Transformation and Management 2.0

Founder

Generation Y 2.0 - World(Freelancer - Started 3 years ago)

• Consultation on HR matters and Management for numerous clients
• Conference about Generation Y and New Management practices
• Training about Recruitment 2.0 in partnership with www.regionsjob.com

• The Generation Y 2.0 team founded in Australia and operating in France, UK and other countries, deliver a unique set of seminars, workshops, programmes and services that enable organisations and individuals to understand this entrepreneurial “Y culture”, to maximise their talents, to market to their needs, to gain competitive advantage, and to work across generations in order to leverage their combined capabilities particularly at times of change.

HR Partner

Inside RH - Manly - Australia(January 2006 - 2008)

• Creation of several retention, engagement and satisfaction surveys
• Consultation on HR matters and retention for numerous clients
• Speakings and facilitation of seminars in Australia, Asia and Europe
• Speaker at the HR summit and the AHRI national convention
• Development of the first “Retention package” improving retention by up to 20%

• Management of a team of consultants
• Business development
• Design of process and choice of tools from all over the world
• Adaptation of worldwide psychometrics tools in Australia
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• A few missions in HR from 2006:
• ARHI | Speaker at the AHRI national convention : Presentation of Generation YOU
• ANSTO (Aus. Nuclear Research) | Change management : Support of the HR manager with implementation of performance review
• AIM (Aus. Institute of Managt) | Facilitation of a seminar about the Key Talent Index with Tom Peters
• Big Fish (Recruitment) | Set up innovative recruitment process. Optimise and coordinate the activities of a large portfolio of consultants. Train research consultant to use ‘recruitment 2.0’ tools
• Club Med (French Holyday resorts) | Training of the executive HR team to generational management and diversity.
• HR Summit (Asia-Pacific's HR Event) | Speaker at the HR summit about generational management with Peter Sheahan.
• Intel business (Malaysian L&D solutions) | Development and delivery of L&D session in Asia and Europe. Training course on talent management including employer of choice practices and retention programs.
• MORF (Software Development) | Support business development. HR Manager Part Time. Advice and support on a wide range of HR matters including policies, procedures, training and development, recruitment and selection, etc.
• Netergy (Internet provider) | Sustain organisational development : Packaging of innovative tools for reward and recognition via the “Key Talent index”. Implement HR operational plans, policies, guidelines and processes in line with business plans
• Olympus (FMCG) | Provide evaluation tools to help to select candidates. Design of internal engagement and exit interview surveys
• Oregon Scientific (FMCG) | Develop HR capacities. Strategic planning to ensure HR meets the business’ needs. Work with existing recruitment providers for both long and short term priorities.
• Petronas, Malaysia (Oil industry) | Workforce and succession planing, Tailored succession planning identifies high potentials and future’s leaders.
• Qantas (Airlines) | Selection of cabin crew casual. Animation of an assessment centre with individual and group simulation
• Safi & Hyde (Recruitment) | Improve margins and recruitment efficiency. Design of a referral recruitment process to improve the quality of candidates
• Samsung (FMCG) | Consultation on HR matters and retention. Development of the first “Retention package” improving retention by up to 20%.
• Syntec recruitment (French RCSA) | Training on recruitment 2.0 practices. Training of recruitment consultants and design of new strategies to improve recruitment business.

• Inside HR is specialised in the employee career cycle and offers talent management consulting at an international level mostly in IT, CE and FMCG industries.

Principal Consultant and HR manager

Olivier Group - Sydney - Australia(Permanent contract - August 2005 - January 2006)

• Engagement surveys and interventions
• Strategy thinking of the business development
• 0% turnover in the company for 3 months

• Re-definition of sales document, proposals and web site
• Design of a Olivier retention solutions newsletter
• Introduce RH policies and practices as HR manager
• Broaden Olivier offer with HR practices

• Olivier is a well known HR consulting and recruitment company specialised in Finance, Accounting, HR and Marketing.

• http://www.olivier.com.au/

Human Resources Generalist

ZULUVISION - Sydney - Australia(Permanent contract - February 2004 - July 2005)

• New recruitment and induction processes (80% retention rate after 12 months)
• Drove organisational change through job analysis and performance appraisal
• Designed the workforce planning for 2006/2007
• Identified the training and development needs of employees to fill skills gap

• Re-definition of jobs and competency framework after needs analysis
• Design of a referral recruitment process to improve the quality of candidates
• Provide leadership, guidance, and counselling on company policies involving Industrial Relations
• Introduce OH&S training in the redesigned induction program

• ZULUVISION is an Australian print logistics company leader in printing management systems on the Australian market.

Associate Director

Actance - Paris - France(Permanent contract - 2001 - 2003)

• Development of a new business (expanded annual sales from 0 to €200 K in the first year)
• Introduction of innovative concepts in France (Employee retention, employer of choice and HR communication)
• Participate in thought leadership by presenting at conferences in Europe, Canada and North Africa
• Packaging of innovative tools for reward and recognition via a criteria-based “Talent index”

• Optimise and coordinate the activities of a large portfolio of consultants.
• Develop new HR solutions such as the “talent retention program” or the “exit interview”
• Design creative people development strategy based on employer of choice practices
• Design new KPI’s for performance review based on a specific competency framework
• Implement a HR Quality Management System to meet ISO9004:2000 standards

• I set up ACTANCE to help my clients (IT, bank, insurance, health, etc.) to build a strong employer brand to attract the best candidates and improve employee retention levels.

Business Partner – HR Project Manager

France Conseil - Paris - France(Permanent contract - 1999 - 2001)

• Facilitated strategic planning processes and developed performance indicators for diverse organisational units, divisions and programs.
• Implemented and promoted corporate L&D activities and initiatives to build a 'Learning Organisation'
• Facilitated HR operations, advised on organisational development issues to increase profits (up to 40%)
• Contributed to boost motivation among employees by meeting learning needs and giving timely feedback on their performance and competency level.

• Identify cultural values and attitudes leading to dysfunctional individual and team behaviours
• Design performance and development reviews using a new way to assess competencies
• Implement the Employees’ performance management and salary review process
• Identify actual and potential skills to design training plan
• Conduct needs analysis and vocational guidance for individual employees to identify new career paths
• Develop training programmes for managers & branch directors

• FRANCE CONSEIL is a leading consulting company providing professional consultancy support services for Fortune 500 companies, government agencies and professional branches.

HR consultant & recruitment consultant

Entreprise Assistance - Paris - France(Permanent contract - 1997 - 1999)

• Set up HR departments in organisations with no pre-existing HR structure beyond payroll and administration
• Introduced change management processes for forced legislative changes (“35-hour week”)
• Promoted change programs including Continuous Improvement and Quality Assurance.

• Facilitate and anticipate change by re-designing jobs
• Introduce new internal policies and procedures to match changing French legal requirements
• Design and deliver strategic development solutions to support new product launches
• Sustain individual change by addressing learning needs based on the key competencies
• Sustain organisational change by re-designing the company’s structure
• Design Workforce planning and Succession Planning using competency matrix
• E-ASSISTANCE is a HR consulting firm specialised in organisational re-engineering and human capital management processes.

• E-ASSISTANCE is a HR consulting firm specialised in organisational re-engineering and human capital management processes.

Business developer / Trainer

ECPA - Paris - France(Permanent contract - 1996 - 1997)

• Contributed to develop the image of ECPA
• Helped client to find the tools adapted to their
• Develop sales of the Position Analysis Questionnaire used for role cartography

• Develop sales of the Position Analysis Questionnaire used for role cartography
• Advised on operational implementation of new recruitment process
• Presented conferences about psychometrics tools for recruitment
• Train clients on Evaluation and recruitment tools

• The ECPA editions are the first French editor of psychometric tools with 150 tests covering education, health and HR issues.

• http://www.ecpa.fr/default.asp

Multicultural Attraction Leader

Disneyland Paris - Marne-la-Vallée - France(Permanent contract - 1992 - 1994)

• Contributed to open the park and validate processes
• Trained new ‘cast members’ and select new leaders
• Develop new process to facilitate shifts and improve overall security and operations

• Manage a team of 79 people from 18 to 61 year old (25 nationalities)
• Assure safe operations of 4 steam trains
• Organise rosters and workforce planning
• Find best potentials for succession planning
• Train and integrate ‘team members’ with the ‘Disney philosophy’

• Disneyland Paris is the last theme park of Disney receiving 12 millions guests per year.