Pauline Labatte
Human Resources Business Partner for the A350 programme, Airbus Op SAS
As HRBP for the A350 programme , I am currently in charge of implementing HR policies & campaigns (e-g salary review,bonus,mobility,recruitment,people review,competence management,training..)for all the A350 programmme employees I am dealing with(around 250 Engineers).I am supporting/challenging managers in their day to day activities on HR subjects & queries.
In this frame, I am also supporting the change by implementing different action plans aiming at improving engagement:Deployment & implementation of a newcomer day (at transnational level), team building sessions,engagement action plans with managers,mobilization events, best practises workhops,soft skills training/programs...
49 contacts-Administrative Management of Personnel: Daily requests of employees (Vacation, requests for temps and part times…)
-Recruitment and Salary proposals for "cadres"/white collars population.
-Mobility management
-Career management
-Performance review & calibration
-Salary review management
-Promotion Management
-Interface with managers for all HR processes/topics
-Change management : Engagement actions plans, team building sessions, Engagement survey follow-up, team boosters'organisation/coordination at transnational level
-Project management: deployment of a new English training for white collars, implementation of an Induction programme at transnational level for A350 employees, HR day organisation
- Dealing with Unions
2010 - 2010-Implementation of different career paths for Finance employees at a transnational level: identification,classification of professions and design of different career path bridges “in” and “out” of Finance.
-Assistance & Support on the “EADS HR Admin process reengineering” implementation and follow-up.
2010 - 2010-Administrative Management of Personnel: Daily requests of employees (Vacation, requests for temps and part times…)
-Recruitment and Salary proposals for White and Blue Collars.
-Mobility management
-Performance calibration for White collars.
-Promotion Management
-Interface with managers for all HR processes.
2009 - 2010- Training action plan implementation: program meant to improve the interpersonal and managerial skills of engineers (Leadership, Intercultural Communication, Feedback...)
- Workshop Organization on « good managerial practices » to improve the implication of Engineers.
- Action Plan Implementation: « Boost Mobility » aiming at incrementing functional and/or internal mobility of engineers.
- Implementation and Management of VIE/VIS within the Engineering Department.
- Extractions and Analysis in BW (Business Warehouse) of reports regarding attrition rates at engineering level: (Absenteeism, headcount status, mobility, percentage of departures, percentage of hires…)
- Assistance & Support on HRIS tools (P&D, e-recruiting, BI)
- Assistance in Recruitment Procedures: Management of Requests for personnel through the e-Recruiting tool, assistance in Interviews and administrative/contractual procedures for the new hires.
- Support in promotions and annual salary increase processes.
- Administrative Management of Personnel: Daily requests of employees (Vacation, requests for temps and part times…)
- HR Project Management: Implementation of the RASCI model to several Transnational HR processes to improve the process ‘efficiency within the team.