Xavier Fabre
Hrbp @Solvay
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WORK HISTORY
Hrbp @Solvay
Organizational Design & TransformationStructure Optimization: Design and implement Target Operating Models (TOM) to improve agility and operational efficiency.Strategic Workforce Planning: Model future talent needs and lead upskilling/reskilling roadmaps to mitigate business risks.Change Management: Act as the lead consultant for business units undergoing cultural or structural shifts.Performance Culture: Overhaul performance management frameworks to align with high-growth objectives.2. HR Governance & Regalian MissionsSocial Dialogue: Lead negotiations with employee representative bodies (CSE/Unions) and secure strategic company agreements.Legal & Compliance: Serve as the final authority on labor law application, managing complex litigation and ensuring zero-risk compliance.HR Analytics & Steering: Drive the HR budget, monitor labor costs, and use data-driven insights to influence executive decision-making.Crisis & Conflict Management: Navigate sensitive organizational issues with high emotional intelligence and legal precision.3. Workforce planning & Organizational EfficiencyPartner with the Talent Acquisition team to anticipate hiring and capability needs Identify critical roles and succession gaps Support organizational design and role clarity initiatives Ensure compensation fairness in collaboration with the Total Rewards team
EDUCATION
CentraleSupélec
Executive Education, Management et Direction de projet
Ecole Supérieure de Management en Alternance (ESM-A)
BAC+5, Ressources Humaines
Haute école de coaching
Coaching ICF
Lycée Budé
Baccalauréat, Économie
UNIVERSITE PARIS XII - St-Maur
DEUG, Droit
DIRECTION RH
Licence / Maîtrise, Gestion des ressources humaines / administration du personnel, général
ABOUT XAVIER FABRE
Tant que ChatGPT n\'aura pas définitivement remplacé les hommes, développer le capital humain devra rester une priorité pour les entreprises. Véritable service après-vente des collaborateurs, le développement RH doit être le business-partner des opérations pour les accompagner dans leurs réussites. Au-delà des aspects opérationnels, c\'est également le développement d\'une marque employeur forte. Cette marque est le socle nécessaire à toutes les entreprises qui veulent des collaborateurs avec un engagement fort.
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