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Cédric

Henon Cedric - Management consulting

45 ans - Crolles (38920) France - ced_hen@yahoo.com - 06 75 37 59 24

Situation professionnelle

N'envisage pas de changer de poste actuellement

Résumé

15 years experience as an HR manager (in position or mentoring), Organisational development manager and consultant-trainer on contextual change and coordinating transversal projects on several sites in English-speaking environments.
2 Masters: Local development engineer and Managing companies for senior executives.
2 certificates: Greenbelt Lean Six Sigma and Major HEC in differentiating and Innovating services

Now consultant in HR organisation, I support individuals and groups in internal mobility phase (managers and senior executives) or during restructuration within the organisation.
The core of our mission is management skills analysis, organisational audit, defining values and targets.
HC Resources is an HR consulting company that has developed its expertise for more than 15 years around three poles: recruiting, assessment-evaluation, coaching and training.
We do a situational diagnostic, define with customers the expected stakes, values and targets. This enables us to identify the existing organisational levers, processes, solutions and employee progress.

We support :
➲ small businesses and start-ups with high growth
➲ small and medium size businesses in restructuration phase, in economic revival or developing internationally
➲ organizations that rethink their economic model
➲ organizations from the social and solidarity economy

Member of the Lab RH https://www.lab-rh.com/
Member of the Institut of the Sociodynamique http://www.institutdelasociodynamique.com/

Expériences professionnelles

Hr organization consultant - consulting & training

HC ResourceS , Meylan - CDI

De Juillet 2019 à Aujourd'hui

We advise on :
➲ Risk mapping : to reveal the true added value of HR within the business
➲ Organisational diagnostic for transitioning firms : define actions and how to implement them relying on the strengths of the organisation
➲ Team building : collaborative workshops targeting « know-how » and « know-how-to-be » to share a common vision and the DNA of the organisation
➲ Coaching of managers and middle-management : From being a CEO to become a conductor and foster the promotion of middle management.

We trained (situational diagnosis, training and implementation support) on:
➲ Managing priorities : to have a transverse vision of the organisation, from both a collective as well as an individual point of view.
➲ Skills review, yearly job performance review and monthly meeting : three key managerial skills to strengthen the pairing HR/ business and HR/ manager.
➲ The art to recruit and delegate : emphasize how important the dynamic within a group is by analysing the different delegation levels and synergies, such as how a new employee will fit in.

Three formulas :
➲ Imp’Act Flash : half a day to two days targeting an important / urgent managerial or organisational issue (training/ consulting)
➲ Imp’Act Global : actions on the operational side of your business and its development (shared time/ consulting)
➲ Imp’Act Premium : regular in situ interventions as well as a hotline (shared time/ consulting)
Let’s map together the range of solutions and the various dynamics within your organisation, relying on its strengths.

Contact me for an informal chat, I would love to speak with you about an organisational issue that you deem urgent.

Organizational senior advisor

Imp'Act , Le plessis-robinson - Portage salarial

De Avril 2018 à Juin 2019

"Nothing can be built without a diagnosis as accurate as possible, but above all, mostly accepted by all the stakeholders of the company!" Anthony Riboud

In other words:
✪ Soak up your environment and assess your impartiality before acting
✪ Involve the stakeholders impacted by your decisions: shareholders, top & middle management, staff, partners (business and trade unions), customers, suppliers.

The "Imp'Act" approach allows you to address urgent or important issues from a new perspective: by weighing your attitudes, actions and their direct, indirect and induced effects.
What are the impacts? Positive or negative, they are real. Is the content, or the style of the decision relevant?

Self-employed, I will be your contact throughout your evolution.

Corporate leader, in order to focus more on your business development, you need to:
✪ Increase your risk management control in emergency–like situations or through exponential growth
✪ Evaluate the cost of inaction to anticipate possible issues in case of a status quo
✪ Develop methods that promote staff’s autonomy

Examples of missions:
✪ Coaching Subsidiary managers’: Unlock individual talents and collective intelligence within the local organization as both are assets in complex situation with multiple actors;
✪ Implementation of a suitable operational mode: a contextualized approach tailored to the country or the region, the level of business development and local partners;
✪ Coaching Managers’: process analysis and activity’s valuation reflected in the collective and individual performance system adapted to the environment.

Contact me for a "diagnosis" call to assess the current situation within your organization.

Organisational & human development consultant

ITG group , Paris - Portage salarial

De Juillet 2017 à Décembre 2017

Consultant

Congo Equipment , Lubumbashi

De Décembre 2016 à Avril 2017

Strategic analysis & change management
• Business sustainability analysis: Short and middle term vision strategy
• Implemented roadmap to design a new value proposition & architecture, enhance strategic alignment to ensure efficient implementation and consider CE’s specifities (human capital, stakeholders, environment).

Organizational development manager

Congo Equipment , Lubumbashi - CDI

De Juillet 2013 à Avril 2016

Designed and facilitated the Continuous Improvement (CI) deployment strategy; led the transformation journey focussed on “waste management” and “5S” (workplace organization methodology).
Launched the plan in three key business units (as a test) : basic training (CI and lean) for 60 employees, codesign and implementation of short term CI projects (in Parts department, Component Rebuild Centres).
Ensured communication: quarterly management roll out plan implementation reviews, customer survey, open session, internal “fix-it” culture platform (CE and Caterpillar dealer network contents).
Developed people growth, key processes and procedures in support services (increased employee satisfaction): Human Resources (HR), Corportate Social Responsability (CSR), fleet, facilities and mentored the HR manager.

Logistic manager

BATEG , Vélizy-villacoublay - CDD

De Décembre 2012 à Juin 2013

VINCI CONSTRUCTION subsidiary. Turnover: $260 M, 650 employees.
Managed the logistic department of a specific operation of $150 M & update logistic and security procedures including contract review.
Developed communication and support system to suppliers and management: weekly meetings, hotline, delivery plan, daily waste walk

Administration & human resources manager

AXMIN Limited , Bangui - CDD

De Juillet 2007 à Juin 2012

Canadian exploration company with operations in Central Africa and West Africa.
Developed a successful performance management system (skills transfer, assessment, promotion) and a consistent database on SAGE payroll (including leave and manpower planning) to use for people management.
Designed and coordinated the negotiation of the collective agreement (successfully reviewed two years later).

Administration & finance manager

AXMIN Limited , Bangui - CDD

De Février 2006 à Juin 2007

Designed and implemented basic operating procedures (HR, finance, general administration, CSR, public relations) and developed an internal customer service oriented within the support services.

Coordinator

France Volontaires , Bujumbura - VIE

De Juin 2004 à Juin 2005

French international humanitarian volunteer organization established in 55 countries. Employees: 60 (volunteers: 800)
Implemented a transition management phase : develop projects portfolio (biodiversity, social and micro projects)
Recruited and mentored the national replacement (now in charge of several countries).

Program officer

France Volontaires au Mali , Bamako - Bénévolat

De Janvier 2001 à Décembre 2002

Designed and operate sustainable tourism projects with funds from bilateral or multilateral cooperation agencies.
Provide support to the local communities involved to develop and strengthen their abilities.

Coordinator in a tour operator - travel agency

New East , Grenoble - CDD

De Juin 1998 à Septembre 2000

As a trainer during my studies and after as an employee (nine months): design, marketing and logistic of whole package tour in Europe (one to three weeks) - tour leader of an average of fifty travellers per stay travelling in up to eight countries.

Formation complémentaire

Master

Université Joseph Fourier - Engineering in Local Development

1997 à 2000

Institutional relations & Management of human resources (counselling and recruitment)
Setting up, implementation and assessment of projects (technical and financial)
Issues and impacts of an activity on an environment (sociology of organizations – system thinking).

Parcours officiels

HEC – EMBA HEC

Langues

Français - Langue maternelle

Anglais - Courant

Espagnol - Notions

Swahili - Notions

Bambara - Notions

Compétences

Change Management
Analytical Skills
Human Ressources
management interculturel
Continuous improvment
Organizational design
community development
Process change
Gestion de projet / Project Management
complex problem solving
critical thinking
people management
coordinating with others
emotional intelligence
judgement and decision making
service oriented
cognitive flexibility
active listening