It is what it is. Whether we like it or not, we're entering a new decade with a totally shuffled deck of cards. Actually, it may even feel like we switched from poker to monopoly.
What happens now? During 2020, we've been navigating the crisis, day-to-day. 2021 is the time we embrace change!
Leaders and HR Managers roles are shifting; the "workplace" is not necessarily a corporate office anymore, and freelance work is gaining even more momentum that before.
Our next talent talks online will focus on the challenges faced by leaders to effectively recruit and manage teams than mix on-site, remote and freelance workers.
We will share expert knowledge and key insights to support your personal development as a tech lead or recruiter as you go into 2021.
Après des études de mathématiques à Dauphine et un master RH en alternance à l'IAE de Paris, Albane Bressolle-Chataigner a travaillé 5 ans chez Ullink (Itiviti) puis 4 ans chez Criteo. Depuis plus d'1 an chez Back Market, elle y est Chief People Officer. Ses différents rôles de leader RH font d'Albane Bressolle-Chataigner une experte de la gestion RH des environnements de forte croissance et orientés Tech. Très intéressée par la réflexion stratégique du métier et d'approche pragmatique, Albane est passionnée par la création et le développement d'une culture d'entreprise forte, responsabilisante et inclusive. Back Market: Fondée en Novembre 2014, Back Market est la première place de marché dédiée à la vente de produits électriques & électroniques entièrement remis à neuf. Le concept de Back Market est simple, mais radical : mettre directement en relation les consommateurs avec des professionnels du reconditionnement (usines, marques et distributeurs), via une seule et même plateforme. Avec une ambition folle : créer une alternative mainstream à l’achat de produits neuf
Passé par des cabinets de recrutements tech, Alexandre a rejoint talent.io en 2015 en tant que premier recruteur. Il a ensuite pris en charge l’offre freelance en 2017 et gere aujourd’hui une partie de la communauté de talent.io tout en assurant la partie administrative et suivi des missions.
Innovator, entrepreneur and philanthropist [Andrew Barnes](https://en.wikipedia.org/wiki/Andrew_Barnes_(businessman)) has made a career of market-changing innovation and industry digitisation. Most recently, in New Zealand, Andrew triggered a revolution of the entire fiduciary and legal services industries, and the transformation he has led as the founder of [Perpetual Guardian](https://www.perpetualguardian.co.nz/) has positive implications both locally and globally (as evidenced by his announcement of the [four-day week](https://www.4dayweek.com/), which made [headlines](https://www.4dayweek.co.nz/international-media-coverage-results/) around the world). The result has seen him establish 4 Day Week Global and the 4 Day Week Global Foundation with his partner, Charlotte Lockhart. Their vision for this is to provide a community environment for companies, researchers/academics and interested parties to be able to connect and advance this idea as part of the future of work. Through this work he is on the advisory boards of both the US and Ireland 4 Day Week campaigns and the board of the newly created [Wellbeing Research Centre at Oxford University](https://wellbeing.hmc.ox.ac.uk/home). Andrew is a director of Complectus Limited, the company encompassing Perpetual Guardian and several other trustee businesses, is the director of [Coulthard Barnes](https://www.coulthardbarnes.co.nz/), chair of both the Regional Facilities Auckland board and the publicly listed New Zealand payroll provider, [PaySauce](https://www.paysauce.com/). PaySauce recently launched a new draw-down service to give employees interest-free access to money they have already earned as soon as they earn it aimed at preventing people having to resort to pay day lenders (which charge up to 700% interest). Earlier in his career, Andrew identified the opportunity for the evolution of real estate in Australia and was chairman of [realestate.com.au](https://www.realestate.com.au/buy) at the time of its IPO on the ASX. Later, he becameCEO of Bestinvest, a US$5.7billion, UK-based investment management and advisory company, leading the sale to private capital in 2007. He was managing director of Australian Wealth Management Limited, a major Australian wealth management and trustee business that he led to IPO in 2005. Andrew holds an MA from Selwyn College, Cambridge and an ACIB (UK), and has attended the Program for Management Development at Harvard Business School. Andrew also saved the historic classic racing yacht [Ariki](https://en.wikipedia.org/wiki/Ariki_(yacht)) from near-ruin by purchasing her and undertaking an extensive restoration project which saw Ariki re-launched in April 2018 at the National Maritime Museum in Auckland where she is now berthed. Andrew is a sought after keynote speaker and is regularly asked to address audiences internationally on subjects as diverse as governance, philanthropy and business, leadership, entrepreneurship, team culture and change management topics.
Titulaire d’un Master en Management des Ressources Humaines, Christophe NGUYEN est Psychologue du travail et des organisations, Enseignant et Co-Fondateur du Cabinet Empreinte. Conférencier et auteur de plusieurs articles, il est membre de comité de lecture pour une revue scientifique dans le domaine de la santé psychologique au travail. Pour la présentation d’EH : Empreinte Humaine, cabinet stratégique de conseil, leader dans le domaine de la prévention des risques psychosociaux et de la santé sécurité psychologique au travail. Fondé par 2 experts associés, Empreinte Humaine est franco-canadien et intervient dans une vingtaine de pays dans le monde. Habilité en Prévention des Risques Professionnels et organisme de formation, Empreinte Humaine fonde son expertise sur des bases scientifiques rigoureuses, des expériences avérées et des résultats tangibles.
Durant 15 ans, Elodie Chevallier a occupé différentes responsabilités en RH : chargée de recrutement, de formation et conseil en gestion de carrière. Parce qu’elle a été interpelée par le nombre de personnes qui avaient jusqu’à présent mené une belle carrière et qui, brusquement voulaient tout changer pour se tourner vers des métiers davantage « porteurs de sens » qu’elle a décidé de débuter une recherche sur le sujet. Cette recherche s’est inscrite dans le cadre d’un doctorat à l’Université de Sherbrooke (Canada). Depuis, Elodie Chevallier est chercheuse-consultante indépendante, elle alimente sa pratique de conseil auprès des entreprises par les apports de ses recherches. Son expertise porte sur le sens au travail individuel et collectif et vise à répondre aux problématiques suivantes : - Quel est le processus de perte de sens au travail et comment identifier les signes avant-coureurs - Comment redonner du sens au travail à ses collaborateurs - Quels sont les impacts d’une digitalisation du travail et/ou d’un changement organisationnel sur le sens au travail. Quelles sont les bonnes pratiques à mettre en place.
Initié au développement depuis le collège, François décide de faire de sa passion pour le code un métier en suivant un cursus d’ingénieur à l’ESIEA. Après un parcours très orienté start-up qui l’a emmené sur plusieurs continents, il rejoint Trace One en 2018. L’entreprise souhaite renouveler l’ensemble de sa plate-forme et de sa suite logicielle et a besoin de nouvelles compétences. François gère aujourd’hui l’ensemble des équipes front-end et PHP, constituées de développeurs internes, de consultants et de free-lances répartis sur toute l’Europe. Trace One description Fondé en 2001, Trace One est la plus grande plate-forme de développement de produits de grande consommation avec plus de 20 000 entreprises dans plus de 100 pays développant pour plus de 300 milliards d’euros de produits par an. Nous aidons les distributeurs et les propriétaires de marques à créer et à faire évoluer plus rapidement des produits uniques, sains et responsables.
Julie is a French-Australian HR professional who developed her experience between Paris and Sydney. She worked in various industries, from early stage start ups to large accounts, always in multi-cultural organisations. It was only natural for her to join talent.io to lead their People and Culture strategy.
Welcome to the Jungle is creating the new experience at work. Our media (articles, web-series, podcasts, events and Welcome Originals) explores every aspect of life at work. Behind the scenes, we build SaaS products and Apps that transform the work experience from the inside. Companies use our products to build more positive, co-operative and lasting relationships in their place transforming the candidate and employee experience.
Majeed has almost three decades of leadership experience in business transformation strategies across five continents. In 2020, he became Elements Global Services’ Chief Transformation Officer after leading the company through its growth from startup to scale up as Vice President of Operations EMEA and Head of Business Transformation, respectively. He has previously held senior leadership roles at ADP, Transcom Worldwide, Hydro, Telenor and DMR Fujitsu. He also teaches Business Project Management, Leadership & Ethics at Europe’s leading business schools, La Salle and EAE. Majeed has a master’s degree in IT System Development as well as several diplomas in change and quality management.
After a tech entrepreneurial experience, Margot joined talent.io almost 5 years ago as employee N° 18. Today, Margot leads operations for the most grown market of talent.io : Paris. Leading a global team of 30 people, she recently launched talent.io's new Remote recruitment offer. Remote jobs are a massive shift in the tech recruitment industry. By launching this service, all engineers in the world will be able to find a remote job on talent.io.
Natal heads up learning, coaching, and community at PXO Culture and is seen as a pioneer in the Agile HR movement. Following over a decade working in senior Human Resources (HR), Talent and Organisational Development roles, Natal coaches clients across all industries, from innovative tech companies, to not-for-profit, to global banks, in how to embrace an Agile mindset and reinvent their people practices. In 2016 Natal hosted the first Agile HR Meetup in London with the aim of building a community of like-minded disrupters, which has since grown into a regular event held across the world from Sydney to Paris and online. A year later she co-founded the Agile HR Community and has recently published the book, Agile HR. Now, through PXO Culture, Natal is focused on defining modern HR for the 21st Century and helping organisations build great People Experience and Operations.
In a disruptive and pandemic world, it's all eyes on HR, as we help organisations rapidly respond. Agility is now a crucial capability for all HR professionals. The mindset also underpins how we develop amazing employee experience, like a customer journey, full of moments that matter for your people and brand. While Agile HR is an exciting topic, it can be intimidating at first and hard to contextualise. We'll explore practical examples of how to apply an Agile mindset within HR to work more evidence-based, human-centric and deliver value at speed. We’ll also discuss how business agility is beginning to reshape the roles and operating model within HR and recruitment.
2020 aura été une année éprouvante tant économiquement que d'un point de vue sanitaire: pour les entreprises, les managers et chaque salarié ou étudiant. Les conséquences psychologiques sont déjà visibles. Il n'existe pas de vaccin pour la santé psychologique, toutefois, dans le monde du travail, des solutions existent. Les troubles psychosociaux ne sont pas inéluctables. Partageons dans ce talk une vision, des bonnes pratiques RH et managériales pour maintenir un bon état psychologique au travail.
Cette année, nous avons toutes et tous expérimenté de nouvelles formes d'organisation. Remote, temps partiel, travail asynchrone sont devenus notre quotidien, qu'on le veuille ou non. Si certains espèrent retourner à une organisation "traditionnelle" rapidement, d'autres pensent que notre organisation du travail doit évoluer pour répondre aux attentes du marché et des collaborateurs. Pour en parler, nous avons invité Élodie Chevalier, chercheuse sur le sens au travail individuel et collectif, et Jérémy Clédat, CEO de WTTJ, qui a récemment mis en place la semaine de 4 jours dans son entreprise.
Andrew will talk about the implementation of a four day week in his business, the results, and the broader benefits to business and society in general. He will also give some suggestions regarding how to initiate a four day week in your business and the usual obstacles and pitfalls that will be encountered on the journey.
Life is not a battle field. We must manage the skills to move smoothly through life. This meditation technic guides us to a process of revelation of the heart will. The very reason of our existence, in this place and time. Today we will learn to release the tensions with the body, calm the mind, tune with the heart and light up intuition. Let´s keep it simple, with Susana.
Depuis l'an 2000, les freelances sont le segments qui connaît la plus forte croissance sur le marché du travail Européen, et ils représentent aujourd'hui presque un employé sur 7 ! Le nombre de développeurs et développeuses qui choisissent l'indépendance augmente d'année en année, et rien ne semble pouvoir stopper cette évolution. Les freelance apprécient la liberté que leur apporte ce statut, et les recruteurs se tourne de plus en plus vers ce type de contrats lorsqu'ils ont besoin d'un expert ou d'une experte supplémentaire dans leur équipe. Cependant, travailler avec un ou une freelance, ce n'est pas qu'un changement de contrat, et il y a de nombreuses subtilités à connaître pour créer une collaboration fructueuse. La sélection, l'onboarding, le management, la motivation... sont autant de sujets qu'il vous faudra adapter aux profils freelance.
Covid-19 is a temporary situation, but constant changes continue to come, some with notice and other with no warning. It should not take something as dramatic as a pandemic for remote work to take root but if there is one positive to take from the rise of coronavirus, it is that it has been an accelerator in enabling agile working solutions. For many, the “new normal” has been the reality for some time. As millions globally adjust to remote work, entire professions and businesses have already been operating on this basis. It is important to create an understanding of that **The Future of Work is not exclusively about remote work**. Many external and internal social economic business factors are constantly changing the assumptions for our business. Remote work as any other solution has many side effects we need as leaders to face & mitigate. Remote work has advantages and disadvantages. At Elements Global Services, we have seen productivity increase during this period of flexibility and our commitment and quality of service delivery have been consistent despite the disruption. Remote work delivers the transactional part, like efficiency, productivity, and cost saving, but is not best suited to dealing with the emotional and relational side of collaboration and work. Things like trust, boundaries and belonging are challenging to build in a virtual workplace setting. So, being productive must be measured in numbers and outputs and balanced with the intangible but vital emotional and relational side to create a foundation for the longer term. “New technologies, AI and changing demographics are causing a shift in how the workforce is structured. Distributed teams and remote workers are enabling organizations to become global, more easily.” [Elements eBook The Future of Work] As leader our challenge is to mitigate those change and turn them to opportunities. We need constantly to update and reshape our leadership elements to adapt to the complexities we face. During the new normal and afterward, companies must provide and deliver all necessary measures to empower employees to work remotely without business interruption. This means giving colleagues digital platforms, tools, and procedures to follow so that they can work efficiently outside of the office when necessary. Least but not last without emotional connection, employees will be acting only transactional and we might lose the value of innovation, relational cooperation and it will not be sustainable to retain employees in a world constantly in changes and everyday tougher competition landscape. The objective should be to have the capability and capacity to work remotely rather than targeting “work from home” as an ultimate objective
HR teams have been under tremendous pressure since the pandemic started. Because of how quick it happened, HRs have had to face new challenges they were not prepared for. The very existence of some businesses is at stake, and the topic of *company culture* can become a lesser priority. Is it a mistake? Would a strong culture be, in fact, the very solution to surviving any crisis? Julie Cristofari, Head of People & Culture at [talent.io](http://talent.io) will discuss this question with our guest, Albane Bressolle-Chataigner, BackMarket's Chief People Office.
