Marion Birolini

J’accompagne les dirigeants de start-up et de PME à créer et structurer leurs premières briques RH, en les alignant à leurs enjeux business et de croissance. Mon rôle : poser les fondations d’une fonction RH claire, efficace et durable, avant que les feux ne s’allument. Je construis, avec les équipes dirigeantes, une organisation adaptée à leur réalité : - Structuration des process RH clés (recrutement, onboarding, performance, culture). - Définition d’une stratégie et feuille de route RH alignée à la stratégie business. - Accompagnement dans le recrutement de leurs premiers profils RH - Introduction d’outils modernes et d’automatisations IA pour simplifier l’opérationnel 🎯 Ma mission : transformer la fonction RH en un levier de clarté et de performance durable pour les dirigeants.

Aqemia’s mission is to revolutionize drug discovery with quantum physics and AI, delivering faster, data-independent solutions for critical diseases. Join our diverse team of experts to tackle healthcare’s toughest challenges and make an impact. -- 𝐌𝐲 𝐦𝐢𝐬𝐬𝐢𝐨𝐧: 𝐋𝐚𝐲𝐢𝐧𝐠 𝐭𝐡𝐞 𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐇𝐑 𝐚𝐧𝐝 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐢𝐧𝐠 𝐚𝐥𝐨𝐧𝐠𝐬𝐢𝐝𝐞 𝐭𝐡𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐭𝐞𝐚𝐦. 🎯 𝐊𝐞𝐲 𝐇𝐑 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞𝐬: - Year 1️⃣: Structure qualitative growth by reinforcing teams with managerial profiles and specialized expertise, while uniting talents with diverse needs and complementary skill sets (tech & science). - Year 2️⃣: Support accelerated growth through geographic expansion and increased recruitment. Anticipate challenges related to onboarding senior management profiles (onboarding/ managerial framework/ structuration...) 𝐹𝑜𝑟 𝑏𝑜𝑡ℎ 𝑦𝑒𝑎𝑟𝑠: 𝑡𝑎𝑐𝑘𝑙𝑒 𝑎 𝑘𝑒𝑦 𝑎𝑛𝑑 𝑜𝑛𝑔𝑜𝑖𝑛𝑔 𝑐ℎ𝑎𝑙𝑙𝑒𝑛𝑔𝑒—𝑑𝑒𝑣𝑒𝑙𝑜𝑝𝑖𝑛𝑔 𝑎𝑛 𝑖𝑛𝑛𝑜𝑣𝑎𝑡𝑖𝑣𝑒 𝑡𝑒𝑐ℎ𝑏𝑖𝑜 𝑒𝑐𝑜𝑠𝑦𝑠𝑡𝑒𝑚 𝑖𝑛 𝐹𝑟𝑎𝑛𝑐𝑒, 𝑎𝑛 𝑒𝑚𝑒𝑟𝑔𝑖𝑛𝑔 𝑚𝑎𝑟𝑘𝑒𝑡 𝑟𝑖𝑝𝑒 𝑓𝑜𝑟 𝑒𝑥𝑝𝑙𝑜𝑟𝑎𝑡𝑖𝑜𝑛. 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐅𝐢𝐫𝐬𝐭 𝐇𝐑 𝐁𝐥𝐨𝐜𝐤𝐬: ✔️Performance and Development: Implementation of a structured system. ✔️Onboarding: Launch of an integration program to accelerate upskilling in drug discovery and tech. ✔️Structuring: Introduction of a leveling and salary framework. ✔️Managerial Empowerment: Training, tools, and co-construction of processes to enhance managerial impact and autonomy. ✔️HR Structuring: Recruitment of a dedicated HR team (2 profiles the 1st year).

As an HR consultant, I supported two companies in building their foundational HR frameworks focusing on employee engagement, covering culture, performance management, career development, and compensation policies. 𝐂𝐋𝐈𝐄𝐍𝐓 𝟏- Infrastructure sector (Nov 2022 - Feb 2023): 🎯 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞: Formalize the company culture to engage teams and strengthen managerial leadership. 1️⃣ Company Culture: ✔️ Conducted an in-depth analysis of the company's values through diagnostics and collaborative workshops. ✔️ Created a Culture Deck to formalize and share the collective vision. 2️⃣ Managerial Leadership: ✔️ Developed a Manager Playbook with tools and best practices to support managers in their daily team leadership. 𝐂𝐋𝐈𝐄𝐍𝐓 𝟐- Tech startup (Mar 2023 - Jun 2023): 🎯 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞: Build strong HR foundations to boost engagement, performance, and team growth while clarifying the company culture. 1️⃣ Performance and Team Development: ✔️ Implemented a performance management process to align individual and strategic goals. ✔️ Designed practical tools and tailored short-training sessions to enhance managerial leadership. ✔️ Established a transparent compensation policy with a structured salary grid to attract and retain talent. 2️⃣ Skills and Development: ✔️ Created a competency framework and career growth roadmap to increase employee engagement and ensure managerial consistency. 3️⃣ Company Culture: ✔️ Co-led workshops and developed a Culture Playbook to formalize and communicate the company’s values, fostering alignment and a sense of belonging.

𝐂𝐨-𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐚 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐨𝐟 𝐇𝐑 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 – 𝐒𝐡𝐚𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐇𝐑 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬 🎯 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞 Co-leading a close-knit community of 20 HR Directors and Managers, fostering collaboration, support, and the exchange of best practices within the HR field. 📋 𝐅𝐨𝐫𝐦𝐚𝐭 1️⃣ Monthly Meetings: ✔️ Focus on a key topic in each session to share learnings and insights. ✔️ Discussions aimed at challenging existing practices and co-creating innovative approaches. 2️⃣ Dedicated Slack Channel: A daily support space to ask questions, share solutions, and exchange resources. 🌟 Core Values: ✔️ Kindness and mutual support ✔️ Sharing expertise ✔️ Collaboration and passion for human-centric challenges

🎯 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐝 𝐭𝐨 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥𝐢𝐳𝐞 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐃𝐞𝐯𝐅𝐚𝐜𝐭𝐨𝐫𝐲 📌 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲: Managed recruitment and, occasionally, the career development and follow-up of technical and functional profiles for the ISD. Oversaw a team of 90 employees across France and Europe, covering diverse areas such as front-office, back-office, technical operations, governance, and innovation. 🎬 𝐊𝐞𝐲 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: 1️⃣ Talent Acquisition (70-80%): ✔️ Identifying top talent through headhunting, job postings, and selecting recruitment agencies and job boards. ✔️ Providing full-cycle recruitment support for managers, including pre-qualification, interviews, reference checks, negotiations, and offer proposals. 2️⃣ Career Development and HR Project Management (20-30%): ✔️ Implementing and overseeing integration and onboarding programs. ✔️ Supporting managers in performance and career reviews, including mid-year assessments. ✔️ Onboarding: Designed a fully digital, interactive onboarding seminar. Created the "Sephorized Onboarding" program from scratch, including tool selection, content creation, and timeline management. ✔️ Employer Branding: Strengthened the employer brand by creating engaging content on platforms like WTTJ (articles, visuals, etc.). ---- ❝ Founded in France in 1969, Sephora has been part of the LVMH Moët Hennessy Louis Vuitton group since 1997, the largest luxury group in the world. Sephora offers the unique concept of a space dedicated to beauty in which you will find the most varied brands: from the most classic to the most original, from the rarest to the most renowned ❞. ░ # Retail # HR # Recruitment # Project # Development # Onboarding ░

🚀 Start-up tech ❝ Talent.io is the first selective European marketplace for IT engineer profiles ❞. -- Recruited as the second Talent Advocate in the startup, I was responsible for defining and structuring the role, while growing our community of tech talent through direct engagement and in-depth qualification of their profiles and needs. ⚙️ 𝑆𝑒𝑡𝑢𝑝: 𝐼 𝑟𝑒𝑝𝑜𝑟𝑡𝑒𝑑 𝑑𝑖𝑟𝑒𝑐𝑡𝑙𝑦 𝑡𝑜 𝑡ℎ𝑒 𝐶𝐸𝑂, 𝑝𝑙𝑎𝑦𝑖𝑛𝑔 𝑎 𝑘𝑒𝑦 𝑟𝑜𝑙𝑒 𝑖𝑛 𝑑𝑒𝑓𝑖𝑛𝑖𝑛𝑔 𝑡ℎ𝑒 𝑇𝑎𝑙𝑒𝑛𝑡 𝐴𝑑𝑣𝑜𝑐𝑎𝑡𝑒 𝑟𝑜𝑙𝑒 𝑎𝑛𝑑 𝑒𝑠𝑡𝑎𝑏𝑙𝑖𝑠ℎ𝑖𝑛𝑔 𝑝𝑟𝑜𝑐𝑒𝑠𝑠𝑒𝑠 𝑠𝑢𝑐ℎ 𝑎𝑠 𝑡ℎ𝑒 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒 𝑞𝑢𝑎𝑙𝑖𝑓𝑖𝑐𝑎𝑡𝑖𝑜𝑛 𝑓𝑟𝑎𝑚𝑒𝑤𝑜𝑟𝑘, 𝑤ℎ𝑖𝑙𝑒 𝑐𝑜𝑛𝑡𝑟𝑖𝑏𝑢𝑡𝑖𝑛𝑔 𝑖𝑑𝑒𝑎𝑠 𝑡𝑜 𝑑𝑒𝑣𝑒𝑙𝑜𝑝 𝑎𝑛𝑑 𝑔𝑟𝑜𝑤 𝑜𝑢𝑟 𝑡𝑒𝑐ℎ 𝑐𝑜𝑚𝑚𝑢𝑛𝑖𝑡𝑦. 🔍 𝐓𝐚𝐥𝐞𝐧𝐭 𝐒𝐞𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 ✔️Selection of IT profiles, focusing on technical proficiency, experience, and availability. ✔️Actively managed and coached candidates throughout the hiring process, securing successful closures. 🤝 𝐍𝐞𝐭𝐰𝐨𝐫𝐤 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 ✔️Expanded and maintained a robust professional network of tech talent. ✔️Organized events, including: - The Start-up Ping Pong Challenge, fostering engagement and visibility. - Tech and HR breakfasts, fostering knowledge sharing - Participation in school-based programs, enhancing employer branding and talent pipeline development. 🏆 𝑅𝑒𝑠𝑢𝑙𝑡𝑠 𝐴𝑐ℎ𝑖𝑒𝑣𝑒𝑑 ✔️1,000+ qualified candidates identified and engaged. ✔️780 candidates selected, leading to the successful hiring of 190 top talents. ✔️Developed expertise in end-to-end hiring processes by gathering candidate feedback to help clients improve. ✔️Built a strong and sustainable network of tech professionals for long-term growth. ░ # HR # Acquisition # Talent # Recruitment ░

𝐼 𝑤𝑎𝑠 𝑟𝑒𝑐𝑟𝑢𝑖𝑡𝑒𝑑 𝑡𝑜 𝑠𝑢𝑝𝑝𝑜𝑟𝑡 𝑐𝑜𝑚𝑝𝑎𝑛𝑖𝑒𝑠 𝑖𝑛 𝑡ℎ𝑒 𝑏𝑎𝑛𝑘𝑖𝑛𝑔, 𝑓𝑖𝑛𝑎𝑛𝑐𝑖𝑎𝑙, 𝑎𝑛𝑑 𝑡𝑒𝑐ℎ𝑛𝑜𝑙𝑜𝑔𝑦 𝑠𝑒𝑐𝑡𝑜𝑟𝑠 𝑖𝑛 ℎ𝑖𝑟𝑖𝑛𝑔 𝑒𝑥𝑝𝑒𝑟𝑡𝑠 𝑎𝑛𝑑 𝑛𝑖𝑐ℎ𝑒 𝑝𝑟𝑜𝑓𝑖𝑙𝑒𝑠 𝑠𝑝𝑒𝑐𝑖𝑎𝑙𝑖𝑧𝑖𝑛𝑔 𝑖𝑛 𝐶++ 𝑎𝑛𝑑 𝐽𝑎𝑣𝑎. 𝐊𝐞𝐲 𝐂𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧𝐬: ✔️ Market Development: Identified target clients and candidates, conducted commercial prospecting, and maintained regular engagement. ✔️ Client & Candidate Support: Provided personalized guidance throughout the recruitment process (job definition, salary negotiation) and ensured seamless post-placement follow-ups. ✔️ Sourcing & Coaching: Crafted compelling job advertisements, sourced talent via databases and networks, and coached candidates to maximize interview success. 𝐒𝐩𝐞𝐜𝐢𝐚𝐥𝐭𝐢𝐞𝐬: IT recruitment (C++, Java, DevOps), multithreading systems, low-latency solutions, and IT project management for banks, software houses, and start-ups.