• An Experienced executive, with a strong track record in Consulting, Coaching, Training, Talent Development, Innovations, Change Management, HR transformation and Team management. • An Entrepreneurial-minded person, I have created two companies (Outline & CVMS) and " Intrapreneurial " by creating and developing Departments, Branches and Activities, which have become a real reference in terms of innovation and performance. • A Business track which combines various sectors - High Technology Companies (Telecommunication, Software Houses), Automobile and Transportation, Petroleum Industry, Insurance and Bank sector and Call Centers - with an offer of multi-dimensional and innovative consultancy. • A diversified experience in Sales, People Management, Marketing, Human Resources, Reengineering, Management Development, Coaching (individual & collective) and Leadership as well as Talent Development. • A significant experience at the international • Recognized by his Peers as Talent and Leadership Developer, who continue to explore the path of individual and collective performance.
Define the L&D strategy for the Group, in alignment with the HR and Business strategies 2022/2025
Define an ambition for the development of "New Ways of Learning" in line with the global HR strategy 2022-2025 and translate it into operational action and organizational principles. Ensure, in the framework of the "New Ways of Learning", the internal and external monitoring of the Best Practices in training and skills development and identify, evaluate and classify key providers.
Lead projects and initiatives resulting from this HR/L&D strategy 2021-2025 while ensuring good coordination with other HR 2021/2025 projects
Be responsible for the development and implementation of this ambition.
The Group supports all its customers - individuals, associations, entrepreneurs, SMEs and institutions – in the success of their projects through its financing, investment, savings and protection solutions : • 68 countries • 56 Pôles and Business Lines• 193 000 collaborators• 44,3 Md€ Revenue• 7,1 Md€ Net Result
STRATEGY, POLICY AND ORGANIZATION OF THE LEARNING, CHANGE & TRANSFORMATION DEPARTMENT • Define and deploy the IRB Learning and Development Strategy and Policy • Accompany & Support the Countries' teams: 17 Countries Head of L&D • Ensure, coordinate and guarantee the Group reporting, the regional consistency and the global efficiency of Learning & Development •Develop and deploy the sense of belonging, ensure consistency and facilitate the exchange of Best Practices among the countries and guarantee the level of excellence of Learning and Development • Create, Develop and Manage the Sub-Saharan Shared Training Center in Abidjan (Ivory Coast) (now called the BICI Academy) in response to the strategic ambitions in Sub-Saharan African Area. • Create, Develop and Manage the IRB e-Factory (Warsaw – Poland) in response to the BNP Paribas Group strategic ambitions of Digital Learning, • I create the e-Factory • Participate in and validate the recruitment of Countries " Head of L&D " to ensure greater consistency and implement higher standards of performance about cultural and organizational differences.
LEARNING & DEVELOPMENT • Accompany and support the Business and Function lines in the implementation of their strategies by developing some mutualized Learning Paths • Develop and Digitalize the Training offer with internal resources (eFactory) : eLearning, Rapid-learning, Learning Quizz, Mobile Learning, COOC, Motion Design, Business game, 360° Immersive Learning, Video-Learning (Internal Youtube), …. • Initiate a Social-learning solution link with some Knowledge Management operational communities • Develop and Digitalize the Classroom Training or the Project workshops with Digital Tools: Klaxoon or Stromz • Initiate, accompany and Manage the professionalization of the Learning and Development Team with a process of annual assessment and certification • Accompany and the support the two IRB programs of APAC Partnership • Participate in the strategic Group Program “One Bank for Corporate”
LEADERSHIP & CORPORATE CULTURE • Initiate, Develop and Manage a IRB Management and Leadership Development Path • Implement the Group strategy of Partnership and Openness Program for Talents • Pilot, Manage and ensure the realization of the annual Global People Survey (GPS) and the specifics Operational Pulse
CHANGE & TRANSFORMATION: • Coordinate, Support & Guarantee the implementation of the strategic Group Program across the IRB Countries, as well as widespread adoption of these: - The Digital Transformation Program (Digital Working) - The HR Digitalization Program (HR 20202) - The New Way of Working Program (Include: Flex-office and Teleworking) • Coordinate, Support and Accompany the IRB Head Office Good Place to Work Program • Support, Accompany and Coordinate the General Management and the Business & Function Line on the strategic and global Transformations Projects • Create the “Change Academy” to support and deploy a culture of "Change Management" in the IRB Countries
Hewlett Packard & EDS (Electronic Data System) - Interim Management
March 2009
to February 2010
Part-time
Issy Les Moulineaux
France
« Relaunch » the Project Management Plan (in emergency, after 6 months of standstill) : set up tools and methods, meet all the Project Leaders, re-focus and re-motivate them on theirs objectives, rationalize the communication and reporting system.
Coach and help the French Projet Director : Ensure consistency of the 3 major programs / GoLive (RH, legal, fiscal, finance and IT system), QTC (Quad To Cash - Business) and MOC (management Of Change), Help to be in a line with the EMEA and Wordlwide planning boards, Anticipate and report the deviation and the potential risks, Put in action the Project Leaders «less involve».
Manage and overlook the HR policy: Personnel management; HR development; Jobs management; employee orientation, development and training
Manage a collective layoffs (PPVD: Personified Plan of Volunteer Departures) going with the new strategic orientations of the Group
Establish and pilot the Compensation benefits for staffing after a job analysis, extended to France in January 2008
Conduct programs for employers, assume the job analysis, collect and review the detailed job information to prepare job descriptions
Ensure the quality of the corporate culture and play the role of mediator for the cohesion of the Corporate teams
Analyze the opportunity to implement an HRIS (for implementation in 2010), participate to the HR pole of reorganization for staff and supports functions (The Backbone Project)
Manage the internal Structure Mobility for the support and staff Functions:“Mov’Altran”, a key organization for the group
Manage functionally a team of HR support (Recruitment, Sourcing, Social Management, Pay, ...)
Build and realize the “French Car Policy” for the Group
Groupe ALTRAN - Training Technology and Methodology Institute (ISA)
February 2003
to December 2005
Full-time
Paris
France
Manage and Develop a Training Center - Promote and develop the skills and knowledge of the Consultants and Experts - Promote and coordinate a network of Managers, Consultants and Experts, and help them to build, to develop and to sell their training offers
Develop Skills and Operational Supports - Analysis and education advice: optimize the training budgets of the Group companies, assist them and develop of the annual training plans and educational assessment - Training Engineering: provide solutions for internal and external training needs and assist the consultants to formalize their knowledge - Communication Advice: prepare the Consultants and Experts to become recognized lecturers at shows and professional symposiums - Training skills development: professionalize the consultants to make them true educators and trainers
Insure the quality of the offer: identify the “Best Practices”, adapt the training and choose the Operational IMA trainers
Guaranty the quality of the integration cycle: audit the different courses, follow the quality of the trainers, train the managers and directors (Training of trainers and presenters)
Training, skill development and rallying the human resources
Coach the Managers and Directors
Organize, pilot and lead the seminars of “Change Management”
Backup the IMA trainers and presenters on IMA integration cycle
Developing the range of courses
Develop the range of technical trainings for the Group (more than 170 companies)
Structure and develop training modules for and with the IMA relay consultants
Recruitment and validation post training cycle of the “Business Managers”
Prepare people for the strategic orientations: organize and size the sales forces, launch new products and reposition products and services, develop and set up marketing and commercial action plans
Place people at the center of the organization: update the organizations (Sales Department, Sales Team, Supports Team, Production,...)
Develop managerial efficiency
Mobilize the actors (Sales force, agency network, partners’ network, ...)
Coach the managers (Advice, tools and method)
Operational management as “Interim Manager”
Develop commercial efficiency: audit the process of sales and update marketing approaches, train people on personal performance
Develop and manage the training: train the trainers, create tools and training supports, train sales teams and managers (Sales, negotiation, and meeting presentation techniques...), organize “Assessment Centers”, organize and present seminars of edutainment training.
Place the person at the center of the marketing strategy and optimize the organizations: merge the sales networks, update or set up new organizations, clarify and accompany the participants in their new missions
Develop the material skills: coach the manager, build their management tools, define and layout tools and methods of MPO and carry out missions as part-time regional director
Improve the commercial efficiency: audit the sales process and update the marketing approach, training management efficiency, sales development, negotiation and communication techniques
Mobilize and develop the human resources: find and recruit the best individuals, redefine the jobs and work out compensation and motivation systems
Help the Manager through strategic and operational changes: develop and carry out a Management by objectives strategy , build management tools (Efforts → Results), translate the general strategy into marketing and commercial priorities
Develop managerial skills: build management tools and methods, strengthen the skills of managers, regional directors and sales directors, coach the Managers in their daily job
Société Française de Messagerie Internationale (Chronopost)
January 1989
to March 1991
Full-time
Paris
France
Commercial Management: develop and follow commercial and marketing action plans, manage a team of sales people, promote a network of “Product Support and Mail Post Counselors”
Business Development: develop a portfolio of Key accounts customers
Coaching is a method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. Sessions are typically one-on-one either in-person or over the telephone. Direction may include motivational speaking. Training may include seminars, workshops, and supervised practice.
The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. The MBTI instrument is called "the best-known and most trusted personality assessment tool available today" and lt's "the world’s most widely used personality assessment",
Process Communication is at the same time a tool of communication, and a modéle of discovery and understanding of his own personality and the personality of others.
The understanding of the personalities gives keys to develop adapted strategies of communication, react of a way appropriated to solicitations, to construct in the short term of useful and efficient relations.
• Training in Communication • Training in Negotiation • Training in the Catch of date by telephone • Training at convincing Presentation • Training of Trainers • Training in Management
The Master of Business Administration (MBA) is a master's degree in business administration, which attracts people from a wide range of academic disciplines. The core courses in the MBA program are designed to introduce students to the various areas of business such as accounting, marketing, human resources, operations management, etc.
The Business School Program of IDRAC was conceived to form frames and leaders of firms of high level of tomorrow, in the field of management, and in a manifest international environment.
Pedagogic plan articulates around 5 fundamental points
The development of the personal capacities, self-government, the intellectual opening and the aptitude to evolve and to arrest change. Learn to be managé before becoming Manager
The development of competences by the acquisition of methods of academical and professional job and know-how;
A very strong opening on the firm and on the international dimension
An individual route which drives to professional insertion by an assistance on the professional and personal plans of the students
RECRUITMENT • Reorganize jobs, function and missions of teams, • Plan out and implement process of recruitment, welcoming and integration, • Search, identify and recruit the best, • Build and optimize incorporation plans of the news collaborators.
Advanced
MANAGEMENT • Build new systems of salary and motivation, • Set up tools of management and animation of human resources (SNAP, EAV,), • Audit and analyse individual skills according to new strategical orientations, • Know how to enliven an individual meeting (lead, analyse and debrief) and collective meetings.
Expert
TRAINING • Negotiate with the Partners Training (Legal and national training Organisation, HR population, Training manager, Social Partners), • Work out and optimize annual Plans of training,
Help a team of supervision for important change through a systemic approach
Good
Help the Managers at a key point of their professional life in a perspective of individual performances, validate their competences, coach the young managers in their job integration.
Advanced
Coacher of the Managing directors, Sales managers, Areas managers, Business Units Directors and Managers in situation of Management
Advanced
Train the "referent Managers" to be more performant in their job of "Coach"
TOOLS, METHODS, PROCESS AND ORGANIZATION • Lead Audits of sales process • Clarify and reorganize the process of Business realization to perform the business approaches • Build a business action plans, canvassing, development and client/customer loyalty programmes • Control the personal organization and improve the management of business territory • Optimize and perform the commercial, technical and financial Proposals.
Advanced
TECHNICAL • Gain new customers, launching of new products & services • Cross from the sale of "boxes" to the sale of "solutions", Cross from "advisory" sale to hight level of services sales, • Lead a network of distribution and develop animations tools in an indirect network of sale, • Negotiate by defending his margins with Key Account clients , Partners,... • Manage his time and its push through
The vocation of the Club DeciDRH is to federate Women and Men working in the area of Human resources, in search of returns of experiments and contacts of high
The Members of the Committee of Piloting: • Eric BACHELLEREAU - DGRH GROUPE - THOMSON • Joël BOURDENET - Directeur des Ressources Humaines - ALSTOM ITC • Philippe CHALMEL, Général, Chef de la Division Organisation et Ressources Humaines au MINISTERE DE LA DEFENSE Anne Marie CORSTEN - HR Director EMEA - CARRIER TRANSICOLD EUROPE • Xavier DUROCHAT - DRH Holding France et Corporate - ALTRAN • Régis LOZET - Directeur de la gestion des cadres dirigeants - GROUPE LA POSTE • Jean-Yves MASY - DRH France - ARCELOR MITTAL • Evelyne ROUX , HRGO Human Resources - Hewlett Packard • Catherine VIAL , DRH - GROUPE OCIL • Christelle VIGNEAU, Mission Détection et Suivi des Talents- Ministère de La Défense - DGA • Mickael TALMO , DGRH - SNCF PARTICIPATIONS
A Non-profit association 1901, created in 1947, ANDRH is professionals' biggest community of Human resources in France.
It gathers about 5 000 members, divided within 80 local groups on the whole territory, representing all areas of economical life, firms and public agencies and deprived of any sizes. Exchanges and life of network contribute to the mind of mutual aid which enlivens the association.
ANDRH contacts both the young persons following studies in schools or universities, and the Juniors of the function RH starting in function that it is operational or of direction, that in DRH in post office or in séniors.