Pascal Lobry
Dir. Ressources Humaines & Communication SPIE Oil & Gas Services, Spie
Senior manager in Human Resources, 10 + years managing international HR networks, mainly in oil & gas, pharmaceutical, manufacturing and high tech industries.
Perimeters of 5,000 + employees. Involved with top management, researchers, engineers, sales teams and blue collar staff. Created twice the complete HR function, network and culture on a worldwide basis (Europe, the Americas, Asia, high and low cost countries).
Talent and change management. Communication. Negotiation. Labor issues. Various experiences of mergers, acquisitions and divestments.
Can speak and work in fluent English, French, German, Spanish and Portuguese.
206 contactsdeployment and management of an international HR network
international mobility
attraction and retention
industrial relations
2007 - 2007restructuring of the headquarters
change management
2005 - 2006change management in R&D (globalization between Europe, the US and China) and Operations worldwide (empower Operations staff to manage successfully outsourced manufacturing)
(mission endorsed by EIM, till August 2006)
2000 - 2004Chief HR officer in a hightech branch (Security Systems) resulting from acquisitions, 7 divisions, 10 plants, 5,000 down to 4,000 employees, sales € 750M, technological and industrial moving environment.
Management of the worldwide HR network. Renewal of top management lines, career management, coaching. Drastic reduction of management staff turnover (by 70%). HR support to turnaround, downsizing and relocation plans. Reduction of the total headcount by 1000 within 2 years. Negotiations with unions, collective bargaining. Involvement in due diligence actions at Group level (both acquisitions and divesting, Europe and North America).
1999 - 2000Functional role created at the headquarter level (turnover € 2.5 billion, 30,000 employees, 7 divisions, 70 subsidiaries outside of France) to support the rapid growth of its “non French” subsidiaries (+ 60% in 2 years up to 20,000 employees abroad).
HR support for the opening of 5 new plants in low cost countries. Implementation of a Corporate Compensation & Benefits department. Build up and management of a Corp. HR team.
1992 - 1998Human resources:
Created the HR function, staffed and managed the WW HR network, implemented tools and policies. Special focus on R&D, marketing and sales. Key appointments and career management. Change management. Supported the growth by opening and staffing new plants, labs and subsidiaries worldwide.
Communications:
Internal worldwide and regional magazines. Recognition programs. Corporate and financial communications.
1987 - 1992Operational HR role in a department store chain, focused on non exempt employees, covering up to 1,100 employees in several stores.
Labor issues and unions on these sites.