time, customer satisfaction) and HR metrics (absentee rate, turnover), provide managers with expertise and hands on support in workforce planning, employee relations, and change management, manage, recommend and implement remedies on employee relations issues (to include conducting thorough and objective investigations, assessing risk, and determining appropriate disciplinary actions) • Manage HR team of 3 representatives

• Transformed the organization in a way that aligned with business strategy and lead a complete renewal of management board, • Recruited 60 engineers every year, with an ability to recognize how a candidate’s technical experience complements the company’s technical needs. • Oversaw disciplinary actions and managed HR records, performing exit interviews Work closely with senior leaders and managers of 4 technical departments (IT, Infrastructure services, TV engineering and Apps) to provide expertise and hands on support in multiple areas including: workforce planning, employee retention and relations, engagement, coaching, performance and change management, annual appraisal plan…

• In charge of HR management for 2 IT Departments (IT operations and Web)• Recruited an average 40 engineers per year in 2011 and 2012• Responsible for comprehensive human resource program, including: recruitment of qualified applicants (40 engineers per year); employment and orientation services; retirement processing; administration of employee benefits; compensation and labor market research; employee relations; administration of performance evaluation programs and salary reviews, training plan (1M€) and the staff employee grievance process.

• Recruited to formulate and execute Disability and Diversity plan : developed company’s first-ever standardized policy on Disability (1M€ budget), negotiated company’s yearly Diversity agreement with the unions, provide guidance and consultation to HR generalists, managers and employees, trained 250 managers on interviewing techniques and best practices on Diversity• Also in charge of Campus Recruitment: Developed and maintained optimal relationships with university staff and student organizations; Planned and designed an efficient campus hiring calendar, devised creative recruitment events aimed at students of our target universities

• Sourced and qualified engineering candidates for Google’s EMEA offices • Develop policies and programs to attract, retain and promote a diverse workforce • Develop training programs to educate recruiters on sourcing techniques

• Recruitment of interns and new grads (150 interns sourced / year)• Manage the apprenticeship tax ("taxe d'apprentissage") for L’Oréal 30 subsidiaries (1M€) • Sourcing of disabled people