Elise Pelhâte
HR Business Partner @Abbott
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WORK HISTORY
HR Business Partner @Abbott
Paris, FR
Context: Multi-divisional (matrixed) and international organizationScope: 6 Divisions, approx. 370 employees (head office & field) – approx. 45 managers HR Business Partnering & Strategic Advisory• Provide both strategic and operational support on all HR and managerial topics (disciplinary matters, HR administration, performance, job evolution, reorganizations, engagement, comp & ben.)• Ensure a high-quality employee experience (onboarding, culture, mentoring, wellbeing, mobility, …)• Support the implementation of HR policies and develop tailored corporate communications• Continuously train managers on HR topics and labor law (including facilitating workshops) Employee and Labor Relations (Collective & Individual)• Prepare and lead employee representative bodies (CSE, CSSCT, commissions)• Negotiate and draft collective agreements and other regulatory documents• Advise on labor law matters and manage complex and litigious situations Employee Performance & Development• Manage and support annual HR cycles and processes (performance, training, salary reviews.)• Guide managers and employees through development plans, mobility and career paths• Identify and support the growth of high-potential employees and key talents (people reviews, succession planning)• Define and lead the training policy and strategy Cross-functional HR Projects & Change Management• Conduct HR and legal monitoring to drive innovation and contribute to business differentiation• Identify and manage risks while implementing tailored action plans (social climate, gender equality, turnover, ….)• Design and deploy HR initiatives and policies: digital transformation, onboarding, mobility, training, compensation, employee retention and engagement, strategic workforce planning frameworks, …
EDUCATION
EM Normandie Business School
Master’s degree, HR
Université de Rennes I
Master’s degree, French Labor law
ABOUT ELISE PELHÂTE
Convinced that human capital is a company’s greatest competitive asset, I act as a strategic partner — building a resilient organization, addressing challenges and aligning human resources with the company’s strategy. 8 years of strategic & operational HR experience - dual expertise in HR and Labor & Employees relations Law. 360 view : recruitment, training, comp & ben, change management, employee & labor relations, … and HR function structuring. Experience across various industries and orga. types : scale-up, SMEs, large corporations, matrix, multi-site, multi-entity and multi-country including international env.(fluent in English). Contexts : creation and structuring phases, major transformations and periods of rapid growth. As an HR BP, I have : Establishing a constructive social dialogue : Results: collective bargaining, organization of WoKo elections, creation of the social policy for a new entity,… Support managers & teams on individual, collective or organizational topics : Results: team reorganization, role evolution, performance management, recruitment, employee engagement, conflict and litigation handling, upskilling managers in HR and labor law, … Establish innovative training policies to develop employees and talents, and support performance : Results: definition and involvement of the business in global strategic training orientations, identification of key competencies, talent management, creation of development programs based on strategic workforce planning (SWP), … Lead an attractive recruitment and comp & ben strategy : Results: actions on niche/shortage roles, employer branding, training of hiring managers, improved onboarding process, equity ajustment, structural salary change… Anticipate and mitigate risks through adapted actions : Results: improve gender equality, reduce turnover, … Drive transformation and change projects : Results: voluntary legal transfers of employees, implementation of a new organizational and cultural model, digitalization, structuring of HR processes and practices, … Foster an attractive and well-being-oriented work environment Results: implementation of policies related to gender equality, diversity & inclusion (including disability inclusion), school partnerships, employer branding, QWL (Quality of Work Life), leadership practices, and prevention programs for MSDs/PSRs (musculoskeletal and psychosocial risks), … Professionally, I wish to continue in a role with a strong focus either on Labor Law or on HR Business Partnering & Development.
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