WHAT YOUR MYPEOPLE HRBP WORKS AT FOR YOU
We help our foreign customers to streamline their local organization and relieve them of every French administrative and regulatory HR constraints.
Whatever the size of your company, there are certain local rules and regulations that must be respected.
Compulsory display and individual information | Collective bargaining agreement | EU General Data Protection Regulation compliance | Gender equality index (over 50 employees) | Compulsory Internal rules document (over 50 employees)
Employers have a reinforced duty of care with regard to health and safety in the workplace:
Drafting and update of the mandatory occupational health and safety risk prevention document | Setting up a compliant health care and provident schemes | Follow-up of occupational medical check-ups | Taking into account the risks of arduous work | Monitoring workplace accidents
Staff administration covers subjects as vast as they are complex, such as:
Employment contracts and amendments | Follow-up of trial periods | Employment of non-EU foreign employees| Absence and leave management| Disciplinary management
Accurate pay slips require monitoring and analysis of key elements
Absences & leaves | Working Hours | Sick Leave | Legal & collective agreement Minimum Wages | Variable salary Components
To manage people require skills and qualities that require coaching or even training on some topics:
Coordination mechanisms | Conflict management | SMART individual and collective objectives
Internal communication allows you to share important information about the life of the company (arrival of a new employee, winning a new contract, etc.), but also its values.
Information internal meetings | Executive Speaking | Internal newsletter and social networks | Incentives
Your employees need recognition, not necessarily financial! Recognition also comes through other mechanisms such as:
Annual reviews | Advancement | Empowerment & Autonomy |Financial Recognition
A company whose employees are fulfilled is more productive than average. The impact of working conditions is very real and can be adjusted.
Working environment (on site, remote, hybrid) | IT tools | Personal living conditions | HR Barometer
We encourage our foreigner customers to work hand in hand with their French teams to promote and reach a pleasant, high-performance working environment.
We help Foreign Companies cope with change by adapting their organization and building a resilient business in France
Recruitment locally can be a complex process, due to lack of awareness, resources or time. That’s why it’s important to work on :
Recruitment strategy | Employer Brand | Defining the Offer , sourcing and conducting interviews | Employee Integration
Skills management is one of the keys to sustaining the company . This is why it is appropriate to deal with topics such as:
The training plan and financing mechanisms | Drafting Job descriptions | Implementing the skills framework | Defining Employment and skills planning | Conducting annual performance reviews | Setting up career paths
There are many changes in a Company, whether they are sudden (regulations) or desired (digitalization, diversification, etc.). It’s a process that needs to be supported at different levels:
Individual and collective coaching | Bringing back sense and getting people to buy into the project | Collective intelligence
Once a certain growth threshold is reached, managers and their teams will feel the need to formalize key processes:
Digitalization of procedures (HRIS): leave management, working time monitoring, annual interviews | Drafting HR processes: recruitment, training, compensation policy
The implementation of corporate governance is not reserved for large groups. It applies to any company that aspires to sound management and sustainable development . This consists in particular of:
Defining roles and responsabilities | Clear organization chart | Efficient decision making
The implementation of social indicators allows a quantitative and qualitative analysis of data with the aim of making decisions to adjust HR policy.
Measuring the absenteeism rate | Following the turn over rate and nature of offboarding | Analyzing the age and seniority pyramids | Calculating properly payroll
The establishment of the Social and Economic Council is mandatory if the company’s workforce exceeds the threshold of 11 employees for 12 consecutive months. We can assist you with:
Implementation and management of the Social and Economic Committee (above 11 employees) | Mandatory yearly collective bargaining with trade union organizations | Mandatory information and consultation | Negotiating and drafting company agreements
Payroll is often the main investment item for a company. There are many levers to optimize it:
Fixed | Variable direct compensation | Deferred | Peripheral compensation | Executive compensation
We support executive management in defining and implementing locally their HR strategy so that it is aligned with their overall Corporate strategy.
Entrusting the management of your human resources to an independent Mypeople ® professional offers you the competitive advantage of implementing the function as quickly and transparently as possible for your company.
As specialists in HR outsourcing, we deploy a proven method for rapidly and comprehensively implementing the function within your company.
Take a look.
We take the time to define the functions of your Mypeople ® HRBP and the terms and conditions of his/her duties, according to your budget and priorities.
Together, we define the organization of your new HR department. Together with your other business partners, we improve the processes that your Mypeople ® HRBP will manage.
With our digital communication studio, we communicate with your teams to introduce your new Mypeople ® HRBP and the organization of their new HR department.
It's A-Day! Your Mypeople ® HRBP takes up his duties. You'll be in daily contact with him/her to achieve your objectives, with regular updates.
The risks of intercultural management include misunderstandings and conflicts due to cultural differences, which can hamper communication and cooperation within teams.
Misinterpretation of behaviors and messages can also create tensions and divisions, and lead to the failure of your investment in France.
To master these risks, our Mypeople ® HRBPs are skilled professionals specially trained in intercultural management.
They help you to understand and get the best out of French culture and your local teams, while they are enriched with your own culture.
