Bull (Paris)
- Talent manager/Resources development
2007 - 2012•Creating, developing and implementing a worldwide fast tracker management program
•Responsible of the selections and nominations of talents worldwide.
•Implementation of Caliper (psychometric test)
•Development of a top leadership group program.
•Selecting leaders and directors to follow the program.
•Management for the People review worldwide including talents as well as key people developments and promotions.
•Responsible of the development and implementation of a succession planning strategy worldwide.
•In charge of the international mobility process and selection of candidates.
•Build and maintain relationships with HR managers as well as local regional directors to ensure the commitment and delivery of the people review and talent program strategy
•Responsible for Key positions in recruitment .
•Identification and development of key people.
•Member of the HR executive committee and decision making regarding the HR group policy
•Diverse HR projects such as a worldwide implementation of a new yearly personal management and development review.
•Development of team building events (financial department).
Recruitment manager Nov 2007 – March 2009
•Responsible for the recruitment (France and international) within different departments such as Telecoms, Product and system, sales and the East part of France (Strasbourg / Nancy).
•Developing the international recruitment as a whole.
•Attending international recruitment fairs and events.
•International recruitment in Europe.
•Developing and improving the relation between several engineering schools and Bull SAS.
•Promoting Bull SAS within students fairs and professional recruitment events.
•Organizing and managing a monthly compulsory social meeting with the different representatives of the trade unions.
•Overall relation between external recruitment agencies and Bull SAS
•Training and manage two colleagues in order to improve their recruiting skills and pull their professional competences up.
•Ensuring the coherence at all managerial levels in terms of recruitment.
•Interviewing and evaluating candidates
Recsel International (London)
- International recruitment consultant
2006 - 2007The initial focus on developing our candidate base (financial auditors). Largely focused across all 25 EU countries as well as occasional projects in the US and elsewhere.
Networking across established and new contacts to find specific candidates across different countries in Europe. Developing new contacts from scratch. Implementation of a candidate research network in English, French and German. Managing the Recsel expatriation forum.
Providing weekly forecast, managing yearly budget
Generating sales leads. Implementation of a business reward program.
Interviewing and evaluating potential candidates and finding an appropriate solution to their needs.
Helping candidates with potential expatriation contract and process. Promoting expatriation across Europe.
Proactively developing new clients. Developing relationships with senior managers in our established client portfolio – this includes the largest and most successful businesses in Europe as well as leading Fortune 500 groups with a presence in Western Europe.
Help develop Recsel International as a whole.
