Francesco SAVIO

Consulting in French Labor Law for an international group in the Industrial Sector

Mission: Support for the Radiall Italy restructuring and organizational transformation following the merger of VanSystem within the Radiall Group in a context of cultural and organizational change management Context: HR and all organizational functions (100 employees): support the transformation from local family business mindset to international company with a matrix approach - Team management: 5 people Objectives : • Internal climate audit and business continuity risk assessment • Organizational transformation Projects: definition of all job descriptions and organization charts • Implementation of HR process and procedures : Recruitment, Talent Development and People retention, Payroll Procedure and Comp&Ben policy • Implementation of the Subsidiary's performance appraisal policy and salary review • Recruiting : implement a robust recruitment approach for key positions (including Company branding and attractiveness). Recruitment of all managerial profiles • Talent Development and Retention : Implementation of integration and retention activities • Managerial & Leadership skills development : support for Top Management in the integration of a corporate culture and dimension. Establishment of a weekly Steering Committee • GDPR : development of the GDPR policy • HSE : management of compliance with the Corporate general policy and local Italian legislation • Animation of social dialogue with trade unions : launch of negotiations (Telework agreement and Performance Reward). Drafting of individual "Smart Working" agreements • Internal COM : Implementation of an internal COM policy and local launch of the Group COM Programs: Radiall Campus, Digital Ambassadors, Digital Passport • Training : Internal 7speaking courses (linguistics) + courses in organization and soft skills development • HR Cafés for : monthly initiative aimed at sharing best HR practices (Corporate and local) • Reporting : implementation of local HR reporting and improvement of the Corporate HR reports

Mission: Integration into a public establishment of the staff of a private association: support for General Management in all transformation projects in terms of social strategy and change management in a context of statutory and organizational development Context: All HR functions (500 employees), Team management: 10 people In charge of accompanying ARMINES and its CEO in the transformation journey of the Association : • Organizational transformation Projects : Advice and operational implementation of the integration and transfer of employees ARMINES to IMT host structures (90 employees working on research projects within IMT Centers) • Implementation of HR process and procedure: Recruitment, Talent Development, Payroll Procedure and Personnel Administration • Launch and deployment of an HRIS (Quarks'UP) + Payroll software (SAGE) • Organizational synergies: ARMINES / Mines-Paris transformation projects: GEPP – Teleworking – RPS with the coordination co- management of the joint ARMINES / Mines-Paris Steering Committee • Development of a People Review for internal mobility ARMINES / Mines-Paris • Define and implement an internal communication strategy to support ARMINES’s vision, strategy and its transformation plan • Modernize internal communication tools and platforms to become more mobile and digital • Develop and sustain employee engagement • GDPR: development of the GDPR policy and compliance of the general processing of personal data • Restructuring and implementing job-saving Plans • Reclassification of Armines General Services personnel (support functions) • Implementation of all internal/external mobility tools (in particular to promote local and business synergies) and planning in compliance with legal provisions and with a view to personalized support • Animation of a tense social dialogue in a context of transformation and restructuring

Professionalize HR function with innovation, transformation and culture change objective in a context of business growth Context: All HR functions (6,000 employees), Team management: 24 people including 4 local HRBP Objectives : - Covid-19 Partial unemployment: system management in agreement with unions and the employee representative bodies and compensation procedures implementation - Teleworking Program and Recovery Plan (Covid-19): Teleworking and Recovery Plan management for face-to-face staff - Training: Managerial and digital training programs launch and management of the FNE-Training system Covid-19 - Payroll centralization: process structuring and SAP (ERP) development with an evolution towards a Group HRIS - QWL agreements: Projects deployment such as teleworking and revision of the working time agreement - Diversity: design of a Diversity policy and deployment of a Diversity roadmap and action plan - GDPR: design and development of the Group GDPR policy and compliance with the general processing of personal data - HR procedures and processes: review of existing processes and new procedures development: payroll, training, teleworking, recruitment, safety and management of work accidents

Implementation and organization of the HR function in the different European startups. Lead the team of the 7 European HR Generalists to effectively and compliantly execute HR practices, policies and programs. Context: All HR functions (over 500 employees), Hierarchical and functional management of HRBPs in different countries: France, UK, Belgium, Germany, Ireland, Italy and Spain - Staffing Business Lines / Operations / Support Functions  - Support of the managerial line on transformation and innovation projects  - Merger and acquisition of startups and setting up the I-Tech team in the Group's digitalization strategy - Development of all HR policies / processes and procedures in all countries / harmonization - Partner with HR Generalists to ensure relationship with local Work’s Councils and Unions - Support HR generalists to coach management and promote positive employee relations to drive business results - Drive best practices process to support attraction and retention of the Talents and develop a succession Plan - Deliver on ad hoc new Projects as required - Restructuring and implementing job-saving Plans following the closure of 3 subsidiaries: Berlin (70 employees), Barcelona (90 employees) and Brussels (24 employees)

Change management and support of the managerial line on projects transformation. Stabilization of a tense and conflictual social dialogue and reorganization of a constantly changing context. Context: All HR functions (over 1500 employees), management of 10 people. Objectives: - Build togeher an HR strategy with the General Management and structure the function through procedures in a destructured environment. - Stabilize a tense social dialogue characterized by a conflictual relationship between management and the personnel-representative institutions - Manage a multi-site HR Managers team by mobilizing them on business issues and results. - Give legitimacy to the HR teams and create the link with the Business. • Recruitment of supervisors and executives to staff operations and support functions • Support of the managerial line on transformation projects • Labour Relations and stabilization of social dialogue • Labour Relations including the various labor-management committees, Central Works Council, Staff Representatives and CHSW (Committee of Health & Safety and working conditions) and management of employment law issues - Management of transversal projects: implementation of the different time systems (additional end-of-week shifts) • Development of HR policies and implementation of processes and procedures • Psychosocial risks factors assessment and Action Plan • Follow-up of the Safety Plan : safety training and cause analysis of the Accidents at Work

In a driving dynamic of change, promote the articulation of internal HR activities and to put Human Resources at the service of the organization, according to the needs of Managers and Employees, in order to support the different Divisions in line with the Governance. Context: All HR functions (more than 1,000 employees), Team management : 28 people Objective: The Human Resources Division as HR Business Partner, in order to provide advice and support on all the projects, both in progress and future : • Recruitment and Career Development • Training • Payroll and personnel administration • Labour Relations including the various labor-management committees, Central Works Council, Staff Representatives and CHSW (Committee of Health & Safety and working conditions) and management of employment law issues • Medical Service & well-being in the workplace, psychosocial risks factors assessment and mitigation Action Plan

Manage of all HR functions for Agency employees State Property Management Context: New strategy of all HR functions (1,100 employees), Team management: 27 people • Responsible for implementing and setting central HR policies and for annual budget process • Develop organizational structure • Plan of personnel strategies • Recruitment, Training, Career Development and Succession planning • Compensation & Benefits and Payroll • Manage of all HR functions for Agency employees, including Labour Relations and management of employment law issues