Vincent Smolders Email and Phone Number

📍 𝐒𝐜𝐨𝐩𝐞:18 plants, 3 warehouses, 2 international Head Quarters HR Executive Leadership Team Global IA & Vaccines3 Legal entities, 3 central works councils president, matrix and international organizations13500 Permanent contracts managed with an HR Team of 80 members📍 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 & 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬: ❍ Definition with executive leadership, the organization’s long-term mission, goals and identifies ways to support this mission through: ▸ Talent management ▸ Strategic workforce planning (jobs/skills) ▸ Employee relations❍ Lead business transformation “Play to win” of Sanofi: ▸ Carve-in CHC ▸ Carve-out-IPO API (Active Pharmaceutical Ingredient) ▸ Creation of the MRNa R&D Center of Excellence ❍ Lead strategic HR negotiations and define the negotiation mandate for local negotiations (working time increase, voluntary departure plan, work hardness reduction, etc)❍ Lead Talent Management: ▸ Designing and delivering leadership & employee training programs ▸ Coach and advice leadership teams and business leaders ▸ Building successful succession plans based on a new talent metrics ▸ Improve Individual development plans based on 70-20-10❍ Provides insights, guidance and leadership to the human resources management team❍ Total rewards: ▸ Implement new performance assessment system ▸ Annual merit increase negotiation ▸ Validate the new packages ▸ Oversees the total annual remuneration budget ❍ Planning and executing DE & I related activities❍ Definition of the HR department budget and oversees the organization’s staffing budget❍ Enforce compliance with laws, regulations, code of ethics and audits requirements. Endorse the disciplinary proceedings (termination included) and coordinate with lawyers and legal department, the strategy in case of litigation

📍 Scope: Member of HR vaccines executive committee, managing a team of 38 members6400 employees located in 3 plants, 1 global headquarters, 1 Hub R&D vaccinesVaccines central works council president📍 Responsibilities & achievements: ❍ Project “Agility” leader: ▸Organizational design ▸Definition with the business of the mandate, lead the negotiations focussed on working time increase & local mandate definition ▸Close work with Payroll center of excellence to parameter the new agreement ❍ HRIS (Human Resources Information System) : Workday deployement ❍ Strategic workforce planning implementation (Jobs, skills and future capabilities)❍ Collaborates with senior leadership to implement the new strategy and the culture change “Dare”❍ Identifies staffing and recruiting needs; executes new Talent acquisition organization model (COE) ❍ Collaborate with 6 GBHR on the new Talent in motion vaccines program: ▸new talent metrics dashboard ▸HIPO specific acquisition and retention strategy ▸New model of potential assessment ▸Dual career ladder implementation for R&D, ▸Career compass ▸Individual development plan improvement 70-20-10 model ▸New succession plan method❍ Global Well-being program management❍ Mentoring program co-lead ❍ Creation and facilitations a development program for middle management : Management essentials, Absenteeism and disabilities management, coaching, expected managerial behaviours specifics session : active listening, challenge, Dare, legal day to day basics for managers ❍ Oversees the total annual payroll budget & negotiate the annual merit increase with unions❍ Definition of the HR department budget and oversees the organization’s staffing budget❍ Enforce compliance, endorse the disciplinary proceedings (termination included) and coordinate with lawyers and legal department, the strategy in case of litigation

📍 Scope: 2400 employees, 1 plant and 1 warehouse, managing a team of 9 members, HR Vaccines Extended Leadership team member📍 Responsabilities:❍ Collaborates with site leadership team to determine the optimal the strategy, organization’s goals and staffing needs❍ Performance and talent management: ▸Productivity, low performance and performance improvement plan oversees, ▸Coaching & mentoring from shop floor to top floor ▸Personal development Sanofi programs implementation and facilitation: “Navigating your career”, “Power of feedback” “Challenge your bias”, “Change management” ▸Succession planning improvement on key & leadership team jobs ❍ HR Academy member: design of the HR competencies surveys & HR business partnering journey❍ Recruits, interviews, hires, and trains new staff in the department❍ Level up the maturity of my HR team by using metrics and high professional expectations ❍ Collaborate & implement the center of expertise core model: payroll, learning & talent acquisition ❍ Monitors HR budget but reinforce the staffing budget & performance reviews ❍ Oversees the administration of human resource programs including, compensation, benefits, and leave; disciplinary matters; disputes and investigations ❍ Oversees the daily workflow of the department

📍 Scope: 1300 employees, 3 plants, 1 R&D hub, managing a team of 14 members, Member of the french leadership committee📍 Responsabilities:❍ Nestlé Continuous Excellence leader on the Leadership development pillar & gate assessment for others French sites: ▸Internal Master coach - GROW model ▸Expected behaviours trainer (challenge, active listening, feed-back (DESC), practice open question ▸Goal alignment best practices ▸Individual development plan 70-20-10 model implementation ▸Span of control & # layers optimization ▸NCE Trophy on simplification: redesigning packaging line, visual management and continuous excellence meetings (daily, weekly, Monthly and quarterly operational reviews) ❍ Voluntary departure plan negotiation and management: -120 permanent employees ❍ Occupational health manager ❍ Administers or oversees the administration of human resource programs: payroll, compensation, benefits, training, leave and disciplinary matters❍ Monitors and ensures the organization’s compliance state, local employment laws and regulations, and internal procedure ❍ Works council & labour relations management❍ Develops and implements departmental budget.

📍 Scope: 1500 employees, Managing a team of 29 members, Member of the leadership committee📍 Responsabilities:❍ Coordination of Legal strategy with lawyers and global Headquarter ❍ Economic crisis consequences management with : ▸Restructuring & staff reduction plan: - 817 permanent contract ▸Partial unemployment measures ▸shutdown❍ Legal Dispute Management & Conduct mediation. ❍ Public administration legal representant (labor inspector, prefecture, police head)❍ Crisis communication management internal / external in a high emotional and aggressive context from employees: ▸2 sequestrations ▸Deliberate damages (thefts, personal vandalism, arson)❍ Works council & labour relations management❍ Protection service measures for leadership team & relatives❍ Psychosocial Risk management, training facilitation with a social psychologist expert “how to manage high emotional and aggressive situations”❍ Monitors and ensures the organization’s compliance state, local employment laws and regulations, and internal procedure ❍ Administers or oversees the administration of human resource programs: payroll, training, leave and disciplinary matters

📍 Scope: 1500 employees, Managing a team of 29 members, Member of the leadership committee📍 Responsabilities:❍ Night shift HR Manager, full manufacturing stage (raw materials, body shop, injectable shop, paint shop, assembly lines, QC) ❍ Weekly performance review with Toyota Japanese coordinators ❍ Toyota way (culture): mutual trust coming from Lean manufacturing process & people development as a problem-solving method❍ Induction training & Toyota culture onboarding management ❍ Lean manufacturing: regular Gemba walks, Toyota production system workshops, Muda campaign facilitations & coordination ❍ Monitors the staffing budget & run quarterly individual performance reviews with business leaders❍ Absenteeism follow-up with the 26 group leaders & 6 area managers❍ Engagement reviews (ADEIOS) for all team members❍ Oversees the administration of human resource programs including, recruitment, training programs management, disciplinary matters; disputes and investigations❍ Kanri Nouriyoku Program - Kan-Pro A3: “from multicultural to intracultural”

📍 Scope: 530 Employees, managing a team of 4 membersHR Manager France generalist for Electrolux logistics (230 HC) )HR Talent Acquisition & People Development Manager for Electrolux Home products (300 HC) - Sales representative B to B & B to C📍 Responsabilities:HR GENERALIST : ❍ Works council & labour relations management❍ Administers or oversees the administration of human resource programs: payroll, training, leave and disciplinary matters❍ Legal Dispute Management ❍ Agreement negotiations (profit sharing, working time) ❍ Public administration legal representant (labor inspector)❍ Monitors and ensures the organization’s compliance state, local employment laws and regulations, and internal procedure PEOPLE DEVELOPMENT MANAGER ❍ Jobs and skills mapping ❍ New onboarding program design and implementation ❍ Talent reviews & succession plan effectiveness improvements ❍ Compensation & Benefits: ▸Sales force premius negotiation for a more challenging system & organizational design regarding new retail and distribution channels (GSS, GSB, E-business)

270 Permanent HC, 3 Direct ReportsHR Generalist