فرنسوا دي كوك

• Human Resources/Organisation Management: Oversee the global Human Resources and Organisation Development operations of 80 within the Europe/Middel East/Africa (EMEA), Asia and Americas Regions.
• Strategic Planning: Align HR practices with the organization's overall goals, ensuring that human capital supports business growth and expansion.
• Recruitment and Talent Acquisition: Oversee global attrition and retention efforts, including evaluating recruiting and selection processes.
• Employee Benefit Programs: Oversee employee benefit programs, ensuring consistency and compliance across various countries.
• Employee Relations: Monitor employee relations globally, addressing any issues or conflicts. This includes promoting a positive work environment, handling grievances, and fostering effective communication.
• Legal Compliance: Stay informed about labor laws, regulations, and cultural differences in different countries. Ensure that HR practices adhere to legal requirements and local customs.
• Onboarding and Training: Ensure onboarding processes for new hires, ensuring a smooth transition into the organization. Additionally, oversee training and development initiatives to enhance employee skills.
• Talent Management: Focus on talent development, leadership development, succession planning and performance management.
• Human Capital Management (HCM): Handle aspects related to human capital and performance. This involves collaborating with regional/local HR teams to maintain consistency.
• Organisation Development/Effectiveness: Enhance the organization's effectiveness worldwide. This role involves assessing and improving organizational structures, processes, and culture to meet current and future business challenges. Design and implement organizational development strategies aligned with global business objectives. Facilitate change management initiatives and support the organization through transitions. Develop and oversee leadership and professional development programs.
• Multinational Oversight: Manage HR operations across different countries, adapting policies and practices to local contexts while maintaining a cohesive global approach.
• Risk Minimization: Ensuring compliance, managing cultural differences, and addressing employee needs, to minimize risks for the organization and its workforce.
• Member of Steering Committee of Peterson and Control Union Academy.
• Member of the Peterson and Control Union Academy Advisory Board.

• Manage and drive the roll out of a consistent succession management process.
• Develop talent review and succession planning strategies, processes and tools for the annual and ongoing process.
• Liaise with senior management and human capital stakeholders to identify key leadership positions and competencies; Outline and lead annual process in partnership with leadership development.
• Review outcome of annual data collection, share insights, and partner with senior management to create succession strategies.
• Consult and build process capabilities to lead talent and succession planning with a focus on assessment and development.
• Identify critical positions and set the criteria required to fill by means of a diverse talent pipeline on a short- and long-term.
• Establish metrics, monitor progress, and communicate insights; Advise on the development of leadership success criteria and practices to produce the talent required to meet emerging market shifts and business strategies.
• Serve as an advisory resource to manpower planning/recruitment and business partners in the identification of candidates for key and critical roles.
• Create a career path framework, philosophy, strategy and approach for implementation within the organization.
• Liaise and work with human capital partners in integrating succession management and HIPO efforts with other HC processes and systems to determine resourcing and talent requirements in order to ensure organization performance and sustainability.

• Consult with senior business leaders to understand and assess current organizational and team effectiveness; and subsequently recommend, design, and deliver solutions that address opportunities and produce performance outcomes; including in-depth organization design alternatives and operating models.
• Ensure that process models, organization and job design, mandates etc. are developed in line with the organization effectiveness framework
• Design and facilitate workshops with leaders and teams in the areas of strategy development, team chartering, vision setting, leadership alignment and change leadership.
• Coach leaders on organizational effectiveness topics, such as readiness for and leading through change, culture, organization design efforts, and team leadership.
• Serve as a trusted advisor to leaders on team effectiveness and leadership development.
• Develop, implement and maintain a competency framework as foundation building block for competency based talent management, manpower planning, learning and development, recruitment, performance management and succession planning.
• Develop and implement an employee engagement system.

• Provide specialized services and guidance to the CEO, EVP’s and board of Directors on organizational efficiency, business processes, and organizational structuring/changes/culture and manpower forecasts.
• Work with senior team members to design and facilitate processes for the development and management of strategic plans for organizational development.
• Create and facilitate processes in which teams assess, develop and/or learn about new and/or improved operational approaches and processes.
• Improve business performance by providing and/or arranging for individual and group consultation, often at the executive level regarding business activities/processes, organizational design/development/culture, system utilization and change management to QP Subsidiaries and Qatar Governmental Departments and/or Institutions, as per request of CEO and/or Minister of Energy and Industry.
• Develop and execute the delivery of organizational change management support processes.
• Gauge readiness for organizational changes and gaps by conducting surveys, analyses, direct stakeholder engagement, and other learning exercises.

HR Manager:
• Management of HR Team and deliverables of human resource services and consultation to international and national sales, marketing, commercial and support operations with regards to:
 Recruitment and Selection
 Industrial Relations/Unions Negotiations
 Organization Development (includes surveys/situational analyses, intervention
 design, change management and facilitation)
 Staff Establishment/Organizational design (includes forecasting, job-analysis, job-
 design, job-evaluation, job-specification processes and re-structuring)
 Remuneration ( includes increases, promotions, awards, salary-administration
 and commission design and processes)
 Employee Wellness
 Training and Development
 Performance Management
 Employment Equity
• Change management, e.g. restructuring, retrenchments, implementation and cut-over on SAP functionality and Telkom Billing Systems.
• Strategies, compile, and implementation of the HR business plan.
• Manage performance within human resources team. This entails to ensure that set targets are met, resource planning, personnel counseling and personnel development.
• Strategies, project management and implementation of transformation, change management and re-engineering initiatives within international and national sales, marketing, commercial and support operations
• Facilitation of strategic planning processes.
• Forecasting and control of resources and budget. This entails optimizing of labour requirements, scrutinizing of expenses, control of assets and managing variances.
• Implement sound HR policies and practices, alignment and consistency within international and national sales, marketing, commercial and support operations.
• Network and benchmark with external companies/institutions/individuals wrt to best practices in human resources, management and organization development.

National HRD Manager:
• Nationally responsible for human resource development within the international and national sales, marketing, commercial and support operations of Telkom. Did manage six HRD Managers in the six Telkom regions. This entails determining training/development needs, drafting of training profiles, skills inventories, assessments, surveys and that training/developmental deliverables are met
• Strategies and liaise with Centre for Learning (Telkom training institution) on deliverables/training profiles and ensuring that training roll-out plans are met on a national and regional basis
• Strategies and ensure that training initiatives adhere/contributes to the requirements wrt the Skills Development Act and SA Qualifications Authority Act
• Evaluate vendors tendering for managerial/leadership/executive programmes
• Attend Telkom Training Advisory Board and Training Needs Council meetings

HR Staffing Manager:
• Responsible for managing the Recruitment and Selection Department, i.e.
 planning, organization, co-ordination and control of all matters pertaining to labour relations, employment services, recruitment, competency design and assessment
 the selection and placement of full-time and temporary employees, as well as the assessment of in-house employees for developmental purposes
• Responsible for managing Human Resource Administration Department, i.e.
 planning, organization, co-ordination and control of all matters pertaining to personnel and salary administration
• Consultation and contracting with clients on deliverables.
• Measurement of service, value added and cost-effectiveness.
• Networking internally and externally within the HR field so as to benchmark deliverables and services.
• Performance and financial management of Department

HR Consultant:
• The provision of a consultation service to line-management with regard to Human Resources and Organization Development, which included:
 Providing consultancy on all HR procedures, practices, tasks, functions, policies and resolutions
 support and advise on design and re-design of HR Systems/Processes, e.g. Performance Management
 Integration of HR Planning with business planning
 Facilitation of strategic planning processes
 Conducting micro and macro organization diagnoses/surveys, organization climate-studies, organization culture-studies and recommendations
 Consultation on job-structuring and organizational design
 Facilitation of change management initiatives
 Consult and advise on career and developmental planning
 Conducting management development processes/courses
 Facilitation of leadership development interventions/programmes

• Consultation service, research, managing of projects and conducting of work sessions/workshops on organization development (organization transformation, organization design, organization culture and change management) on line-functional and strategic level.
• Conducting of micro and macro organization diagnoses/surveys, organization climate- studies, organization culture-studies and recommendations.
• Design and implement interventions to constantly improve effectiveness in the areas of strategies, structures, teams, individuals and processes.
• Facilitation of interventions on line-functional and managerial level (e.g. team building, ventilation sessions, restructuring, strategic planning sessions, group dynamics, transformation sessions, etc.).
• Conduct strategic analysis (qauntitive and qualitative) to assist executive management in strategic decision-making.
• Compiling and updating of policies/strategies (e.g. Human Resources, Affirmative Action, Remuneration and Health and Safety).
• Research on, design, implementation and maintenance of Human Resources Systems, e.g. Competency-based Performance Management, Career Management and Job-evaluation.
• Conducting management and performance audits across business units.
• Research on, design and implementation of Leadership Development Centres.
• Remuneration Management (Research on JE-systems, implementation of JE-systems, job analysis and -evaluation, drafting of policies on remuneration and member of Remuneration Committees).
• Benchmarking with external consultants, institutions and organizations.
• Presentations and input during training courses and Top Management Meetings.

• • Conducting Assessment Centres and Evaluation of the potential, recommendation and selection of candidates for employment.
• Conducting Assessment Centres and Evaluation of potential and recommendations with regard to domestic and foreign job changes and -placements on line-functional and managerial level.
• Compiling of job-profiles and psycho-technical support to line-functional and managerial level.
• Research on evaluation methods and updating of outdated methods.
• Consultation service regarding studies and career management and development.
• Psychological support service (therapeutical interventions, crisis interventions, counseling, self-development, etc.) to members and dependents (Employee Support Programme).
• Conducting of workshops (e.g. stress management, self-actualizing, career planning and development, etc.).
• Lectures during training courses.
• Benchmarking with external consultants and institutions.
• Writing of articles for an internal psychology magazine.