Il est bien des choses qui ne paraissent impossibles que tant qu'on ne les a pas tentées
Pascale Mair : DRH internationale
2150 € HT par jour
Disponibilité : Maintenant {[{ (freelance.date_available <= now() ? 'Maintenant' : freelance.date_available|date:'dd/MM/yyyy') }]} Maintenant préavis de {[{ freelance.preavis }]} mois {[{ freelance.availability }]}
Disponible en part-time: Oui

Profil mis à jour le : 26/04/2018
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Note Globale    

Bi-culturelle par mon mariage, mon education et mes alternances de poste en France et en Angleterre, je recherche des postes operationnelles sur tous les aspects des RH idealement avec une composante internationale et un mode projet. Par exemple, je suis a temps partiel en train de creer la fonction talents pour un groupe international de 6000 personnes et de monter le departement diversite et inclusion d'un cabinet de chasse de tete.  J'ai une grosse experience d'environnements avec de fortes individualites (mileux creatifs et societe de conseil).

Je suis mobile plutot a l'etranger sauf pays a risque.

Pascale

59 ans

St-germain-en-laye

DRH internationale Pascale Mair

Certification

 

1981 : Institut d'etudes politiques de Paris

2002 : Lominger

2013 : coaching and consulting for change

Expériences professionnelles

 

Heidrick & Struggles
Vice-President Human Resources for Europe & Africa & Vice-President and Global Co-Chair Diversity & Inclusion

Jan 2014 - Déc 2018

(U.K)

Leading executive search consultancy - US - listed group, $600M in revenue, 1500 staff in 32 countries

Transformation of the HR function into a strategic partner to the business :

  • Creation of an internal talent acquisition function for partners and non-consultants ; analytics ; compensation review ; and analysis in the region, resulting in a general upgrade of team profiles consultants mentoring and coaching), and Succession Planning
  • Design and roll-out a three-year HR Europe plan Advisory consulting (a Talent integrated solution offering with Search, Leadership Consulting and Culture ) and the rebuilding of H&S' footprint in the region through organic growth and acquisitions.
  • Creation of a new on-boarding programme to support this; the launch of a graduate programme; the roll-out of developmental activities; and a new compensation scheme to align the organisation to the new culture.
  • Introduction of a performance-driven culture through measurement and redefinition of the annual process, individual performance improvement plans, business development training for consultants and coaching.
  • Co-Driving of the Diversity & Inclusion (D&I) agenda worldwide (Women, LGBT, Disability and Ethnicity); set-up of regional diversity councils APAC (Asia-Pacific); work on qualitative and quantitative Exit Interviews at time of departure and six months after departure (worlwide consultancy specialised in gender), P4P (pledge for gender parity), Talking Talent

Misceo
Partner

Jan 2012 - Déc 2013

France

HR Strategy Consulting firm (www.misceo.fr)


Publicis Worldwide
Global Human Resources Director

Jan 2007 - Déc 2011

France

The Advertising network of Publicis Group (listed at the CAC 40)

10 000 employees in 80 countries and 200 agencies and of regional HR Directors and teams

  • Creation of the HR function anew (both at central and regional levels - no HR function prior to my hiring) with key role as change agent to secure the buy-in of the Worldwide Executive Committee members and key heads of business units
  • Management of a WW Change Programme, facilitating the alignment of the organisation to the brand values and to the new digital strategy: 30% digital, top 5 creative agency and choice of next generation of employees
  • Promotion of Learning as a key element to drive change via:
  • The development 'ex nihilo" of an online university (5 key faculties headed by an internal dean:
  • Digital, Creative, and CFOs
  • Facilitation of the concept of one network via frameworks) a talent management platform including employee evaluation, compensation, and training; measurement through engagement surveys, exit interviews and dashboards) worldwide alignment of senior management contracts and remuneration packages
  • Introduction of digital in the HR function and processes to further convey the digital transformation of the company through the company's key theme "Contagious Ideas that change the conversation", for example: "Contagious" University and podcasts for key functions programme
  • Engagement Survey results on line

Landor Associates (U.K.)
HR Director EMEA (Europe, Middle-East and Africa)

Jan 1998 - Jan 2007

(U.K)

  • Branding consultancy - part of Young & Rubicam & WPP
  • Creation of the HR function, structure and culture in EMEA as there was no HR function before then, by developing HR strategy and policies in line with the strategic plan.
  • Direct contribution to the set-up of offices (Geneva, Hamburg & Dubai). Involvement in all senior hires across Europe & Middle-East Services)
  • Development of a talent culture with mobility, learning and succession planning
  • 1998 –07 Human Resources Director EMEA (Europe, Middle-East and Africa)

    2002 –07 Combined HRD Emea and Global Organisation & Development and Learning Director


BMG - Bertelsmann Music Group
DRH France

Jan 1995 - Jan 1998

(France)

World-leading music publisher

* 350 staff in 2 locations (head office, distribution centre and a decentralised sales force). Team of 4.
* Board member position
Conducted and monitored a full internal change management program; 2 major Reductions In Force (RIF) including the closing of the distribution centre and the reshaping of the entire board of directors ; and managed employee relations in a context of regular downsizing


GAN (France)
Information Technology Recruiter then Human Resources Manager

Jan 1988 - Jan 1995

4th largest FRench insurance company (part of Groupama)

In charge of developing the concept of decentralised HR departments to be closer to the internal clients. The project was accepted and was piloted with success with the combined "Life insurance" and "IT" division and subsequently rolled out to 9 other divisions.

  • Responsible for training all future HR managers and teams then dispatched to the newly created HR department.
  • As HR manager, responsible for operational HR activities and employee relations
  • Managed a staff of 4 Personnel Officers, 1 Training Manager and 1 Training Coordinator.

Data General European Headquarters
Personnel Officer than Senior Personnel Officer in Organisation & Development

Jan 1984 - Jan 1988

(France)

Micro-Computer manufacturer, later acquired by EMC2

Reported to the Human Resources Director Europe (hire, performance management, salary increases, bonus payments, exit process and mobility) particular automation of the exit interview process, running the annual surveys (from data collection to feedback sessions), rolling-out of Corporate programmes and participation in the collection of data for the compensation survey.


Formation

 

     Institut d'Etudes Politiques de Paris - Institut d'Etudes Politiques de Paris

1981     BA in Public Affairs

1983     Master in Employment and OD

2011     Oxford/HEC - Joint; Ex Program; Master in "Coaching and Consulting for Change" Certified Lominger

Langues

 

anglais : Bilingue ou langue maternelle