Rosy Moustin

Mission : Be responsible for the deployment of the compensation & benefits policy for France, Italy, Spain, Croatia, Romania, Bulgaria For the international perimeter : Define salary increase budgets Structure the salary review and bonus process Define compensation packages Participate in the job grading redesign project For France only : Organise the health expenses/pension commission Coordinate the payment of the profit sharing (calculation, communication to employees and bank) Be responsible for budget monitoring and HR reporting (social balance sheet, comparative situation report...) Organize a day on preparing for retirement

Responsible for salary policy Review of bonus policy Definition of compensation packages Follow up of the budget Supervision of payroll service (2 employees)

Mission : Deploy the global compensation policy for Salomon/Mavic companies, manage the HR Financial Control/Payroll Department (5 persons) Achievements : Compensation : • Design of salary structures for executives, exempt and non exempt employees • Coordination of performance, salary & bonus annual review • Preparation of the documents for Mandatory Salary Negotiations • Animation of the Mandatory Salary Negotiations with the HR Director • Definition of compensation packages for executives, managers, exempt and non exempt employees • Realization of Pricings Benefits : • Administration of company’s health insurance and cotingency fund agreements • Animation of the cotingency fund committee • Management of the company car’s policy Job Grading : • Implementation of a new job grading • Realization of job’s evaluations with Mercer’s method • Animation of information and training sessions • Coordination of contractual changes with HR managers and payroll department International Mobility : • Definition of compensation packages for expatriates • Coordination of performance, salary, bonus annual review HRIS (Human Resources Information System) : • Implementation of the Group HRIS « Workday » in France • Participation to design’s session for defining compensation and staff administration modules • Review of HR Admin Process • Realization of the information and training guide • Coordination of the tests activities • Animation of information and training sessions

Mission : Deploy the global compensation policies in the subsidiaries France, Italy and Spain Achievements : Compensation : • Design of salary structures for France, Italy and Spain • Definition of salary increase ‘s budgets and matrix • Preparation of the documents for mandatory salary negotiations • Animation of the mandatory salary negotiations with the HRD • Animation of the Supervisory Board of the Savings Mutual Funds • Realization of job’s evaluation with Towers Watson method Benefits : • Administration of the contracts of Health Insurance/Cotingency Fund • Animation of the Cotingency Fund Committee • Management of the company car’s policy for France, Spain and Italy • In order to anticipate psychosocial risks, setting up of a telephone line of psychological listening for 1 200 employees Transverse projects : • Formalization of a methodology of market data analysis for Rewards managers in Europe • Application of the Towers Watson job’s grading new methodology to the FSL organization in Europe (350 functions have been evaluated) • About 40 interviews of production workers for 15 hirings International Mobility : • Definition of compensation packages for expatriates • Coordination of performance, salary, bonus annual review

Mission : For merger’s purposes, conduct a social audit in order to identify HR practises of the 5 group’s companies, legal risks and financial risks linked to social liabilities. Achievements : • Analysis of legal texts, company agreements, customs, HR practises of the 5 companies • Writing of the social audit • Successfull presentation of the results of the social audit to the HR community

Mission : Implement the compensation and benefits policy in 17 European countries Achievements : Benchmark of variable compensation systems for sales/marketing population (800 employees) of 17 European countries Definition of salary increase budgets for 17 European countries Proposal of a new job grading in accordance with the collective agreement for production jobs, leading to a review of guaranteed premiums

Mission : Following Rexel’s quotation, secure the implementation of the employee shareholding plan in 21 countries. Achievements : Design of processes (dividend’s payment, anticipated release) in order to follow the employee shareholding plan to its end (5 years later) in 21 countries, taking into account local, tax and legal constraints. Organization of elections in order to set up a Supervisory Board in 15 European countries Design of an information guide on processes for international HR network Training of the HR network via visioconference

Mission : Establish an inventory of the existing compensation systems for about 300 exempt employees of Ahlstrom France dispatched in 7 sites Achievements : Design of a new job grading for exempt employees with Mercer method Compensation packages harmonization for 300 “cadres” (exempt employees)

Mission : Establish an inventory of the existing variable compensation systems for the salesforce. Achievements : Harmonization of the variable compensation system (calculations formula, frequency of commissions payments, base salary, company car) of the sales force (400 employees).

Mission : Implement the compensation policy for the executives of the group (about 1500 persons) in 29 countries Achievements : Harmonization of compensation packages for 500 Executives dispatched in 29 countries Setting up and administration of different stock options international plans Participation in the launch of the first worldwide shareholding plan (20 countries) Coordination of annual salary and variable compensation review processes for the 1500 Executives Definition of compensation packages for expatriates Proposal of compensation packages for high potentials

Mission : In a international/multicultural environment, during the pre and post launch period of the theme parks, deploy the compensation & benefits policy for the different populations (Hotel/Catering, Functional jobs, Technicians, Engineering, Artists). Achievements : Exploitation of compensation survey’s results Administration of salary increases and bonuses Definition of the hiring salary for the non exempt population Writing of the technical specifications for the computerization of the department