Emmanuel Girard

• Global Implementation of Success Factors (Compensation, Performance, Employee Central) integrated with Alight Global Payroll solution in four successive waves (UKI, Colombia; US & LATAM Zone; North Asia, SAPMENA; France, Canada, Europe, SSA) for all topics related with Rewards and Job Architecture

• Functional Rewards policy transformation (Transformation towards single Global & Integrated Performance and Year End Review process + Off-Cycle Rewards processes). Implementation of global change plan towards transparency & manager empowerment-based Rewards policies, Position management, Grading structure harmonization, New Global Bonus policies

• Coordination of Performance & Year End Review Processes for live countries (2022 UKI & Colombia, 2023 USA, LATAM, UKI, 2024 North Asia, SAPMENA, Europe, 2025 France), transition and change management for Managers, HR and Rewards teams

• Design, Implementation and Change management for a new single global job architecture replacing four existing local & métiers specific job architectures, integration with Global Headcount Reporting process & Finance systems

• Solution design & integration of Success Factors with LTI, Expatriates, Executives populations management processes

• Group Rewards, LTI, Employee Shareholding, People Review process & corporate HRIS tools management & administration (Componline, Compmanger, Rembox, Beqom, All Players, Didask)

• Coordination & animation of international mobility policies and processes (1400 expatriates)

• Preparation of Compensation Committees, General Meetings, Annual Reports (URD) documents

• Functional animation of the Global Rewards Community (150 people) and Hosting of Annual Global Rewards Convention in Paris(50+ Zone, Division, Métier, Country rewards)

• Direct supervision of the Corp. Rewards, LTI, ESOP, Succession and International Mobility processes & team (20 people)

• New International Mobility policy implementation (Host Approach, Optimization of Relocation services delivery model)

• Implementation of new Group People Review concepts & process ("All Players")

• Inclusion of CSR KPIs within global bonus & LTI plans (L'Oréal For The Future)

• Implementation of new quantitative bonus administration (Sourcing & calculation of Financial & Sustainable Growth KPIs) & rewards benchmarking tools (Rembox 2.0)

• Implementation & animation of Living Wage, Gender Pay Gap group policies and reportings

• One HR Project Rewards Stream Sponsor (Redesign of the performance management process (Connect), deployment of the new group "job architecture", and launch of Success Factors Compensation module in test countries)

• Annual salary review, Bonus pool allocation and LTIs grant management

• Regulatory deferred instruments management & Cost controlling (indexed deferred bonuses and LTI)

• New LTI, employee share ownership plan design & implementation as part of the IPO

• Preparation of Compensation Committees, General Meetings, Amundi Annual Reports

• Management of the Group's international mobility, supervision of the management of a population of around 80 expatriates in 19 countries, review and optimization of the international mobility policy, calculation of packages

• Definition, communication, and implementation of the group's remuneration policy within the Group's entities in compliance with the AIFM / UCITS V / CRD IV regulations applicable to Amundi

• Compensation & Benefits related ongoing topics (benchmark, packages, support related to profit-sharing / participation / PEG / PERCO related negotiations, support for international entities, etc.)

• Direct supervision of 5 people team and coordination / support of the international HR network on Rewards policies