Human Resources and CSR

Empowering HR managers to make Human Capital a differentiating asset

The importance of quality HR policies for the success of a business strategy has been stressed countless times. However, experience proves that “working the human factor” is a complex challenge and that HR people are facilitators who are all the more effective as their action is not limited to the definition of “good HR programs”.

Their action can cover three additional levers:

The formulation of an HR vision and its translation into ad hoc HR policies to support the business strategy of the company
Active management of HR performance and the transformation of the HR function
Accompanying people through complex transformations (customer culture, digitalisation of practices, innovation spirit …)

Our key themes

HR strategy and talent development: HR strategy and policy can make all the difference and serve ambitious long-term growth and development
HR performance and HR transformation: equipping HR departments with the right tools to optimize their operations, and combine agility and efficiency
HR support of complex business transformations: helping HR professionals confirm their role as experts in the “human factor” and as partners in the company’s profound changes
Corporate Social Responsibility (CSR) and Quality of Life at Work

Quelques exemples de missions :

Formulating a vision for HR and translating it into HR strategy and policies
Formulating a vision for HR and translating it into HR strategy and policies
Formulating a vision for HR and translating it into HR strategy and policies
A major player in the insurance industry must, after a merger and acquisition, profoundly rethink its HR strategy and restructure its HR policies for increased integration.

The WillBe Group teams are responsible for:
- Defining the company’s 10-year HR ambition, in line with its market strategy
- Defining the main paths of evolution for the HR department: skills mapping, HR development and recruitment, integration, training, talent management, managerial reference, compensation and management by objectives, CSR, employer brand …
- Building the 3-year HR strategic plan and framing the related HR policies
- Accompanying the Head of HR and all HR Managers in driving change
- Implementing tools for managing change.
Piloting HR performance and transforming the HR department
Piloting HR performance and transforming the HR department
Piloting HR performance and transforming the HR department
A banking group wishes to sustainably improve the performance of its HR processes for all its subsidiaries.

WillBe Group accompanies it with:
- Methodological support linked to the process approach
- The development of the HR architecture
- The macro and micro description of processes and HRIS Support for process pilots
- The implementation of dashboards The animation of committees and working groups
- Identification of areas for improvement and actions to be implemented.
Accompanying people throughout the complex transformations of the company
Accompanying people throughout the complex transformations of the company
Accompanying people throughout the complex transformations of the companyAccompanying people throughout the complex transformations of the company
This company decided to change its market positioning and seek differentiation with a customer-centric strategy. This major turn can not be done without the company’s people. Therefore the CEO wishes to make the HR Department a key player in supporting the transformation and the shift in company culture towards a stronger customer orientation.

The WillBe Group teams are responsible for:
- Carrying out a diagnosis of the human dynamics of the company (corporate culture, professional identities, logics of power, managerial model, customer relationships …)
- Defining the main paths of evolution for company culture and internal operations
- Building the “Culture and HR” component of the transformation plan, in particular by making HR policies key drivers of change (internal values, recruitment process, payroll, programs to raise awareness and train on customer satisfaction)
- Training HR people in their role as facilitators of change
- Setting up ad hoc piloting tools (barometer of mobilization of the customer approach, customer culture dashboard …)
- Accompanying the deployment of the transformation plan
- Implementing a quality management system within the Human Resources Department
A large group wants to certify the recruitment processes of its Human Resources Department according to the ISO 9001 version 2000 standard.
Implementing a quality management system within the Human Resources Department
Implementing a quality management system within the Human Resources Department
Implementing a quality management system within the Human Resources Department
A large group wants to certify the recruitment processes of its Human Resources Department according to the ISO 9001 version 2000 standard.

The WillBe Group team develops, after a preliminary diagnostic step, the processes and tools related to the quality management system (QMS), relying on its ability to capitalize on what’s there and designing devices adapted to the environment concerned. It can thus pilot the project of QMS implementation and piloting and prepare the certification.

A progressive and adapted transfer of skills to the users finally makes it possible to ensure the success of the project over the long term.