Audrey ALVAREZ

Accompagnement de la filiale française dans le cadre du plan stratégique Dechra 2030 Mission centrée sur la structuration managériale, la transformation culturelle et l’alignement RH avec les objectifs commerciaux et européens, dans un contexte de changement d’actionnariat (EQT/ADIA) et de centralisation des fonctions au sein de Centres d’Expertise en Europe. • Transformation organisationnelle : préparation et pilotage d’un plan de réorganisation (création/évolution de postes clés, redéfinition des périmètres, réduction des effectifs ciblée). • Structuration managériale : accompagnement des managers dans la gestion du changement, professionnalisation de la ligne managériale. • Engagement et culture : diagnostic RH, plan d’actions pour renforcer l’engagement et la transversalité, mise en place d’outils de feedback et de communication interne. • Dialogue social : gestion des relations avec le CSE dans le cadre des évolutions organisationnelles et maintien d’un climat social équilibré. • Coordination des actions RH France avec les équipes européennes

Ineo Defense (part of Bouygues Group) with its subsidiary Exavision has nearly 600 employees located on 4 sites. Ineo Defense’s services are based on technological excellence and multi-technical competences of its specialists in the fields of signal processing, radiofrequencies, optics and optronics, electromagnetics, radiation hardening and cybersecurity. • Critical communications and networks • Signal Intelligence and electronic warfare for the interception and analysis of radar and telecommunication systems • Security of environments including the protection of operational systems (radomes, equipment integration in shelters and critical ancillary services) and sensitive sites • Sensitive operations including air fleet management and equipment; support for operational deployments, special transport vehicles. - Member of the board for COMEX and manager of 10 people - Acquisition: define a social integration plan of the new entity in coordination with the Group - Define a recruitment strategy to meet the recruitment challenges (80 positions) to strengthen ongoing projects - Negotiation of collective agreements and facilitation of the company dialogue - Implementation of new HR policies / Group processes: Scorecard bonus, grading, people review, salary review, etc. - Facilitation of COMEX working groups in order to devise 2 options for a new organization - Definition and supervision of implementation of internal and external communication actions (social media / internal newsletters to enhance feeling of belonging and make ourselves better known - Definition and leading the project in relation with the new collective agreement which define a new way to classify jobs. - Onboarding : introduction seminar to make news joiners understanding the Company - Supervisng the implementation of DEI initiatives

- Management 2 HR people - Manage full legal compliance and chairing staff representatives meetings, annual negotiations with Unions, legal watch - Supporting and advising staff and management on a wide range of HR issues /in their HR-related decisions (recruitment, dismissal, contract lyfecycle, appraisal interviews, promotion, conflict) - Implementation, supervision of corporate HR initiatives (from US) and their introduction at country level - Crisis management during Covid-19 pandemic - Organizing and implementing a redundancy plan - Key contributor to the change in the company’s culture (appointed to lead community of team-leaders to be aligned on operating ways and boost strategic) - Responsible for HR development projects : - Set up of a digitalized process to manage trainings and annual interviews : the software was tailored to suit the exact needs of Solystic, regarding managers’ trainings, salaries, guidelines, I was also the go-to person during the transitional and implementation stage. - Set up of an expertise program to develop retention, attract talents and to enhance technical expertise. - Defining a new bonus scheme

- Management : 2 people - Member of Savencia Foodservice management committee - Coaching and advising management teams in all HR related topic and team management - Responsible of the administration of HR related documentation related to employee lifecycle - Support international growth defining international assignement policy, select umbrella companies services abroad to host labor contracts - Chairing the Works Council meetings and Health & Safety Committee for 2 branches - I worked with the broader HRM team on : social protection for international volunteers, additional disability & death insurrance, design of an easy to understand guide of the new law and regulations for HRM - Implementing and coordinating talent management strategies, policies I took part in social reorganization processes and operation including all the legal aspect of it

I was under the global HR director and worked closely with managing directors in each country and bussiness line leader. The company was in an urgent need to optimize the costs and that in order to improve it's financial performance on the stock market. Launching of a transformation process switching to developing added value services so as to justify the prices through a digitalization strategy such as pay by phone and the creation of a data center - Management : 4 HR people - Support business in starting new markets via local recruitment (Hungary, Poland) and defining Suitable legals status of the company for a successeful establishment. (as a subsidiary, a branch) => VIE (international business program : good way to develop and cheaper than permanent contract) - Operational management: recruitment, integration plans, disciplinary procedures, departure mutual argeement (settlement) , legal disputes in compliance with local regulations - Adapt HR processes to local requirements and running its (people review, annual appraisals) - Compensation and Bens: implementation of profit sharing schemes within European subsidiairies - Participation in Works Council meetings and Health & Safety Committee. Negotiation of company agreements with Unions - Coaching of managers to assist them with their new management tasks and requirements

A global new HR organization consisted of the design and launch of an HR portal as a first point of access for managers and employees for information or query resolution (policies, procedure, self-service form and data). An HR services center was set up, where HR services Reps were responsible for the timely resolution of manager and employee queries. And HR specialist pool was created as learning & devlopement, employee relations, compensation& benefits. Grigny site : - My job was to train employees/managers on the HR portal in order to allow them to be able to navigate the HR portal and carry out operations. For managers: how to launch recruitment requests, view team’s data, management actions (such as voluntary separation, promotion in their team). My objective was to empower them and help them acquire new operating ways - I have designed and executed training support resources for managers and employees about newly implemented HR processes -I was in charge of the design and execution of all the communication supports for Managers, employees and social partners regarding the evolution of the project steps in Europe as well as in Grigny site - I oversaw the transfer processes of the Transitional managers community - I defined & designed new HR processes, Transferred of new processes to HR Service Reps in Uxbridge My job was to ensure transition between the former organisation and the new one managing local issues waiting for the total transfer of HR activities to HRSC and HR specialists.

-In charge of around one hundred people in 25 countries (regarding contracts, careers changes, requests, salary increase, tax equalization). - I supported local HR Managers for international transfer (put in place the payroll, organise immigration compliance processes, understanding of guidelines). Advised HR VP on costs and possibilities to carry out international transfers - I was also in charge of leading audit with Deloitte within Sidel Group and In charge of implementing recommendations to insure compliance in immigration, taxation, labor issues - Management : 2 HR admin

Automotive supplier with HQ in Italy My job was oriented toward HR generalist objectives and in setting up HR development projects - Generalist objectives were managing Training, Recruitment, and running staff representatives meeting. I create the training plan to fulfil employees needs. I support small units/plants with no HR - From a project point of view I have led different projects to harmonize the HR process post accquition of new companies. (training plan : assessment of needs, design of training plan). I set up competencies and careers development projects which consisted of creating job description, and measuring skills within a matrix, appraisal of skills emphasizing on areas to improve, career & training paths. I put in place an HR information system to administrate training, competences, annual appraisal. Setting up stock option plan - For Sogefi Group, I managed international mobility : creation of French and overseas mobility policies. I dealt with all the aspects of expatriation including the drafting of contracts and defining package details. I have set up a project related to skills management which was a bit different from the one I set up for solystic as the needs were different. It consists of creating a standard system for classifying jobs, defining roles and measuring skills within a matrix containing 6 areas: expertise, autonomy, level of education, responsibility, human relations and creativity.

- Élaboration du plan de formation par l’identification des besoins individuels et collectifs - Mise en œuvre du plan de formation, appel d’offres, gestion administrative et budgétaire - Création de cartographies des compétences informatiques - Recrutement des stagiaires : définition du besoin, sourcing, présélection, conduite d’entretiens, suivi des intégrations