Olivier Berthelot

From January 2007

3600 p – 20 countries

*Rémunération

- Define and communicate the Group compensation and benefits policy
- Design and responsible for the yearly salary review within the Group
- Provide advice on compensation decisions at the time of new hires, promotion for Directors and Senior Executives
- Provide compensation survey data to insure the competitiveness of compensation packages
- Adapt Gucci Group bonus and long term incentive plans to YSL Beauté
- Develop and implement new incentive/bonus policies for sellers and export managers


*Benefits

- Replace the defined benefits pension plan by a new defined contributions plan in the UK
- Design & implement the new group company car policy
- Oversee the Gucci Share Appreciation Right (SARS) program
- Follow-up the French supplementary pension scheme (Art 39) for senior executives
- Negotiate with French trade unions the implementation of a PERCO
- Follow-up the French Death & Disability program & the French private medical plan


*International Mobility

- Negotiate and prepare the expatriation packages including fiscal and immigration aspects

Sector: Luxury Goods and Cosmetics

June 2006-> December 2006

150 Assignees (expatriates – secondees – impatriates) – 16 countries around the world

- Prepare the offer of expatriation calculating the various elements of compensation and the mobility benefits.
- Prepare the estimated budget including the total cost of the expatriation,
- Meet with the candidate to explain all the elements of the proposal, give feedback to the business group on any points that may jeopardize the assignment.
- Brings the social and tax expertise related to each international transfer.

Sector: Automobile

February 2005 -> June 2006

SOFT Division – 5000 p – 7 countries (Tunisia, Portugal, Romania, Poland, Germany, Czech Republic, France)

- Apply compensation & Benefits policies within the division and communicate them to employees.
- Lead the division annual salary review (450 Managers & Professionals), ensuring that company's job grading is properly used
- Answer management queries related to compensation and benefits
- Lead internal and external compensation benchmarks
- Follow up of international mobility (expatriates, secondee contract)
- Assure that personal costs comply with the budget


- Prepare, consolidate & analyse social monthly closings, 3 months forecasts, budget for all entities of the Division
- Identify variances versus budget & propose appropriate corrective actions on headcount & labour costs
- Ensure and optimize the right use of HRIS tools. Support entities by training actions

Sector: Automobile

October 2002 – February 2005

- Prepare & simulate labour cost annual budget
- Lead and follow up individual salary increase
- Cost study related to company car throwing


- Assure, consolidate & analyse HR monthly reporting on headcount & labours cost. Deliver them to VP HR Director + Executive committee.
- Monthly analyse actual versus budget and propose corrective actions
- Ensure the consolidate version of Nestle Waters annual social report

Sector: Consumer Goods