• HR Strategy:
Having a short, medium and long-term HR vision, formalizing it and putting in place the right conditions for its implementation is an important prerequisite for achieving your objectives.
- Declension of the general strategy of the company into Human Resources strategy ;
- Analysis / Diagnosis of the existing ;
- Support in the identification and formalization of strategic challenges and HR priorities ;
- Development of HR action plans.
• Talent Management:
The optimal expression of the talent and abilities of your employees requires the implementation of solutions and management tools allowing their development and progression within your organization.
- Development/improvement and deployment of HR development processes and tools ;
- Implementation of career management systems, development plans, succession plans ;
- Identification and support of high potentials ;
- Training, support and advice ;
- Design and implementation of integration systems for new recruits.
• Organization and Jobs Management:
The clear definition of the roles and responsibilities of each member of your organization is a necessary condition for effective management of Human Resources.
- Organizational architecture; Development of organizational charts ;
- Definition of positions, job descriptions ;
- Establishment of jobs, positions and competency frameworks.
• Employer Branding / HR Communication:
Attracting and retaining the best talent involves improving your employer branding, both internally and externally.
- Elaboration de plans de communication RH ;
- Construction of rich and relevant messages, highlighting your vision and your assets ;
- Employee satisfaction surveys ;
- Implementation of digital HR communication tools.
• HR monitoring:
The performance of your HR function must be measured and monitored, allowing you to make informed and rational decisions and corrective actions.
- Implementation of HR monitoring and reporting systems ;
- Development and implementation of HR key performance indicators (KPI's).