Valerie Alovisetti

– Developed and implemented a transformative HR strategy by leading 10 team members from generalist to specialized roles, resulting in improved efficiency and clarity in HR functions while achieving 25% cost savings, and positioning HR as a strategic partner. – Led location strategy by focusing on 14 main hubs, proposing an effective and sustainable organization by overseeing remote and flexible working frameworks, resulting in successful implementation across 50+ sites. – Guided leadership teams on employment law and complex employment matters across the UK, EMEA, APAC, LATAM, and NAMER regions, ensuring compliant and consistent HR operations, policies, and practices across 45 countries. – Translated business goals of enhancing labor relations and ensuring compliance by designing and implementing a new ER strategy across EMEA and Asia, resulting in improved social dialogue and stronger relationships with internal stakeholders. – Advanced DEIB Strategy by establishing metrics and refined hiring policies to foster a more diverse and equitable workforce. – Strengthened HR leadership and advanced the performance and capabilities of a 58-member people team by recruiting 6 top HR leaders, analyzing engagement data, and promoting collaboration and career growth, resulting in a cohesive and high-performing people team. – Facilitated alignment with stakeholders by proactively addressing engagement, well-being, and compliance, mitigating risks and enhancing organizational agility. – Led performance management initiatives by providing guidance to 100+managers in addressing underperformance, resulting in improved overall team productivity in core departments. – Enhanced employee experience by implementing an automated process, driving greater efficiency and maximising overall engagement and retention. – Led a seamless business transfer in India, managing 46 TUPE with effective strategic execution and aligning stakeholders communication.

– Partnered with C-suite and executives to manage mergers, divestitures, and acquisitions, ensuring alignment with group policies and driving seamless integration and strategic growth across multiple entities. – Advised C-level leaders on spin-off strategies and 13 legal entity simplifications, improving labor relations and streamlining operations for enhanced organizational effectiveness. – Provided strategic guidance on organizational design, HR policies, and performance management, aligning with business goals to reduce risk and drive operational efficiency. – Directed restructuring and workforce optimization across 3 business units, collaborating with department heads to achieve cost-effective operations and increased productivity. – Led succession planning and talent development initiatives for key business units, ensuring leadership continuity and driving sustained innovation and growth. – Collaborated closely with senior leadership to align people strategy with business objectives, fostering a unified approach to organizational success. – Coached the France HR Manager, enhancing leadership capabilities and aligning HR strategy with regional needs to drive performance improvements. – Led employee representative bodies across 3 legal entities, managing labor relations and organizational change to maintain a positive culture through effective business partnership. – Provided strategic advice on workplace changes across 20 sites, ensuring minimal disruption during transitions and enabling smoother organizational evolution. – Consolidated business unit operations, driving site reductions and standardizing employment practices to improve operational efficiency and optimize costs. – Advised on employment law matters in France, working with legal counsel to ensure compliance and minimize organizational risk.

– Advised executive leadership on restructuring and organizational strategy, ensuring workforce alignment with long-term business objectives. – Directed / Coordinated post-merger organizational design for 2,000 employees, aligning HR policies, job structures, and grading systems to drive cultural integration and business continuity. – Developed a comprehensive career framework, enabling clear advancement paths, accelerating talent mobility, and fostering organizational growth. – Led enterprise-wide performance and compensation strategies, creating competitive structures that strengthened talent retention and business alignment. – Optimized workforce structures post-M&A, ensuring alignment with business strategy, streamlining team integration, and enhancing operational agility. – Fostered cross-functional collaboration with finance, legal, and business leaders to drive seamless execution of HR strategies during M&A transitions. – Designed adaptive work frameworks and employee programs to meet evolving organizational needs, ensuring regulatory compliance and sustained engagement. – Standardized compensation, benefits, and HR policies post-merger, reinforcing equity, engagement, and retention across a newly integrated workforce. – Strengthened employee relations frameworks, proactively mitigating conflicts and ensuring a fair, high-performing workplace through periods of transformation. – Implemented a time management system to mitigate legal risks and maintain compliance during complex organizational transformations. – Developed and empowered the employee relations team, equipping them to navigate HR operations and support large-scale organizational shifts.

– Developed and executed a workforce strategy that aligned talent management with business objectives, advising the C-suite on leadership development, succession planning, and organizational design to drive sustainable growth. – Architected a future-focused HR operating model, aligning HR programs with business strategy to accelerate revenue growth, improve workforce agility, and enhance cross-functional collaboration, directly contributing to EBITDA expansion. – Led large-scale organizational transformation, navigating restructuring and workforce transitions with a strategic approach that balanced cost optimization with business continuity, talent retention, and long-term workforce sustainability. – Drove the successful market entry of a financial services business in France and the UK, orchestrating end-to-end HR strategy from workforce planning to compliance, and leading a post-launch restructuring that optimized resource allocation and market positioning. – Orchestrated a high-impact carve-out strategy, ensuring seamless HR integration and benefits harmonization post-merger, while preserving organizational culture, minimizing attrition risks, and maintaining operational excellence. – Transformed performance management by introducing a continuous feedback culture, integrating agile goal-setting frameworks (OKRs, KPIs), and leveraging Data-driven insights to enhance productivity, accountability, and career progression. – Designed and implemented a data-driven talent acquisition and retention strategy, leveraging market intelligence and predictive analytics to optimize workforce planning, increase engagement, and enhance employer branding in a competitive talent landscape.

– Partnered with BU VPs, C-suite and the Board to align HR strategy with business objectives, ensuring talent programs directly supported organizational growth and transformation. – Managed the development of the HR Group's global strategy, driving key initiatives across Europe, Asia, and Africa to enhance organizational alignment and operational efficiency. – Led a 15-member international HR team, overseeing HR operations for 1,000 employees across three countries, optimizing HR structures to drive business performance. – Designed and implemented a global talent and performance management framework, providing structured career progression and strengthening leadership pipelines. – Launched the "Building a Learning Organization" initiative, embedding a culture of continuous learning that enhanced organizational capabilities and fostered innovation. – Developed and delivered a leadership development program for 131 managers, significantly improving management competencies and preparing them for senior roles. – Implemented global HR policies across talent management, succession planning, learning & development, and total rewards, resulting in increased engagement and retention. – Introduced a job grading and evaluation system, enhancing role clarity, career transparency, and alignment with business needs. – Improved staffing processes and automated personnel administration, boosting operational efficiency and ensuring compliance with legal frameworks. – Negotiated and signed three collective bargaining agreements within 18 months-a milestone in the institution's 100-year history-enhancing workforce relations and inclusion. – Devised and executed a psychosocial risk prevention strategy, mitigating workplace risks and promoting employee well-being.

– Acting as a key sparring partner to the BU VP and BU C-level board members – Leading HR initiatives and program across the locations: reorg and change of business model, design and implementation of a back office/front office reorganization, design of stores opening tool kit, supporting office move – Leading employee relations and social partnerships across 5 locations (250 employees - 5 Work Councils, 2 Health and Safety committees) – Providing HR support, guidance and coaching to internal clients, business leaders to support onboarding, talent mobility and engagement, performance management, compensation planning, compliance

– Acting as a key sparring partner to the CEO and C-level board members – Scaling up the company (Oracle partner) from 5 to 50 employees – Designing Talent acquisition programs, HR policies and processes (hiring, code of conduct, time and attendance, on boarding, Hybrid work, well being, Inclusion and diversity, Learning enterprise, employee experience, employer branding programs, referrals, ambassador)

– Partnered with C-suite, providing strategic HR guidance, ensuring business goals were supported by HR programs and structures that aligned with organizational objectives – Developed an HR strategy and organizational initiatives that enhanced employee engagement and operational efficiency, fostering a culture of continuous improvement. – Designed HR procedures for recruitment and social law following five acquisitions, streamlining integration and compliance across the EOVI health group. – Led negotiations for a restructuring plan with unions and the Work Council, achieving a smooth transition and maintaining operational stability during the process. – Harmonized HR processes and practices post-merger, ensuring consistency and efficiency across the organization, which improved compliance and reduced redundancies. – Managed HRIS and labor relations effectively, resolving disputes and enhancing workplace harmony, which led to a 15% increase in employee satisfaction scores. – Created a learning and development plan utilizing local and European funds, resulting in a 30% increase in employee skill development opportunities. – Provided support and counsel to line managers, improving their HR-related decision-making capabilities and reducing employee turnover by 10%. – Successfully hired three site leaders, enhancing leadership capacity and operational performance within the team. – Supervised a team of three in HR payroll and administration, ensuring accuracy and timely processing, which improved team productivity by 20%. – Managed communication initiatives, including the HR intranet and welcome pack, leading to a 25% increase in new hire satisfaction and engagement. – Negotiated an elderly and competencies management agreement, addressing workforce aging issues and fostering a culture of mentorship and knowledge transfer.

– Advised business leaders on employment law and labor relations across key European markets, reducing compliance issues by 40% and fostering stronger employee partnerships, essential for maintaining a robust organizational culture – Steered talent management initiatives across EMEA, enhancing performance and competencies, leading to a 20% increase in overall productivity, critical for driving business results in a competitive tech landscape – Crafted an international mobility policy for relocation and expatriation packages, optimizing processes across Europe and North America, which resulted in a 30% increase in talent retention, vital for securing top talent in global markets – Designed and led corporate management and HR learning programs, improving employee skillsets with a 25% boost in managerial effectiveness, crucial for developing leadership in a fast-paced tech environment – Supported the launch of the European Works Council, facilitating cross-border communication and collaboration, leading to increased employee trust and smoother implementation of organizational changes – Facilitated labor employee relations, addressing concerns proactively and reducing conflict resolution time by 35%, contributing to a harmonious workplace and improved morale – Managed social regulations data collection and policy updates, ensuring compliance and relevance, which improved adherence to labor laws by 50%, thereby minimizing legal risks. – Crafted clear communication materials for HR initiatives, enhancing employee understanding and engagement, resulting in a 15% increase in participation rates, important for driving program effectiveness – Coordinated trainers and facilitated training sessions, improving delivery efficiency and participant satisfaction, achieving a 90% satisfaction rate, important for continuous employee development