Key Achievements at Zennio- Developed and implemented a high-performance culture and employee experience strategy in a rapidly growing multinational technology company. This initiative focused on fostering alignment across the headquarters and subsidiaries to drive consistent performance and employee engagement.- Designed and rolled out a competitive and market-aligned compensation policy, tailored to meet the diverse needs of both the headquarters and regional subsidiaries. This included the integration of a comprehensive performance evaluation system featuring Management by Objectives (MBO) incentives, which tied employee rewards directly to the achievement of specific, measurable business goals.- Implemented a robust performance evaluation process that linked individual objectives with overall business outcomes, promoting a results-driven culture. This process involved setting clear, measurable goals and providing regular feedback to enhance both performance and professional development.- Led the successful launch of a new employee portal and Applicant Tracking System (ATS), significantly streamlining HR processes, improving the employee experience, and optimizing recruitment and onboarding across the organization.- Developed and aligned HR policies across the headquarters and subsidiaries, ensuring consistency and compliance with local regulations while supporting the company’s strategic goals. This was achieved through a strong business partnering approach, collaborating closely with leadership teams to address specific regional needs and challenges

HR DirectorSpecialist in Compensation Strategies and Organizational Development in the Telecommunications and Aeronautics IndustryKey Achievements:Retention Strategy Implementation: Leveraged data analysis to identify key drivers of employee turnover, leading to targeted retention strategies that reduced turnover by 15%.Compensation Policy: Led the development of a total rewards strategy based on a Willis Towers Watson study, ensuring competitive and equitable compensation across the organization. Additionally, I trained managers on the implementation and management of the compensation policy, aligning it with broader organizational goals.Recruitment Optimization: Implemented a data-driven approach using predictive analytics, reducing time-to-hire by 40% and achieving over an 83% success rate in new hires for critical roles within the telecommunications and aeronautics industries.Employer Branding: Designed and executed employer branding strategies that positioned the company as an employer of choice, attracting top-tier talent for critical technical roles.HR Dashboards: Developed and managed Power BI dashboards that provided real-time insights into key workforce metrics, enabling data-driven decision-making and increasing HR management agility.Employee Wellbeing Initiatives: Designed and implemented impactful employee wellbeing programs under the initiative "Centum GoodVibes," significantly boosting employee engagement and satisfaction.Learning and Growth Models: Launched the "Centum Learn & Grow" model, focused on professional development and creating continuous learning opportunities for employees.HR Business Partnering: Established a business partnering approach within HR to improve workforce performance and optimize recruitment and retention processes.KPI Management: Defined and tracked key performance indicators (KPIs) related to talent management, training, and succession planning

Talent Management:• Development of the department's strategy (Excellence and satisfaction)• Design of a performance evaluation program (1800 pax)• Learning program based on virtual reality technologyCompensation & Benefits• Analysis and job description’s creation• Job evaluation (VPT) and creation of payscale• Responsible for the annual salary review process: (more than € 300 k budget) Internal equity improved more than 70% (0.84)• MBO and top management incentive program• Design and development the global benefits program (Flexible remuneration, employee discounts)Talent Acquisition & employer branding• Talent acquisition strategy and KPI’s objectives• Implementation of the new digital hiring process that reduces the contracting time and contracting cost by more than 20% (+900 contracting per year)• Deferred video interview and development of a chatbot• Employer Branding: definition of EVP and the employer's brand strategy, creation of communication plan, collaboration with marketing and internal communication for creative screens, videos, creation of the talent ambassadors program (15% of our employees)• Talent acquisition KPI Dasboard• On-boarding program Internal communication• Internal communication strategy (Informing and listening)• Project leader to design and develop our new digital internal communication APP (IOS & ANDROID)Control and reports• Drawing up Mensual, Trimestral & Annual HR COST report, Budget and Forecast: POS, HQHR analysis• HR ANALYTICAL STRATEGY: Design and develop the GLOBAL HR KPI PLAN• Prepare business management reports of operational reports and human resources metrics – Microstrategy• Preparation of advanced reports and analysis for COVID Crisis / collective agreement / EINF 2018/2019Transversal HR actions.• Advise senior management in making difficult decisions regarding the organizational structure of the department, compensation, talent acquisition, development.

My goal is to transform Viena’s organization into a place that inspires and supports our employees to the best work delivery and customers success.Designing or shall we say Re-designing the organization’s structure to maximize effectiveness and productivity in a friendly environment is one of my priorities. My actions have improved internal equity by 70% as well as invited employees to work together thanks to a new approach in the reward system where transparency and trust lead our actions. Working closely with stakeholders, coaching and supporting them regarding HR issues & HR processes is also another priority in the HR transformation as a corporate HR C&B - business partner.Design & Develop the total reward policy - 1800 employees - 3 collectivos - Team : 1 PaxGlobal Compensation and Benefits manager:• Leading Position & structure analyses project - Job Description and internal/external Equity-based compensation/PayScale• Responsible for yearly salary review process: guidelines and follow-up with top managers.• MBO & Benefits Management: *Design & implement the HQ yearly incentive plan• Working on improving awairness regarding the Total reward Design & planified Flexible remuneration implementationHR Controlling :• Drawing up Mensual, Trimestral & Anual HR COST Report and specifc Kpis : POS, HQ • Drawing up anual Corporate, POS & Production center´s HR Budget/Forecast (up to 30M €)HR ADMIN & LEGAL Spanish Market :Supervising/Improving/Controling Payroll process

HR ANALYST & REWARD C & B - World Wild - DESIGUAL (>5000 employees)Main tasks and responsibilities:HR Analyst – C&B Analysis, Design and Implementation of the 2016 raising salary campaign Specific AD-HOC Retail analysis, HR Cost; Bonus & Reward; benchmarking;Design and improve process - Innovation Making up new reports/cuadro de mando RRHH to lead to greater value the HR organizations Improving current process through the HR Admin & Payroll DepartmentHR Controlling Elaboration, negotiation and control the Global HR DESIGUAL´s budgets Drawing up annual budget and Forecast ( HQ – RETAIL – DPTS) Controlling deviation - set up HR cost reports to executivesHR ADMIN & LEGAL – Accounting Transversal management to deal with new Accounting projects and Issues Consulting new countries legislation – Translating information into HR Cost impactTeam of Two persons

Main tasks and responsibilities:Leading global HR project such as : Building / Analyzing KPI / Reporting highlights (Director RRHH / Manager RRHH)  Creating and improving current HR tools for the HR manager and the Team Analysis C&B Versus French Retail Market - BenchmarkingSupplier-customer relationship responsibility CEGEDIM Implementation project to go-live Leading interface implementation thought SAP Leading new payroll project implementation (DNS)Payroll Manager / Personal Administration (700 employees) Coordinating Payroll department on a global level (2 persons) Administer HR-related documentation, such as contracts / Notice of dismissal Ensure the relevant HR database is up to date, accurate and complies with legislation

Main tasks and responsibilities: --> Perform all work efforts outlined in the ASAP Methodology that are typically assigned to consultants.Single Point of Contact with clients: HR Outsourcing for large French client Building the KPI Reporting highlights Monitoring the development of projects: training, time, cost and effectiveness Increasing the HR performance of clients Support clients in defining SAP HR business processes. Optimizing country-specific legislative compliance SAP HR configuration Providing local payroll outsourcing solutions: particularly on the payroll side Document business requirements and procedures. Analyze business requirements and develop effective configuration solutions. Perform post go-live production support activities.Main clients : Man - General Motors France - Pfizer - SPIR - Cameron

I took the lead as an intern to improve the Marketing campaign of a specific product for several months. This position allowed me to discover what was about being a marketing product manager. All of my skills and my knowledge has been implemented in this course. My missions:Management of marketing campaign to increase in value lighting and heating productsBenchmarking - Competitor analysis - new communication supports creation

Doing an internship in a start-up provide you with the oportunity to developp and lead several projects and see them going live.Basicaly, I made the communication policy and strategy:Graphics standards elaboration - new communication supports creation (website www.ixsane.com, sales brochure, posters) - exhibition stands ENVIRONORD organization