Nathalie Ramond
HR Expert, Recruitment and Career Development | Former HR Director | Speaker and Masterclass Facilitator
I work with companies, managers, and executives on the challenges of recruitment, HR management and transformation, and career development. As a former HR Director of large international groups and founder of Prêt à Recruter, I regularly host LinkedIn live sessions, masterclasses, and online workshops, followed by a community of over 15,700 subscribers on LinkedIn and 4,000 subscribers to my HR newsletter. To date, I have conducted more than 20 masterclasses and LinkedIn live sessions on high-impact topics such as salary negotiation, managerial posture, career transitions, CV writing, offboarding, new expectations in the job market, and HR data. Some of my interventions reach over 1,000 views in replay, proof of the interest and engagement of my audience. Used to live formats, I enjoy designing dynamic, concrete, and interactive interventions, allowing participants to leave with immediately actionable methods. I am also an employment expert columnist for TourMaG, a reference media in the French-speaking tourism sector, where I analyze the changes in work and talent attractiveness in the industry. My approach combines strategic vision, field experience feedback from former HR Directors, and executive coaching pedagogy, with particular attention to the transformations of work, talent evolution, and new leadership challenges.
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His conferences
Managing the HR function and its data: yes, but to create what value?
Your turnover is increasing, your recruitment is slowing down, your managers say they lack skills… but no one reads the same numbers. So who is really in charge?... The conference: "Managing the HR function and its data: yes, but to create what value?" aims to: ► Move beyond “cosmetic” HR dashboards and break down preconceived ideas about HR data, ► Help HRDs, HR managers, and general management feel more comfortable with data, ► Enable them to regain control over a more strategic, clearer, and more influential HR function. And make stakeholders aware that: ► HR data is not an end in itself. It serves decisions, trade-offs, and the human performance of the company, ► Managing the HR function is not about producing more indicators, but about following the right signals to act at the right time, ► True HR data maturity does not primarily rely on tools, but on the ability to ask the right business questions, ► Behind every KPI, there are behaviors, journeys, managerial irritants, and organizational choices, ► HR data only has value when it informs action: recruitment, retention, engagement, mobility, skills, performance, absenteeism, management. The preconceived ideas that I deconstruct during this conference: - HR data is the business of the HRIS or social management control, - The more indicators we have, the better we manage, - An HR dashboard mainly serves to report to the executive committee, - HR data is too complex to be useful for managers, - AI will soon replace HR judgment.