2010 - 2023: Workforce Planning transformation consulting projects

Place of Work: Paris, FR

Role: Senior Managing Consultant & WP Leader, consulting missions Manager

Customer: SECAFI-Alpha Group incl. Prospective Center

Tasks:

• Development of consulting offers withinsectors:
  • Health, Social and Humanitarian Care (Croix Rouge, Hospitals, Nursing Homes (EHPAD, APAHJ)), Transportation (Truck, Air, Maritime)&Hospitality, Airports&Ports, Collective Catering ,?
• Workforce Planning transformation consulting projects often triggered at clients by specific events such as flows fluctuations, COVID Crisis, changes in the vision or direction of large organizations for instance through M&A (accompanying WP integration map under due diligence).
• In depth clients WP Diagnosis, gap identification & closure aligned with clients? strategy.
• WP& Scheduling processes socio-economic optimization.
• 0rganisational strategy design
  • Engagement with key client stakeholders: senior Corporate VPs (HR, Operations, Finance ? Board member level) to understand their long-term strategic plans and translate it into a clear and realistic WP and actions:
    • priorities identification such as partnering, sourcing needs or attrition drivers and investments in talent and innovative processes initiatives.

• Organization of client?s workforce data Modeling with my modeling&Workforce Analytics team and/or WP partners .ex: Social Care (NurseScheduling, OQAPI), Aviation (TRAN),. Precise evaluation of internal supply&external workforce trends (incl. sector labour market) & forecasting support of future workforce demands (Ex: Réseau Action Climat TETE Model) to ensure client?s workforce?s best positioning to meet future operations & workforce needs
• Innovative strategic&operational WP systems co-development&use for ?what if? scenarii:
  • Predictive analytics of activity and WP demand, AI, Big Data,?
  • DSN4 automated treatment customized to different sectors, HR and operations datas analysis crossed with employee e-surveys.
  • Manpower Planning scenarii models,incl. TCOW, absenteeism& training cost evaluation
  • WP Rosters&schedules simulations (for atypical hours& continuous service sectors), often collaborating with academic research, editors or clients, previously to experimentation and cutover.

• Support client WP driving Human Capital strategies to hire, reward, motivate, manage, train, retain, develop including employee relations (social dialog) quality, well-being, life balance, also adapting to diversified workforce profiles aspiring to various experiences. Other enablers use:
• Facilities:
  • End clients new enriched experience&services often assisted by newly trained staff on new automated or AI assisted processes and/or Robots in augmented working environment.
• HR:
  • Enhanced through Multi-skilling& mobility (/digital), staff incentives, collective agreement with ?specific contract types, life style interactive planning with staff preferences options, Gender equality, motivation, staff enhanced visibility on career path options.
• IT&Workflow:
  • Enhanced IT (incl.OR/AI) use for WP, client?s quick adoption support to technology (HRIS , AI , Saas,..) often in global context.
• Organisation:
  • Reinforced clients HR and WP departments (Master Planner, modelers, ?cobots?).
• Agile (Scrum), WP POC (Proof of concept) conception &use for collaborative WP workshops, Bottom->Up complementary approach (including targeted staff perception survey

Results:

• lower absenteeism & fatigue risk, higher( engagement, bids satisfaction, balanced worklife, working planning content and/or, career path own shaping ability, retention) level, training WP teams in more analytical &higher skilled and collaborative ways with more responsibilities and autonomy, better employability,...

Skills:

Agile (Scrum), WP POC

Place of Work: CPH, DK

Role: Senior Workforce Planning Aviation Consultant

Customer: Jeppesen-Boeing

Tasks:

Development of Crew Planning high value-transformation-consultancy for most major airlines.eur:

• WP advisor. Client?s HR rules and WP processes conceptualization before reactive development with internal WP modelers&live cases simulations for clients stakeholders: HR & OPS VPs, including Crew unions (for ex. during mediation missions)
• RFPs, scoping studies, installed planning solutions assessments annual ?Health Check-ups?, and new Crew Planning processes redesign.
• Conducted global transverse processes mapping Project in Europe and contributed to project for European airlines crew rules harmonization (JAR OPS)
• Business cases valorisation, WP process enablers benchmarks (org, HR, IT, rules, workflows).

Significant contribution to Carmen syst. WP suite sales&rapid development, today?s global leader:

• Detected & prioritized future greenfield developments dedicated to chosen reference major clients
• Provided feedback notably to O.R on required systems capabilities for greenfield successful programs and selected appropriate launching clients:
  • Integrated daily optimized strategic Planning (MPP: multi-year Manpower Planning system including cascade training, promotions&multiqualifications optimization-Reference Client: BA ? further sold to BA,QF,DL
  • Integrated Crew PBS (Preferential Bidding System) 1st to SAS, also supporting mediation- 1st sold to EI
  • Outsourced crew optimized MPP and planning production- 1st sold to 1T (NetJets Europe)
  • Tail assignment& Integrated Planning Recovery (PAX, Fleet-AC Maintenance, Crew, OPS) - 1st sold to America
  • Dynamic planning &scheduling including flight retiming and Aircraft capacity change
  • Crew FRM (Fatigue Risk Management) using fatigue&alertness models to efficiently control fatigue Contributed to large systems suite implementation RoadMap, system architecture design and tests
• Trusted WP advisor for most major airlines (LCCs, FSCs) & Scandinavian airports.
• Speaking partner within Jeppesen and external conferences (Users conference, ERA, GE Capital, ?)

Results:

• 3-15% extra overall performance reached in Workforce Planning, supported by AI
• Clients: Airline (AM, AZ, EI, BA, JK, SK, TF, U2, 1T, AF...), Airports (ARN, MMX, CPH,..)& Raiways (DSB&Deutsche Bahn)

2002 - 2005: Manpower budget planning & control

Role: Crew Manager (HR, Planning) Operations assistant VP (reporting to Chief Pilot)

Customer: Brit?Air (Air France Group)

Tasks:

• Responsible for leading, managing and developing efficient manpower planning and roster team / 20 collaborators team (2 planning production control recruits).
• Manpower budget planning & control
• Support in the identification of skills/crew shortage, taking appropriate resourcing and recruitment exercises in order to acquire relevant skills, knowledge and experience within deadlines
• Process industrialization (post AF buy out and with new crew collective agreement):
  • Successful cutover of a new scheduling&planning&days of ops system:
    • Last version of Netline suite (Lufth. Systems).
• Change management, re-organizing and improving interface with other departments
• Crisis Management (New O.C.C., Post aleas & crisis recovery with shortened delays

Results:

• Cutover within targeted deadline, quality & savings (bus.KPIs supported) & budget, requiring well balanced collective agreements adjustments negotiation (avoiding any social conflicts).
• Significant Performance improvement of socio-economic crew planning processes and KPIs.
• WP horizon multi-year extension, crew muti-skill gap reduction, crew bases balancing, peak periods coverage at reduced HR cost

1999 - 2002: strategic simulations

Role: Alliance Manager& SME

Customer: on request

Tasks:

• Responsible for first Partners recruitment on European Zone, negotiation of MoU with targeted airlines.
• Responsible for maintaining high and good quality level relationship with Partners.

Results:

• Successful Key airline SkyTeam Partners recruitment.eur (CSA, SU, AZ).
• Selection and Extensive use of start-up innovative partner for traffic flows, network &crew optimized bases remodeling simulation

1996 - 1999: Crew Scheduling and Planning optimization

Role: Assistant VP & P.M.

Customer: on request

Tasks:

• European Fleet&Schedule rationalization (ex: separation from Air Charter, old fleet attrition, M&E protocol design and set-up). Integration between core processes (AC rotations & Pairings)
• Merging of Short &Medium Haul crew agreements negotiation support (extensive simulations)
• Recruitment and co-ordination of 8 people crew planning project and simulations team.

Results:

• Scheduling & Planning processes industrialization&improvement supported by preselected (RFP) start-up system Carmen (still in use).
• Cutover within deadline, budget, quality&savings

1994 - 1996: Matrix reorganization

Role: Regional Sales Manager & Marketing Director Assistant Manager

Customer: on request

Tasks:

• Management of a 6 people team with 2 recruits
• Matrix reorganization
• Innovative incentives and reporting initiative further developed in Europe
• Test market for other global innovations:
  • distribution, yield, Frequent Flyer, code sharing with rail,?

Results:

• Successful innovations (distribution network systems, KPIs and incentives)
• Double digit market growth, significant load factor improvement, new contracts signed directly with large clients and commission reduction to travel agencies