Jérémy Belain

En 2023, j'ai décidé de me lancer dans l'aventure entrepreneuriale avec un focus sur : - Valoriser la fonction RH pour qu'elle soit un levier stratégique de croissance et performance - Optimiser l'impact RH sur les organisations et la conduite du changement - Créer des feuilles de route pour structurer et transformer la fonction RH avec des KPIs clairs - implémenter l'IA comme outil RH pour automatiser les process et renforcer l'expérience collaborateur 𝐉'𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐧𝐬 𝐞𝐧 𝐭𝐚𝐧𝐭 𝐪𝐮𝐞 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭 𝐞𝐱𝐭𝐞𝐫𝐧𝐞, 𝐃𝐑𝐇 de transition , 𝐬𝐩𝐚𝐫𝐫𝐢𝐧𝐠 𝐩𝐚𝐫𝐭𝐧𝐞𝐫 𝐝𝐮 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐞𝐭 𝐝𝐞𝐬 𝐑𝐇. Exemples de missions : - Octo Technologies : Audit organisationnel de l’équipe People Ops. Revue et optimisation des process RH, implémentation de new ways of working - NBCUniversal : Pilotage de la transformation d'une BU et d'un plan de licenciement économique. Accompagnement au changement de business modèle et plan d'action RH sur 18 mois - Modjo : Audit et élaboration d'une feuille de route RH de 18 mois pré Serie B. Implémentation de l'approche Grading et Comp&Ben. Coaching des leaders et managers. Mise en place des processus de performance - Veesion : Recrutement et accompagnement du nouveau DRH dans l'implémentation d'actions RH en liens les besoins business - VeryMountain : Accompagnement à la gestion de crise avec revue business et plan d'actions RH

Dans un contexte d'hypercroissance, j'ai créé le département RH en France et EMEA. 2ème employé RH dans le monde, j'ai accompagné le scale de +50 collaborateurs à 300+ en France : - Management of 4 people - Building all the HR foundations (legal compliance, workplace) - Designing the employer branding including the recruitment, onboarding & offboarding strategies - Employee experience : engagement, performance and recognition programs - 360° management of the regulatory HR activities (payroll, labor inspector, litigation ...) - Negotiation with employees reps (Work Council/CSE) on all HR aspects including a redundancy plan - Management of L&D projects : career path, mobilities, evaluation 360, training plan, talent review - Acting as a coach and mentor across the business (employees to Exec) - Business Partnering with Exec and managers : designing org changes and HR transformation projects - Creating and enforcing H&SS / wellness policies (6 sites in France, including 3 food production sites) - Managing Facilities, Office Management, Finance - Crisis management focus on problem solving, coaching leaders and employee communication - Forecasting and monitoring the Staff&Benefits budget (€20M) - Deployment of Global People Policies (from UK) - Designing and implementing transversal projects : OKRS, Great Place To Work (Winner in 2019), Working from home, NewsLetter, Mentoring/Coaching, Sharing best practices - Designing the engagement strategy via Peakon survey results - Monitoring the performance of People tools and processes (Workday, Javelo, Greenhouse, Culture Amp, Cloud Pay, Deputy)

For 4 legal entities with 3 different collective agreements, 650 employees : - Management of 2 HR assistants - Management of administrative / legal aspects, occupational health, Labor inspector, - HR development management : onboarding process, creation and monitoring of annual training plans, annual interview process,professional interviews - Compensation & Benefits management : annual salary review, bonuses, health insurance, profit-sharing - Social Management: negotiating the collective agreements, social report, NAO, equality F / H, professional elections, CE, CHSCT (Work Council) - Managing 3 redundancy plans with the Unions (CFTC, CGT, CFDT, FO), - SIRH management : ADP, Peoplesoft, TalenTrack, optimization of process, procedures - Implementation of Global policies: Diversity&Inclusion, CSR, Compliance, Talent Management

For 300 employees in Asset Management : - Implementation of the new org design including the transfer in India - Operational management of a redundancy plan including dealing with employees reps - Negotiation with Unions (CFDT, UNSA) on the integration of the subsidiary into the SG Group - Monitoring the recruitment and onboarding - Monitoring individual administrative and legal aspects within the collective signed agreements - Career and Talent Management: Design Training Plan and Development Plan - Mobility management: national, international (expats, commuting in India) - Business partnering with Leaders and managers - Advising the operational staff on all HR issues including disciplinary management and litigation - Management of annual interviews and annual remuneration reviews - Monitoring Social / HR reports and data to be presented to the annual and monthly WC meetings

Managing the recruitment, onboarding and career path of Senior and Executive employees (400 people), HQ employees (100 people), and Early Program (100 interns) : - Creating an Internal Management School - Representing the Department internally and externally (forums, career event, Newsletter, coaching) - Developing local partnerships employment and with business schools - Management of the GPEC (job description, annual professional interviews, Talents strategy) - Monitoring Social / HR reports and data to be presented to the WC (GPEC, Talents, F/H equality) - Referent Quality of HRD (AFNOR certification) - Recruitment training for the hiring managers - HRIS Management - Advising and supporting the operational staff on 350 sites (recruitment, training, payroll, legal)

70% recruitment - 30% Talent management : - Recruitment and onboarding : 110 devOps - Sourcing optimization - Managing the administrative and legal aspects of employee contracts - HRIS Management - Monitoring the training plan