About this role
Nexans has played a leading role in electrifying the world and is committed to electrifying the future. The first chapter of Nexans transformation to become the "New Nexans" is delivered and Nexans is now focusing on becoming a full-fledged Electrification Pure Player. The company is reconnecting with its DNA and going beyond cables to offer more value to its customers with a complete service that relies on digital to maximize the performance and efficiency of the firm’s critical assets. This ambition requires bold changes in Portfolio, Organization and Culture and represents a huge challenge in Talent management : to prepare people to grow in regards to the company move to acquire new competencies not part of our historic core business to get people ready to new ways of working to secure our key succession plans We have a strong willingness to offer a career path of our talents in order to capitalize on internal expertise and we have identify very sensitive “métiers” for which we need to prevent ourselves from risk of scarcity, lack of succession pipe and difficulty to attract. The Operating Functions talent Specialist is responsible for coordinating talent management i)processes, ii)programs & iii)strategic initiatives focused on critical populations in line with Nexans business strategy. Processes : including data and support preparation for SPID Reviews for Industrial Function Specific programs ( PowerUp), meaning recruitment, university partnerships, onboarding, international rotations, mobility coordination, budget monitoring and compensation & benefits alignment across legal entities and countries. Initiatives: support all transformation initiatives for the Industrial Function : Boost 2.0, Industrial Expert Management Program and Certification Program, while supporting transformation initiatives and benchmarking best practices in talent and expert management. By operating functions we include Industrial, purchasing, supply chain and R&D Areas of responsibilities : Talent Management Processes: Support the deployment of global Talent Management processes across the Industrial function, with a strong focus on Succession Planning & Individual Development (SPID) by: Support the annual SPID process for the Industrial function, in partnership with Industrial Directors and HR Business Partners. Prepare materials and facilitate SPID and Talent Review sessions to support succession planning Contribute to strengthening the industrial talent pipeline by supporting talent identification initiatives and monitoring follow-up actions. Staffing and support for Talent Management Programs and Industrial initiatives : PowerUP Program Leading the program and launching all the necessary initiatives for PowerUP , including: Identify potential candidates internally, in collaboration with HRBP and in any case address the selection process for internal candidates Identify candidates externally , defining the most appropriate external sourcing tools Review all applications, organize the interviews with Selection Committee and managing the end-to-end recruitment process Be responsible for the candidate relationship through the whole recruitment process Organize the Onboarding week Design individual rotation plans for each Graduate to support their development Identify relevant industrial projects with Plant Managers for the next Engineers's rotations Be responsible for the Graduates life cycle through the whole program, including onboarding, mentorship program & rotations Liaise with the Compensation & Benefits department to ensure compliance with legal contract frameworks and salary requirements Monitor mobility budgets and invoicing processes and provide cost projections for upcoming rotations. 2. Boost Program Support the redesign and deployment of the global Boost 2.0 program by: Contribute to program governance and deployment. Support workforce planning and local backfilling strategy. Prepare cost forecasts and contribute to the program business case 3. Industrial Expert Management Program Support the redesign and implementation of the global Industrial Expert Management Program and ensure alignment with the industrial talent strategy. 4. Lean & Supply Chain Certification Program Support the deployment of the global certification strategy by: Coordinate the preparation of the global certification roadmap Benchmark training providers and certification programs Monitor the rollout of certifications across regions Compensation & Benefits & International Mobility Within the Power Up Program, ensure the consistency and compliance of compensation packages and international transfers by: Coordinate intercompany transfers for graduates between legal entities throughout the program. Ensure compliant employment conditions during international assignments. Ensure consistency and equity of compensation across rotations. Support the implementation of contractual and payroll changes linked to international mobility. Boost diverse pipeline of Talents across Operating Functions Develop appropriated partnerships with school to be able to identify and recruit the best candidates Promote new programs in Universities, schools, and Alumni Networks Boost contacts with selected associations and Women Networks in universities to foster female candidacies Profile : Minimum 2 years’ experience as HR Generalist in operations ( industrial site should be the best) and/or Talent Management, Proven sourcing skills, assessment skills, candidate management skills Business orientation Fluent in English and at least one of the following languages: French or Spanish Used to work at an International level Good listener, analytic mindset to translate needs and solutions Strong verbal and written communication skills / Networking skills & animation capabilities Rigorous and structured Ability to work with multiple people/projects concurrently