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Groupe SIG France
- HR Director (HR, HSE, Comms, CSR) @ SIG France & Switzerland
Malakoff
2012 - maintenant
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.
► Manage HR team of 18 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.
► Digital not native (but almost) => Drive digital transformation to reimagine employee experiences with a new robust HRIS infrastructure, fit for the future.
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Sonepar
- HR Director
Paris
2007 - 2012
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.
► 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.
► 2008: create a UES with the works council and manage monthly meeting.
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BNP Paribas Immobilier - Promotion - Immobilier d'Entreprise
- Managing Director
2006 - 2007
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.
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BNP Paribas Immobilier - Promotion - Immobilier d'Entreprise
- Group HR Director (France & Benelux)
2004 - 2005
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.
► 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".
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BNP Paribas Immobilier - Promotion - Immobilier d'Entreprise
- HR Manager
2003 - 2004
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.
► 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.
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Kuehne + Nagel
- HR Director
Arcueil
2002 - 2003
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.
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Myself
- World tour with my wife
2001 - 2002
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Steelcase
- HR Manager - Steelcase France and airborne (France & UK)
Paris
1999 - 2001
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.
► 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).
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3F ALSACE
- HR Associate
1996 - 1999
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.
