Glen Dimplex / intuis is the world leader in intelligent electric heating and renewable energy solutions.We create, develop and manufacture innovative products and solutions for living and working environments.As a privately owned, business with a 50 year heritage in manufacturing, our Group is alive with entrepreneurial spirit and driven by a steadfast belief in people and partnerships.We work across an international footprint in heating and ventilation, flame, precision cooling and consumer appliances. Our portfolio of products and solutions span the living and working environment, all created with a simple and shared mindset of empowering daily life.https://www.glendimplex.com/en-ieNous imaginons, concevons et développons des solutions de confort thermique pour l’habitat intelligent, durable et écologique.La révolution bas carbone passe par nous. Arrêtons de faire semblant d'agir !Les axes forts de notre action : l’indispensable lutte contre le réchauffement climatique et le non moins indispensable renforcement de l'emploi dans l’industrie française.Fier de notre travail !

Switzerland's Emil Frey, founded in 1924, is Europe's No. 1 dealership group based on revenue in the automotive industry. Retail + e-business leader.• Emil Frey France + Belgium => 6 bn €uros turnover and over 10.000 employees.• Emil Frey Group => 14 bn €uros turnover. #6 in the world and #1 in Europe.• Our brand: https://www.autosphere.fr/

SIG is a leading supplier of specialist construction materials, distributing throughout the UK, Europe and the Middle East. From groundworks to the roof and everything in between, SIG deliver the full range of specialist materials to the construction industry. SIG is a FTSE 250 company, with a group turnover of circa €2.6bn. My role is to create the people strategy that will support SIGers in realizing their ambitions, in a lean organization (210 locations, +2000 employees). ► Manage HR team of 20 employees covering all the HR function.► In 2012, there were 2 HR services oriented strongly toward personnel administration with an unreliable HRIS and unsustainable HR processes, with a lack of skills. Together, we redesigned a robust HR service model with the Group (7S Model) for an international class HR function in a global & matrix organization, and recruit in France more experts in Reward, T&D, Recruitment, HSE.► Digital not native (but almost) => Drive digital transformation to reimagine employee experience with a new robust HRIS infrastructure, fit for the future: externalisation of payroll constraints, manage a learning management system designed for +2000 ees, build and manage our Intranet to support the long-term HR shared service delivery goals across our global Platform.► Established and standardized a recruitment process for the company by implementing an Applicant Tracking System with line managers access.► Great place to work challenge: implement engagement survey with credible third-party, cascade results and develop action plans (turning ideas into reality), recognition scheme, company employee handbook, etc.► Designed and implemented multiple complex transformation projects: SIS and LTIP with legacy issues, acquisitions, quarterly newsletter, CSR events, new Employee Value Proposition (we built a personalized, technology-empowered work experience that is career defining).♦ Since 2014: lecturer at University Paris 13, Paris 9, Sciences-Po, etc.

Sonepar is an independent family-owned company with global market leadership in B-to-B distribution of electrical products and related services. With 16.3 billion euros of revenue (31 December 2013), Sonepar is represented by 190 entities operating in 40 countries on five continents.Partner with the CEO (& owner) to ensure that the people agenda has a strategic plan that complements the broader business objectives over the short-medium and long term, through transformational change. As the HR Director, I am a trusted advisor and strategic partner to the business leaders with responsibility for policy and program formulation and the development, implementation and delivery of all HR management in the context of the globalization of the overall HR function.► 2011: technology evangelist => organize training to implemente a SAP solution (SAP HR/HCM) reshaping supply chain: huge cultural change for a family-owned company.► 2010: change management program => create a quarterly newsletter to ensure employees are informed, aligned and engaged with key business priorities and the Agidis vision and mission. ► 2009-2011: I have written, presented to the works council, and implemented successively 3 redundancy plans, in three different locations. Manage the process of exiting people who are leaving and energizing those that are staying.► 2009: focus on developing and overseeing salary planning and companywide bonus programs, monitoring the payroll and approve job openings.► 2008: create an UES with the works council and manage monthly meeting. Create a strategy to retain key people within acquired businesses and to ensure succession plans are in place for key people.► 2007: complete culture shift for the HR Team, from an administrative function to especially HRBP.♦ First keynote speaker experience about "help young managers brand themselves professionally - showcase your experience".♦ Second experience as an investor and co-owner of a web platform: www.YouGreater.com

Since 1933, Adyal has been a major, independent player for real estate services dedicated to businesses and public buildings. With 26 locations nationwide, it advises more than 400 clients for more than 1,000 Property Management assignments, and coordinates and controls 1,500 sites, totalling 12.000.000 m², in Facility Management.► Adyal PM Capital is a 25 employees subsidiary of Adyal.► Financial performance relative to the 2005 budget: up 21% of sales and improved operating income and net income (positive).► Senior stakeholder management, supported by robust management reporting.► Established change agent and proven adapter - breadth of experiences ranges from start-up environment to acquisition to down-sizing: 24% reduction in payroll.

Build and develop world-class global teams to help Adyal achieve transformative results:► Collaborate with business clients and the broader HR organization to ensure a unified HR delivery approach.► Work with business executives and HR Center of Excellence to develop or modify strategies and programs to more effectively meet business needs and align with the Adyal culture. ► Drive HR operational excellence: staffing systems, hiring, performance review processes, position descriptions, transfers, relocation, exit interviews, promotions, associate inquiries etc. Adapt global toolkits for local execution.► Identify, assess, and recruit world-class talent globally.► Ensure effective execution leading organizational strategy that includes establishing clear roles & responsibilities, job leveling, opportunities and reporting relationships.► Establish processes and standards for organizational structure, recruiting, compensation, benefits, and other HR policies: a welcome move away from the "tick-list approach", "more and better engagement with operational employees".► Assess, manage and consistently optimize all outsourced vendors of HR capabilities and functions.► Assessing, Exiting, Integrating & Energizing New Acquisition Personnel.► Leader of downsizing plan (negotiation and implementation) including individual dismissal procedures. ► Management: cost of the HR function per employee -17%, while training +72%.► Advise and council managers and associates on employee relation matters including performance problems, conflict resolutions, disciplinary matter and legal compliance.► Ensure effective implementation and utilization of the HR support model; guide employees to use the model effectively and ensure established policies and processes are followed.► Develop and manage annual budgets, perform periodic cost/productivity analyses and implement improvement initiatives.

Challenged to immediately negotiate two collective bargaining agreements and bring company in compliance with state employment laws:► Social and Labor Issues: challenge the status quo and therefore responsible for the Group’s Employees Representation Bodies => Works Council (organization, preparation, relations with experts, co-facilitation and Chair of Select Committee like DUP), OSHA and French national union’s representatives.► Denunciations and coordination of successful negotiations about profit sharing and shorter 35 hour week (22 to 12 days) with five representative trade unions.► Chair of the Works Council and its various unions & employee representatives joint commissions.► Switch health benefit provider, ending a five year Relationship. Identified new provider, negotiated terms, saved over € 220 k per year, and provided better benefits to +500 employees.► Slashed recruitment/temp agency fees by revamping recruitment strategies and bringing function in-house.► Initiated changes to the performance management system to correlate performance ratings to awards.

Kuehne + Nagel Group has grown into one of the world's leading logistics providers and has more than 1000 offices in over 100 countries, with over 63,000 employees. KN is a listed company (KUEHNE+NAGEL INT N :SIX Swiss Exchange).► Mission: create the position and earn the HR function a well-deserved seat at the leadership table. Stop this project and repositioning HR under the responsibility of the Finance function. Not a successful experience.

♦ 2002: first experience as an investor in a childcare company (Ô Bambinid).

Steelcase is global leader in workplace solutions, a publicly traded company (STEELCASE INC: NYSE) with fiscal 2014 revenue of approximately $3 billion. The leadership team is based at the global headquarters in Grand Rapids, Michigan, USA. A sampling of some of my accomplishments and responsibilities include:► Recruitment: ensure the business attracts the best people to deliver its business plans => 25 local staff on permanent contracts in two years, 92% of executives. Coordinate schedules for interviews between applicants and interviewers; conduct meetings for debriefings, discussing applicants’ performances, as well as feedback on the recruitment process as a whole.► Administer and process all paperwork for new hires, such as employee agreements, equity plans, health insurance, and payroll; conduct new employee orientations to answer any questions about eligibility, salaries, benefits and all other related information.► Compensation & Benefits Management and calculation of annual bonus (France and UK), rebalancing the variable remuneration policy, collaboration with Hewitt Group.► Mission driven organization: the appeal of developing the mission about engagement and workplace that guides the culture and behavior of our organization is extremely high.

3F Real Estate Group manages nearly 190,000 social housing in France. 'Profit with purpose’ organisation, creating amazing social impact. ► Audit of HR services: management, payroll, recruitment, career management, training, social, HRD position. Implementation of the recommendations.