Sustainability Report - FY 2023

Social and societal information Governance of social issues

Review and validation of the implementation of the social strategy The social performance and initiatives implemented are reported at the Group level by the Director of Human Resources and are regularly presented to the Executive Committee for follow-up on the results achieved during the past year. These results are presented to the Board

of Directors at least once a year. In the event that certain performances are not achieved, the reasons and remedial measures are also discussed in the meeting of the Board of Directors. The promotion of diversity, equity and equal opportunities is also carried out by the Director of Human Resources and presented to the same governance bodies.

• Create a coherent global HR vision and strategy • Develop and structure a global organisation, policies and programmes that are constructive as well as scalable • Manage the Group’s remuneration policy • Manage mobility between zones and functions • Implement the global employer brand • Deploy the global HR vision locally • Deliver the employer brand at the local level • Drive and manage local recruitment, performance and talent development • Encourage activity and support managers • Ensure local customs and values are protected • Manage labour and legal relations

Group HR

Local HR: Business Partner

Local HR: administrative management

• Manage payroll, benefits • Update employee data and local processes • Manage automation and HR tools

Deployment The human resources strategy is deployed in collaboration with the regional human resources teams in order to be adapted to local specificities and challenges. Since 2021, in order to carry out its missions in a Group with strong international expansion and to equip itself with reliable indicators, the Group’s Human Resources Department has deployed a unique Human Resources Information System (HRIS) at the global level ensuring a global and harmonised management and monitoring of all processes and performance:  automation and optimisation of administrative tasks related to human resources management;  centralisation and updating of information in real time;  improvement and standardisation of processes and monitoring of employees’ career paths from their recruitment to their departure; and

 automation and making leave requests, performance reviews, career development and remuneration processes more reliable. This global management makes it possible to carry out real-time analyses on staffing, turnover, etc. or any other key indicator. It allows for monitoring developments and trends continuously thanks to dashboards that can be configured as needed via Power BI. The HRIS allows the connection to other external applications such as the platform used for the annual employee satisfaction survey or the management of interviews, or to give employees simple and autonomous access to all their administrative documents (contracts, training, leave balance, etc.). Thanks to this tool, Human Resources teams see gains in efficiency, anticipation and projection and have reliable data at all times, allowing them to manage activity objectively and with hindsight, and to focus on higher value-added missions.

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Exclusive Networks SA

2023 Sustainability Report

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