heycar

September 2021

Challenge - People & Culture Manager

Thanks

Table of Content

5. Compliance with Laws and Regulations

Introduction

4. Looking after Health & Safety

1. Attracting Top Talent

3. Building a Diverse Team

2. Developing the leaders of tomorrow

Attracting Top Talent

Top Talent

#Flexibility and potential

Lead by example, lead a project, lead and inspire the team

Diversity, Ownership, Innovation and Collaboration

#Motivation

#Lead and inspire

#Embody heycar's values

Multitasking, ability to adapt and reaccess if necessary

Go-getter personGritCourage

What does mean Top Talent for heycar?

#heycar mission

What is our mission and objectives?Involving our employees in the success and achievement of our ambitionsClearly define what we need to achieve our mission, vision and ambition.

Promote the heycar experience, why are we unique? What our values and culture? What can we offer? Opportunity to grow.Offer a great candidate and employee experience and celebrate leavers in their next adventure

#heycar experience

#heycar employer brand

Develop our digital presence locally to become the first employer choice - attend to events in our field - participate in the automotive community

Encourage employees and leadership to be a heycar ambassadors in their networks

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Top Talents need to know that we are a great company

• Increase heycar brand visibility locally,
• Offer a great candidate and employee experience

• Communicate clearly our strategic vision and culure

CLEAR JOB DESCRIPTIO

Strategy

Actions

• Create a recruitment process or follow the group recruitment process
• Promote heycar and job postings on digital plateforms such as LinkedIn, Welcometothejungle, Station F and Indeed and hunt for the best profiles

• Encourage employees and leadership to share sucessess, events, jobs on their networks

• Analyze applications trends on greenhouse.io and adapt strategy ie. reviewing job description if needeed or offered package compare to the market ...

• Work on a French career page
• Use heycar onboarding process to enhance the feeling of being part of heycar

KPI

• E-reputation and influence on professional plateforms ie. LinkedIn, Welcometothejungle, Indeed, Glassdoor, and specialized jobsites

• Glassdoor and Indeed employer rating
• Analyze applicants feedback

• Lenght of recruitment process

• Rate of early dismissals at every stage from the recruitment to the onboarding

Developing the leaders of tomorrow

Management staff

For High potentials : A leadership program can be setup to prepare them to their next role

For non management staff - coaching available to demonstrate thatwe don't need to be a manager to be a leader at their job - the main focus can be softskills

4- Coach and support new leaders in their role - Leadership 101

3 - Developing a learning journey to help them identify their leadership style

2- Communicate to the management what is expected from them

Key steps to follow

1 - Define what is a leader at heycar - connected with the business goals and our culture

ActionsIdentify future leaders using globally shared criteriaCoaching the new leadership and future leadersEncourage knowledge sharing and collaboration with HQ and sister companiesDevelop a mentoring system Build with the heycar group a leadership program journey

KPI

• Feedback from employees about the leadership through engagement survey or 360 apraisal feedback

• Completion rate for leadership training
• Promotion rate from to leadership position

Building a Diverse Team

Diversity :

From heycar website

"We strive for a purposeful work environment that provides a platform for everybody’s personality to preserve one’s authenticity."

It's part of its DNA as a core value

Why Diversity is important for heycar?

Actions

#Diversity#Innovation

DEVELOP A COLLABORATIVE WORK IE. PAIRINGCAPITALIZE FROM alL EXPERIENCES AND KNOWDLEGE tHrough workshops

BE CURIOUS - STRIVE FOR AWARENESSCOMMunicate and address WHEN THERE IS MISUNDERSTANDINGENHANCE NON VIOLENCE COMMUNICATION - DIFFERENTS POINTS OF VIEW IT'S RAISE DIVERSITY as A ASSET TO INNOVATE

DIVERSIFY THE SOURCES OF RECRUITMENT DO NOT NARROW THE REQUIREMENTS

CELEBRATE ALL KIND OF DIVERSITY PROVIDE A SAFE PLACE TO TALK AND BE OUR TRUE SELFVALUE DIVERSITY AS A STRENGTH

What DOES MEAN DIVERSITY FOR EACH COUNTRY AND MEET AT THE MIDDLe

FROM THE BEGINNING OF THE JOURNEY AT HEYCAR

4. Foster cross-functional work

2. Give the opportunity to employees to share

HOW IS THE MARKET?

IDEASSUCCESSESKNOWLEDGEsEXPERIENCES

3. Be aware of cultural biais

1. Recruit from different background

BE OPEN MINDED DON'T RECRUIT FOR SPECIFIC BACKGROUNDs

CONSUMER

Diversity approach

CONVRTION

IncreaseVISILITY EMPLOYER BRAND LOCALLY

17,520

KPI

• Diversification of sources of recruitment
• Create safe or opportunity to celebrate diversity
• Engage leaderdhip as a true champion of diversity
• If needed create a plateform or training to better work and communicate together
• Create opportunity to improve the recognition and visibility of employees of other European offices
• Number of global or cross-functional successful projects run by diverse teams

Looking after Health & Safety

Identify working hazard in each teamwork closely with the CSE to prevent working hazardsTrain employees who face working hazards

Follow the safety rules in the office Work closely with the CSE

Safety in French office

Safety for our employees

Main focus

Ensure compliance with applicable regulations and safety measures. Work closely with management and employees to identify employees whose mental health is vulnerable

Covid-19 and mental health

Actions

• Suggest an Employee Assistance Program
• Assess hazards for each job

• Create an environment with a great work personal balance, with perks and flexibility

• Follow the HR Data about absenteeism and leaves
• Frequently assess the facilities to eliminate hasards
• Follow the guidelines regarding Covid-19 safety measures

KPI

• Accident rate - to be low as possible

• Absenteeism - to be low as possible
• Implement Mental Health First Aid network
• Strive for awareness on hasards in their job
• 100% completion of mandatory trainings ie. General safety training - article R4141-3 from working code
• Respect the deadline to complete the informative and preventive medical visite for each new hirings and long term absence return employees
• Compliance with the law of Unique document for the evaluation of professional risks
• Evaluation of well-being through surveys

Compliance with Laws and Regulations

Compliance with local rules and regulations

-Obligations according to the size of the company -Mandatory documents -Mandatory negotiations -Employment of seniors -Online formalities -Social charges -Apprenticeship tax -Urssaf control -Employment of disabled workers -Health risk management

Actions :

• Create checklists and short processes to develop knowlegde management
• Create a HR Admin Calendar
• Use or create HR reports and dashboards from Personio to follow headcount, HR data and deadlines
• Get to know deeply the collective agreement
• Keep me updated by following specialized newletters and be part of HR legal community in France
• Select local providers when it is necessary ie.restaurant tickets

Compliance with the Group policies and processessAdapt to the local regulation when is necessary

Identify social obligations as an employer and ensure compliance with the Group

Sources of information:

- https://code.travail.gouv.fr/ - https://laboiteaoutilsdesrh.com - https://inspection-du-travail.com/ - https://www.cse-guide.fr/guide-reforme-code-travail/ - https://travail-emploi.gouv.fr/actualites/l-actualite-du-ministere/

KPI

• Meet any regulation deadline ie. Social declaration - preventive medical visit for employee etc.
• Assessement DUER
• Lower litigation
• Draft a HR calendar/agenda
• Create processes to develop knowledge management

THANKYOU!

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Step 3

Set the priorities and objectives

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Step 4

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from a P&C perspective

First year of heycar