jeremie alloing

I supported the transformation of an LBO backed pure player of the Mobile Paid Parking industry with over 1500 employees worldwide. This covers changing the operating model of their People & Culture department, preparing for the acquisition and integrating a company that will bring 3 new business lines to the company and more than double its global headcount.

CHRO for a private equity backed healthcare company.

I led HR in EMEA to support the growth of Front business. This meant leading up to 5 people in recruitment, HR ops and office management and advocating for European employees and needs to the company leadership team in SF. During my time at Front, I: - managed the full scope of HR activities (HR Ops to BPing) in close partnership with legal, finance and COEs, always having a people first mindset, - ensured Front was genuinely a great place to work at, nurturing a caring and inclusive culture, - drove various global projects around Comp&Ben and Talent Development, - tripled headcount in 18 months, opening a legal entity in Ireland, - had to reduce headcounts by 40% during the following 12 months.

Lime is the world leader in micromobility, bringing e-scooter rentals to 40+ cities in over 20 countries in EMEA. After 18 months of unprecedented growth my mandate was to: - counsel business during a critical period, helping reach profitability and stabilize operations (reduced direct labour costs by 40%) - build robust core processes and improve compliance - pay off the HR debt generated by 18 months of meteoritic growth - support business leaders in all key processes: performance, salary & bonuses reviews; succession planning; organizational design, etc

I joined Synopsys EMEA HR team to lead a newly designed team of 3 HRBPs based in Great Britain, Armenia and Israel and covering 2,000 employees and 500 managers spread amongst 17 countries in EMEA. The initial mandate was to set up the team and its activities: - position the level of service, - design and implement core processes, - build efficient relationships with other HR teams and stakeholders, - brand us as a key partner for business leaders. I was personally in charge of the support for 9 countries of Central & Nordic EMEA: - manage employee relations activities (performance, disciplinary, terminations), - support managers during all the cyclic HR activities (salary review, bonus cycle, yearly appraisals), - provide guidance to business leaders on any HR topic (organization, succession planning, talent management, retention), - develop and empower the managers through formal training and coaching, - manage the two French workers' councils, - support during acquisitions (3 to date). I have succeeded to establish my team as a valued partner for the business especially by: - engaging leaders proactively using data analytics and offering meaningful support on the performance, engagement and compensation of their teams, - developing and implementing innovative coaching and development programs (new team assimilation, new manager programs, managers forums, key competencies workshops).

The goal of the Employee Experience team is to provide top of the edge service to the 2,500 employees in EMEA to make sure we support the business needs and help our customers succeed. This covers: - Supporting & coaching managers (recruiting, onboarding, performance improvement, daily management); - Driving projects & building robust processes; - Providing extensive knowledge of French labour law and insuring compliance locally (work inspection); - Addressing all employees' queries related to policies, procedures and programs on any HR aspect (Comp & Ben, Talent development, Employee Relations). Main achievements: - redesign and implementation of the onboarding experience for South West area (France, Benelux, Spain & Italy); - rebuild trust and partnership within France after two major acquisitions; - creation of an innovative Employee Experience newsletter; - leaning of medical check ups and training processes in France.

Under the responsibility of the HR Manager of a 300-people plant, I took part in all operational HR subjects such as recruitment, career management, social relations, continuous improvement, training and employee empowerment. In a sensitive situation following the acquisition of the site in 2012, my goal was to soften the relations between the operators and the management of the plant and also implement the tools and processes related to continuous improvement and to the human aspects of production.

I joined the HR Direction of Faurecia to bring my skills and competences in HRIS project management. I took a leading part in the implementation of the new HR reporting tool from the functional specifications to the management of the implementation. I specially designed and held training programs for the 300-controller population worldwide. Daily, I managed the HR controllers network in order to insure quality of data and deadlines and provide the executive management of the group with top of the edge reports and analysis on various HR aspects (headcounts, flows & KPIs).

I joined Accenture to developp my skills in project management. I had the opportunity to work on a large HR business intelligence project for a leading energy company as the functional manager for the compensation & benefits subjects. I was also member of the change management team, thus maintaining the Relationship with key users through periodic meetings, trainings and pilot groups.

During this internship, I was under the responsibility of the Recruitment Coordinator of the Power Systems sector of Alstom (25,000 employees). My missions were operational and strategic: - Strategic tasks: creation of key performance indicators regarding the recruitment within the entire sector, writting of analysis regarding the use of web 2.0 in the hiring activity (social media, 2nd Life...); - Operational support : help and training for the use of HRIS tools, specific process design and support to the international managers for the recruitment of VIE; - Communication : promotion of the VIE program to attract recent graduates, participation to job fairs, creation of a monthly newsletter related to recruitment in France for all sectors.

In a subsidiary of the group Ecom, I was asked to audit the logistics department. I thus had the opportunity to audit coffee farms, studied the production process and logistic chain and submitted official recommandations through the creation of Balanced Scorecards.

During this internship, I managed in full autonomy recruitment processes on various profiles (distribution, real estate, commmunication). I redacted the job descriptions and ads, chose the appropriate channels depending on the positions, sourced candidates, interviewed them and presented the short list to my clients.

During this internship within a consulting agency specialized in intercultural management, I had the opportunity to get familiar with the consulting business, to develop my interculural skills and my ability to offer alternatives and innovative options. I was involved in several projects in close collaboration with consultants and directors such as the creation of a knowledge management tool, tendering offers, benchmarks or the planning of trainings.