Suzanne C

Part-Time HR Consultant at Boost'RH Group

Helps the company to optimise day-to-day processes such as recruitment, and to implement strategic HR plans and technologies.

The HR consultant has in-depth knowledge of human resources management. She has experience in consulting as well as in handling HR issues.
She is skilled in strategy and in problem solving, and has an excellent sense of communication.

The aim is to draw maximum value from HR activities in order to help the business as a whole.

Her main assignments are:

HR policy and strategy 

• Gathering expectations and needs on HR issues.
• Defining and monitoring objectives, indicators (KPIs) and means to optimise operational performance.
• Rolling out the strategy: social dialogue, HR development, personnel administration and payroll management. 

Steering social dialogue

• Advising management teams and managers on the quality of working relationships and of working conditions (health, safety, well-being).
• Employee relations: representing management before the works council (CSE) and the employee representative bodies.
• Representing management before the administrative authorities (labour inspectorate and occupational health service) and the judicial authorities (labour court).
• Guaranteeing the application of and compliance with employment law and statutory provisions (labour code, collective bargaining agreement, industry-wide agreements, regulations).
• Watching for risks of legal non-compliance (the Health Act and the exercise of the right of alert in particular).

HR development and personnel administration

• Recruitment, mobility, onboarding and offboarding (support with integration and with end of contract), training.
• Management of jobs and career paths: career monitoring, key skills, people review, talent and high potentials, succession planning.
• Helping to protect the employer brand and to optimise HR communication
• Organising personnel administration (salaries, contributions, contracts, working time, absences), steering studies or audits (social, tax).

Management of the HR teams 

• Support with skills development.
• Monitoring the progress of the HR strategies deployed and adjusting them where necessary.
• Handling strategic or sensitive matters: company agreements, action plans, disputes (disciplinary, pre-litigation, unfitness for work).
• Arbitrating or putting forward proposals in the choice of partnerships and providers (recruitment   consultancies, communication agencies, software publishers).

Steering transformation projects

• Designing, driving and managing cross-functional collaborative projects, working with business lines or departments, and determining tools and indicators. 
• Drawing up and monitoring collective awareness-raising actions, in terms of performance objectives,  of CSR (corporate social responsibility) and of quality of working life.
• Organising change management support.

The current support project she is running for a client is to restructure the HR department (payroll management, recruitment across France, setting up and running the works council (CSE), etc.) and to be the link  between France, Belgium, the Netherlands and England.