Guillaume Vuvant

- Led the global rollout of a new Job Catalog across 70+ countries, defining governance and operating frameworks with global HR leaders - Built and executed the change management strategy, deploying a global toolkit and upskilling ~1,900 HR stakeholders - Recruited and managed a community of ~200 Reward Key Users across 6 regions to drive adoption and consistency - Oversaw job mapping and data quality for ~89,000 employees, managing a team of 2 and partnering with country HR - Acted as SME on job architecture, guiding HR teams and arbitrating global and local change requests

- Led the UK&I pilot for a full HRIS transformation, working on SuccessFactors deployment (Core HR, Onboarding, Time-Off, Performance, Compensation), NGA Payroll and Employee SSO - Built and managed a team of 6 HRIS SMEs, driving expertise, alignment and high-quality delivery - Partnered with HR, HRIS and business leaders at local and global levels to define requirements and priorities - Defined the UK&I HRIS roadmap and governance, aligning with the global HR Frame and country priorities - Led multiple project streams, ensuring cross-team alignment and clear, timely communication to stakeholders - Managed the HR application portfolio, driving standardisation and consolidation toward unified platforms - Contributed to the global target operating model, ensuring process integration and end-to-end design - Localised and executed the global change management strategy, resolving data, process and ways-of-working gaps - Acted as solution architecture advisor, ensuring seamless employee experience and consistent data flow across systems

- Managed day-to-day operations of Core HR and Payroll systems, ensuring stability and data integrity - Maintained and updated HRIS modules in line with Group standards and system developments - Streamlined HR processes, identifying automation and simplification opportunities to reduce errors and prep for future HRIS transformation - Upskilled HR teams on effective HRIS use and data analytics, improving adoption and data quality - Oversaw cyclical activities: system interfaces, access-rights controls and accrual reconciliations - Delivered end-user support, troubleshooting issues with a consumer-centric approach and ensuring timely resolution

- Managed compensation for ~3,000 employees and defined Reward guidelines for ~12,000 employees, animating the France Reward community - Advised HR and business leaders on attraction and retention levers (offers, salary increases, cost modelling) - Coordinated Reward practices to ensure market competitiveness and internal equity (Hay/Mercer surveys, WTW-GGS grading, YER process, Gender Pay Gap analysis) - Designed and delivered People Analytics dashboards (gender equality, HR KPIs, Bilan Social) - Led the implementation of France Reward policies, salary-review guidelines and annual union negotiation cycles - Managed France salary evolution governance, producing cost simulations and forecasts aligned with company costing policies - Strengthened L’Oréal’s EVP through clear communication and training on Reward policies (Total Reward statements, C&B guidelines)

Operational Management - Managed full expatriation cases for North America, Asia and Middle East & Africa regions - Oversaw the repatriation process for returning expatriates - Reviewed international employment contracts and drafted amendments Project Management - Balance Exchange Rate Tool: Collected and corrected bugs reported by the team, improving tool functionality - Contract Tracking Tool: Audited unsigned contracts, redesigned the tool and managed follow-up campaigns - HR intranet: Redesigned and fully updated the IM site - HRIS Gateway: Uploaded packages into management tool and coordinated updates with Rewards team