Highly positive and self-starter HR professional. Creative thinker. Career objective in HR – Change & intercultural management - 7 years experience gained from international blue chip companies in various sectors - Client focus to provide appropriate & flexible delivery in a changing & complex environment - Ability to work in a large global team - Knowledge of employment legislation and practices in UK, US, France and Spain - Excellent adaptation and organisation skills / Project management skills - Effective analysis & diagnosis skills, proactive and creative problem solving - Ability to plan and take decisions with accountability in a challenging environment - Master degree in Human Resources/Information systems - Thrill in contact with different cultures and use of many languages (English, French, Spanish, Finnish, Italian) - Orientation & interest in the use of innovative management tool & new technologies - Excellent Excel & Access skills

HR Business Partner - Investment Banking Division @ Partner with business to implement strategic initiatives / change management - Industry changing junior banker initiatives. Part of a global taskforce, creation of a set of new principles to meaningfully enhance the junior banker experience in relation to staffing and work life balance. Very positive feedback striking competitors to implement likeminded initiatives - Structural reorganisation of the IB junior bankers into advisory pools as an innovative cross-training, resourcing and career enhancement tool. - Boost mobility to make possible a cultural shift increasing employee development and engagement o Mandate to build a well-rounded skillset to junior bankers, proactively manage careers and retain staff. Designed and implemented a new 1-year mobility programme within Europe, based on selection of strong performing juniors. o Manage global IB mobility programme, facilitating moves of approx. 100 bankers - Senior banker feedback system. Regionally implemented an upward feedback process to generate changes in senior bankers’ effectiveness, key to the junior banker experience. - Proactive headcount management in reshaping the overall pyramid due to increased pressure on compensation pools and changes in the PMD/MD promotion cycles/volumes Compensation process - Manage compensation process for IB bankers & support employees across EMEA (analysts through to MDs) from guidance to communication delivery: model compensation pools for the region based on divisional guidance. Advise managers on appropriate remuneration within peer groups. - Navigating the increasingly challenging regulatory environment (CRD IV, directives on dual contracts) Performance Management and promotions processes - Global responsibility for “quartiling” performance process by which mapping the relative performance of bankers following a performance distribution curve. People movements, analysis and HR business related metrics/analytics From July 2010 to Present (5 years 6 months) London, United KingdomHR Consultant - Global Banking & Markets @ Talent Management & Succession planning, Project Manager (1 year) - Re-think the GBM Talent philosophy with GBM Head of Organisation Effectiveness, Group HR, GBM Leadership and BPs - Re-launch of 9 box talent ratings for all 7,500 Front Office employees and introduction of Talent Pool segmentation as career management tool - Redesign the succession process in a complex matrix reporting model (product/region) and capture succession plans for global population from GBM CEO next 3 level down - Designed Pilot Talent system (Access database) to capture the result of the 2010 roll out Redundancy Operations Centre, Operations Manager (1 year) - Project planning for each redundancy exercise, resourcing and stakeholder engagement, upgrade process as required - Ensure accuracy and timely delivery of redundancy generated documents (legal paperwork & support documentation, pension quotes) as well as responsive support to the HR BPs - First point of contact with impacted employees and other operational parties (payroll, HR systems team, pension services, Regulatory Risk, IT, solicitors). New Joiner Intranet (2 months) - Globally consolidate checklists to help managers with on-boarding process. Redesign webpages containing checklists, programming From May 2008 to July 2010 (2 years 3 months) London, United KingdomHR Team Assistant - Customer Services @ Learning & Development Project officer - Build a divisional “learning intranet” linking training needs to training solution available. Produce a user-friendly interface & intuitive search tool, with the communication team and IT programmers - Develop a 2 days training for line managers on HAY evaluation method. Production of training strategy, materials & exercises. HR Business Partner – project for Pilot Training Center - Design a transnational assessment centre to recruit maintenance instructors in France & Germany, complex profile due to combination of technical expertise and pedagogical skills required. Run team meetings with technical managers & HR people to understand needs. Develop project planning, produce material, logistics and develop planning of the assessment sessions - Create and run the employee satisfaction survey, linking with the business to highlight issues to be addressed through the survey From August 2007 to February 2008 (7 months) Toulouse Area, FranceHR VP Assistant / Recruiter @ Manage recruitment function - Recruited 30 temporary & permanent employees (technical & support profiles) from identifying needs/interviews to contract/work permit. Supervise criminal, credit & background checks - Design and set up of a 2-day on boarding event for new joiners. - Increase managers awareness for recruitment techniques and practices - Design vacancies webpages on corporate website with online application feature - Maintain relationships with recruiting agencies & headhunters. Develop effective new sourcing means Other responsibilities - Study staff turn-over and develop a retention plan as action plan - Produce HR compliance reports (EEOC, FAA) & HR data analysis - Write job descriptions for several departments (20 descriptions) - Improve HR information management & develop employee database From September 2005 to August 2006 (1 year) Miami/Fort Lauderdale Area

Master's Degree, Business/Human Resources/Information System @ Bordeaux Business School From 2003 to 2008 Emma Saurin is skilled in: Personnel Management, Human Resources, Change Management, Talent Management, Performance Management, Succession Planning, Recruiting