SAMUEL PONTIER

As Recruiter Success Manager within L’Oréal’s global Talent Acquisition team, I drive excellence in recruitment practices by optimizing talent acquisition technologies and processes.

With a focus on enabling our 150 recruiters around the world to elevate their impact.

I oversee the adoption and enhancement of platforms such as Avature ATS and LinkedIn, ensuring seamless integration and exceptional candidate experiences.

As the VIE Program Coordinator at L'Oréal USA, I spearheaded the successful coordination of the program across 4 major cities (New York, Los Angeles, Miami, Tampa) with a focus on 50 VIE participants. My role extended to:

???? Program Strategy Development:
Formulated and executed a comprehensive VIE Program strategy for the US, involving the definition of organisational needs, identification of talent pipelines, and ensuring the program's sustainable growth.

???? Policy Negotiation and Implementation:
Negotiated and implemented Housing Allowance policies tailored to the specific requirements of the US, contributing to a conducive environment for program participants.

???? Lifecycle Monitoring:
Oversee the complete lifecycle of VIE participants, from their onboarding to offboarding, ensuring a seamless and positive experience.

???? Visa Management:
Managed the intricate visa process for every VIE joining our US subsidiary, ensuring compliance and a smooth transition into the work environment.

???? End-to-End Recruitment Management:
Took charge of the end-to-end recruitment process for VIE candidates, from initial sourcing to final selection, aligning talent acquisition strategies with organizational goals.

???? Key Achievements:
Successfully developed and implemented strategies resulting in a streamlined and efficient VIE Program.
Facilitated the growth of the program by identifying and nurturing talent pipelines.
Negotiated and implemented Housing Allowances policies to enhance the overall experience for participants.

As a dedicated Talent Acquisition Specialist with a focus on Florida, I played a pivotal role in acquiring top-tier talent for 4 distinct L'Oréal entities situated across three diverse offices: SalonCentric (Saint Petersburg), Centre de services partagées RH et Finance (Tampa), and Travel Retail (Miami). Key highlights of my role include:

???? Scope and Diversity:
- Spearheaded recruitment efforts for diverse functions encompassing IT, Data, Marketing, Finance, Accounting, HR, Sales, Product Management, Retail, and more.
- Successfully recruited candidates across a wide range of seniority levels, from entry-level positions to Vice President roles.

???? End-to-End Recruitment Management:
- Managed the entire recruitment process from inception to completion, including defining business needs, sourcing through platforms like LinkedIn and talent pipelines, job posting, conducting phone screenings, scheduling interviews, and extending offers.
- Achieved an impressive Time to Hire of 27 days, ensuring efficient and timely recruitment cycles.

???? Footprint Development:
- Actively contributed to the expansion of L'Oréal's presence in Florida through proactive participation in Career Fairs, Networking events, and the implementation of an impactful Employer Branding strategy.

???? Youth Development Programs:
- Pioneered the establishment and growth of L'Oréal for Youth (L4Y) programs, including apprenticeship and internship initiatives, fostering a dynamic and inclusive talent pipeline.
- Developed and nurtured partnerships, including a collaboration with the non-profit organization Big Sister Little Sister, where I presented an interview workshop in front of 120 students, providing valuable insights and guidance to the next generation of professionals.

Le Cap' RH is the student association of CIFFOP, the objective of the association is to support students from all horizons. We support them in the preparation of their recruitment processes.
From creating CVs to preparing them for interviews, Le Cap'RH also allows students to discover Human Resources. To do this, we organize conferences and webinars on various HR topics with the participation of professionals.

The members of the association are work-study students from the CIFFOP of Panthéon-Assas University, from Masters: HRM & Labor Relations, International HR Management, HRM & Public Management.

Scope: 42,000 employees

The Global HR O+O Team mission is to shift our current organisations, people skills and resources to align them with the Online and Offline International Luxury Division strategy, we have 3 MAIN MISSIONS.

O+O People Transformation:
- Defining the key skills for L'Oréal's O+O strategy by designing the organisation for retail O+O population with Capgemini.
- Building the O+O People Review process to identify talents in Retail and build career towards key positions in the group. Career paths - People review - Organisation Design

HR Tech Transformation:
- Change management on ONE RETAIL, a web application for retail population powered by Microsoft for Beauty Advisors (salespersons) on the field. Defining Change Strategy - Content creation (Adobe Suite)
- Project management on BASIC (Best Automated Solution for Incentives and Commissions) a web application for corporate population responsible for Beauty Advisors Commissions and Incentives. Defining Project Management strategy - Working on future features

HR Consulting Squad:
Group of 3 selected HR apprentices to work on projects for France HRD. (e.g. Defining the Onboarding Process)

Scope: 88,000 employees

The OneHR project serves L'Oréal's People Vision: to be the most inclusive, innovative, and inspiring People-Driven Company to create the Beauty that moves the world.
It accompanies major organizational and cultural changes supported by digital transformation.
My role within this project was to support the change and encourage the adoption of the new HRIS solution: SuccessFactor SAP. My missions were around 4 main areas:

Engagement :
- Planning and monitoring of change management activities
- Development of the change management strategy (workshop design)
- Identification of ambassadors and animation of a network with over 500 change actors worldwide
- Participation in the definition of the change management action plan

Communication :
- Preparation of presentation materials: posters, banners, kakemonos, videos (Adobe Illustrator, Adobe Photoshop, Adobe Premiere Pro)

Training:
- Coordinating the creation of the Q&A implemented in SAP SuccessFactor. Tested within the Sandbox.
- Creation of training materials (Powerpoint)
- Realization of demonstration videos of the SuccessFactor modules (Adobe Premiere Pro)
- Animation of 2 training sessions (1h each) with 260 trainees and work-study students

Adoption:
- Carrying out a survey to assess the impact of the change and identify areas for improvement.

After two years within the EJC as an active member, as Commercial Development Manager, I wanted to continue to support the Junior-Enterprise in its development through the Honorary Committee.
The purpose of the Honorary Committee is to support and advise the current mandate in its activity. All the members will bring their expertise in their different fields of study.
For my part, I will bring my vision:
- of human resources management, in recruitment and the employer brand.
- business development, particularly in the use of LinkedIn as a prospecting tool.

The logistics operator is an essential link in the food distribution chain in France. During this unique experience, due to the Covid-19 crisis, the mobilization of these women and men was indispensable. During this experiment, I was able to observe and analyze the effects of the HR policy implemented by LIDL.

During this experience, I discovered the world of a five-star hotel. I learnt to work under pressure and accomplish my missions efficiently.
I encountered the "backstage" of life in a palace, I witnessed how the organization worked and how it was geared to please the customers as much as possible.

- Conception of a sales and recruitment strategy in accordance with the general strategy of the Junior Enterprise
- Preparation and creation of supports for the recruitment of future commercial development managers. (30 applicants)
- Preparation and conception of prospection training, writing articles, communication on LinkedIn and website management (6 trainees)
- Writing articles (2 articles)
- Writing posts on LinkedIn (19 posts, increasing up to 30% the number of followers)
- Development of website referencing (increasing the number of visitors by about 85%)
- Telephone and face to face prospecting

As a Commercial Development Manager, I had a wide range of tasks:
- Managing Junior Enterprise Partners
- Preparation of trade shows in order to explore new prospects. Management of sales groups.
- Preparation and production of communication tools
- Writing articles
This year at the EDHEC BBA Junior Consulting, I was able to improve my skills in these areas, to develop my versatility and managerial skills.

Breakfirst is a non-profit organization set up to raise awareness about the importance of a balanced breakfast, to school children in Educational Priority Zones. “Breakfirst” worked throughout the year to create a “breakfirst box” for primary school children in Roubaix. We created a partnership with a box company and helped to create the personalized boxes for more than 50 children.

As a summer camp counselor, I was responsible for the children’s security during the train and bus trips. I Managed any conflicts between children but also between other members of the team. Creation and realization of group games and sport activities.

- Animation for children aged 3-11, around two themes: Asia and a new start for a new year
- Realization of sports and manual activities. Group support when travelling outside the centre.