Myriam Baroudi

Permanent Contract (CDI) — Heex Technologies As HR Manager, I was responsible for managing the full scope of HR during a period of rapid expansion (from 5 to 34 employees in 2 years) across Business, Tech, Product, and Operations functions. My main missions were: ✓ Definition & implementation of company culture: Vision & Values co-construction and roll-out ✓ Design & execution of recruitment strategies and end-to-end hiring processes ✓ Implementation of the Performance Cycle: mid-year & annual reviews, professional interviews, trial period evaluations, « forfait-jours » interviews ✓ Career & development initiatives: training programs and career pathing strategy ✓ Creation & optimization of HR processes & tools: onboarding/offboarding, remote policy, travel & expense policy, rules of conduct ✓ Payroll & administration management: Payfit set-up, monthly calendar, and process oversight ✓ Legal compliance & employee relations: labor law alignment, employee contracts, CSE, institutional relationships (labor inspection, URSSAF, etc.) ✓ Employee engagement & events: yearly events calendar, internal engagement activities (Heex Chill, Heex Game, Heex Talk) Funding stage: Pre-seed & Seed — fast international growth in the autonomous driving market.

Fixed-Term Contract (CDD) — RATP Groupe As Talent Management Officer within the HR Department (2,500 employees), my main missions were: ✓ Organization & facilitation of succession planning and talent reviews ✓ Implementation & updating of the job mapping framework and monthly reporting ✓ Coordination of mobility processes and monitoring of mobility areas ✓ Conduction of onboarding interviews for employees joining specific career streams ✓ Organization & facilitation of category change panels (promotion juries) ✓ Support for employees during redeployment processes ✓ Management of mutual termination agreements (ruptures conventionnelles) ✓ Delivery of the 2020 Top Management survey analysis & restitution

Fixed-Term Contract (CDD) — Linkbynet As HR Business Partner (HRBP) for 850 employees across IT, Cloud, Security & Big Data functions, my main missions were: ✓ Development & launch of the LINKBYNET Academy (internal training & development program) ✓ Compensation & Benefits: remuneration benchmark and design of a new salary grid ✓ Career & International Mobility: creation of international salary frameworks for employee transfers across Vietnam, Shanghai, Hong Kong, Mauritius, Singapore & Canada ✓ Strategic Workforce Planning (GPEC): implementation of workforce planning tools and processes

Labor relations - Change management - Communication - Event organization Client portfolio : Orange, Engie IT, ICADE and 3M. Writing the communication plans for the employee representative bodies and the minutes of the Committees for Health, Safety and Working Conditions of the Orange Bridge Project (3000 employees concerned, 12 483 m²) Organize co-construction workshops with users. Identify and lead ambassadors meetings. Writing newsletters and communication posters. Evaluation of the level of appropriation and the impact of the project on users.

Permanent Contract — Airbus As HR Business Partner within the Aeronautics sector (750 employees: workers, engineers & support functions), my main missions were: ✓ Management & update of monthly HR dashboards: social climate, mobility, turnover, absenteeism, training, recruitment, H&S, headcount ✓ Preparation of monthly HR reporting for the Executive Committee (Codir) ✓ Participation in annual appraisal campaigns & People Reviews with managers ✓ Implementation & monitoring of VSM (HR KPIs) for performance tracking ✓ Management of social climate initiatives: social barometer & Gemba Walks ✓ Project lead for NWOW – “The Place to Be” innovation space implementation

Permanent Contract — CBRE As Junior HR Business Partner (HRBP) within the Real Estate sector (250 employees), my main missions were: ✓ Management of internal mobility processes ✓ Drafting of employment contracts and amendments ✓ Oversight of employee exits: mutual termination agreements, resignations, dismissals ✓ Application of disciplinary procedures: warnings, formal notices, sanctions ✓ Creation of an Employee Welcome Handbook and coordination of medical visits ✓ Full-cycle recruitment: from needs assessment to candidate onboarding (15 hires) ✓ Training management: needs assessment, planning & coordination with training providers and the OPCA