Technology

• EY Luxembourg

  Talent Transformation Leader

  2019 – 2023

  I established and led the Talent Enablement team, a focused group dedicated to harnessing technology for HR challenges. The team, made up of up to three HR Business Analysts and an intern, was built on the three pillars of digital transformation, analytics, and HR performance improvement.

  I had the privilege of becoming the first recruiter across the EY network to complete the EY Tech MBA with Hult International Business School. This experience played a key role in honing my technical knowledge, which became instrumental in our digital transformation journey.

  My key responsibility was to guide the design and implementation of our HR digital transformation strategy. This included the development of an Azure-based app to centralize local data that were not included in SuccessFactors, which proved beneficial in enhancing data quality, security, and SuccessFactors usability for HR teams and employees.

  Through our collective efforts, we improved operational efficiency and realized significant cost savings. Process automation alone accounted for the equivalent workload of over 5 full-time employees each year.

  Throughout this journey, my leadership style has been defined by communication and coaching, nurturing a sense of psychological safety within the team. This approach, combined with the dynamic work we do, has not only led to professional growth for myself and my team, but also made a meaningful impact on EY Luxembourg’s HR landscape.

• EY Luxembourg

  Deputy Director of Human Resources

  2022 – 2023

  As the Deputy Director of HR at EY Luxembourg, my responsibilities extend beyond simply managing routine operations. Serving as the right-hand person to the HR Director, my role involves actively supporting the director in various strategic initiatives and in making crucial decisions that impact the entire organization.

  Leadership requests of an ad-hoc nature frequently come my way. These range from dealing with specific organizational challenges, brainstorming innovative HR solutions, to taking the lead on critical HR projects. Every day is different and provides an opportunity to broaden my understanding and influence across the many facets of HR.

  A key part of my role lies in mentoring and coaching. Nurturing the professional growth of our HR team leaders and their team members is both a privilege and a responsibility I deeply enjoy. I constantly strive to pass on my knowledge and experience, inspiring them to enhance their leadership skills and their overall performance.

  But being a deputy director isn’t just about strategic projects and people development; it’s also about being the problem-solver in chief. I am frequently called upon to troubleshoot issues across the HR spectrum, acting as a reliable pillar of support to our HR Director. Whether it’s resolving complex challenges or simplifying processes to improve efficiency, my goal remains the same: to ensure the smooth running of our HR operations and contribute to the success of our organization.

Recruitment

• EY Luxembourg

  Senior recruiter

  2016 – 2019

  In my role as Senior Recruiter at EY Luxembourg, I managed the end-to-end recruitment process for experienced candidates, ensuring a seamless hiring journey. This involved identifying recruitment needs with hiring managers, defining the most appropriate sourcing strategy, finding and interviewing candidates, and successfully inviting them to join our team. Maintaining an average portfolio of 40 roles at any given time, I ensured our response rate stayed above 70%, and the acceptance rate when approaching passive candidates remained above 40%.

• Capgemini Australia

  Consulting Recruitment Lead

  2015

  As the Recruitment Lead for the consulting practice across Capgemini in Australia, I managed the recruitment process for multiple offices. I developed sourcing strategies, executed process mapping, and created tracking and descriptive analytics tools. This agile environment allowed me to implement and test different initiatives, streamlining our recruitment process, and enhancing its effectiveness.

• EY Australia

  Senior Recruitment Consultant

  2015

  At EY Australia, my focus was on the Cyber Security and Financial Services Risk Management practices across multiple locations. I managed end-to-end recruitment while developing effective relationships with partners, hiring managers, and the sourcing team. By creating metrics and descriptive analytics tools, I achieved an acute tracking of the application workflow, enhancing the efficiency of our recruitment process.

• Accenture France

  Recruiter

  2012 – 2014

  In my role at Accenture, I wore two hats: managing the end-to-end recruitment process for a portfolio of IT roles in the Aerospace & Defense industry and sourcing senior IT profiles for the Technology practice in France. Leveraging my expertise in social media and executive search, I effectively designed and implemented appropriate sourcing strategies that significantly boosted our candidate pool’s quality and diversity.

• RFC Consulting

  Tech Recruitment Consultant

  2010 – 2012

  In RFC Consulting, I expanded my recruitment expertise in the IT industry. My responsibilities encompassed headhunting and direct sourcing activities for a portfolio of around 35 jobs located in France and Europe, including various ERP consultant roles to engineering positions (SAP, Oracle, Maximo, HIS, Cisco, HR Access, Peoplesoft, Siebel, JAVA, J2EE, PHP, ETL, Business Objects, and more).

• Manpower France

  Sourcer

  2010

  As a Talent Sourcer at Manpower, I honed my recruitment skills by sourcing temporary executive profiles for Airbus group. My primary tools were internal databases and job boards, allowing me to rapidly identify and screen potential candidates suitable for various roles within the company.

• Airbus Group

  Recruiter

  2010

  During my contract at Airbus, I was responsible for both internal and external recruitment for two departments: Customer Services & Customer Affairs. My role required a deep understanding of technical and managerial positions, including engineers (aeronautical, IT, general), managers, technicians, marketing professionals, contract negotiators, and sales staff. I led the full-cycle recruitment process, including conducting needs analysis with clients, conducting over a 100 interviews utilizing the PAPI personality questionnaire, providing debriefings to managers, and managing applications through SAP HRIS.