dormakaba

Paul-Olivier Raynaud-Lacroze is a seasoned HR executive and transformation leader with over 20 years of experience in global human resources, sales excellence, and corporate strategy. An INSEAD MBA graduate, he has successfully driven cultural change, talent development, and business growth across multinational organizations. Passionate about leadership, sustainability, and diversity, he is also a board advisor and frequent speaker on organizational transformation.

Professional Background and Role at dormakaba

With over 20 years of experience in international human resources management, corporate strategy, sales excellence, and organizational transformation, I have worked across diverse industries, including technology, services, consumer goods, and manufacturing. Currently, I serve as the Senior Vice President, Global HRBP Chief Commercial Officer & Local HRBP Organizations at dormakaba Access Solutions, the primary business unit of the dormakaba group.

“HR functions must become more strategic, adaptable, and innovative to create workplaces that benefit both employees and businesses alike”

In this dual role, I am the strategic HR Business Partner to our Chief Commercial Officer and the global commercial organization. Additionally, I lead all local HRBPs across our operating countries, overseeing a team of more than 100 HR professionals who support 13,000 employees in 40 countries. My responsibilities include driving strategic HR initiatives, fostering a high-performance and customer-first culture, leading organizational transformation, and implementing talent development programs that enhance employee engagement and business efficiency. Furthermore, I play a crucial role in integrating sustainability and diversity initiatives into our workforce strategy to ensure long-term growth and resilience.

Talent Acquisition and Retention Strategies

With employment levels at record lows in many countries— particularly in markets where baby boomers are retiring in large numbers and demographic trends are shifting negatively, such as Europe and China—our talent acquisition and retention strategies have had to evolve significantly.

Attracting Talent:

• We have internalized our recruitment team to better align with our company culture and the specific needs of recruiting managers. This approach ensures that candidates gain a realistic understanding of their roles and facilitates smoother onboarding processes.

• We continue to work with external recruitment agencies for highly specialized profiles where their expertise is invaluable.

• In key markets, we have increased visibility through apprenticeship programs, student internships, and social media recruitment campaigns, particularly to attract younger talent.

• We are actively leveraging our internal talent pool for career advancement opportunities, ensuring employees receive the necessary support and coaching when transitioning into new roles.

Retaining Talent:

• We invest heavily in leadership development at all levels, with a reinforced focus on frontline managers, recognizing their pivotal role in employee retention.

• In various countries, we have improved employee benefits, such as healthcare insurance, pensions, and travel allowances.

• We prioritize employee experience through recognition programs, inclusive workplace cultures, and well-being initiatives, including stress management coaching and resilience-building programs.

• Flexible work arrangements have been introduced globally, varying by role and local culture to strike the right balance between flexibility and operational needs.

• Our People Pillar within our company’s sustainability strategy encompasses key initiatives such as ensuring minimum living wage standards, conducting human rights audits, increasing training hours per employee, and fostering a workplace safety culture.

Employee Feedback and Performance Reviews

We regularly conduct employee surveys to assess our organizational strengths and identify areas for improvement compared to industry benchmarks. Our performance review system evaluates both measurable achievements and behavioral alignment with our core values. While annual objectives provide a structured framework for assessing business performance, we also emphasize six company behaviors essential to our culture and long-term success.

This dual approach ensures employees are recognized for their achievements and demonstrating leadership qualities that align with our values. By integrating performance reviews into succession planning, we ensure the development of individuals who embody our organizational culture, reinforcing long-term success.

The Future of Talent Management

Over the next 3–5 years, HR strategies will continue evolving to align with employees’ values, emphasizing work-life balance, flexibility, and purpose. Diversity, equity, and inclusion will remain fundamental, shaping workplace cultures and decision-making processes.

Key Trends:

• Remote and Flexible Work: Businesses will increasingly adopt agile work models, supported by enhanced technology and collaboration tools.

• Global Talent Competition: With globalization and remote work becoming mainstream, competition for skilled employees will intensify, necessitating innovative attraction and retention strategies.

• AI and Automation:

HR must strike a balance between leveraging AI-driven efficiencies and ensuring employees develop the skills required to work alongside emerging technologies.

As these shifts unfold, HR functions must become more strategic, adaptable, and innovative to create workplaces that benefit both employees and businesses alike.

Advice for Aspiring HR Professionals

For those looking to make a lasting impact in the HR field, I recommend the following:

1. Gain diverse experience across HR specialist and operational roles, preferably in different industries and geographic regions, to develop a wellrounded perspective.

2. Understand the business side of HR. If possible, work in other functions to develop broader business acumen and communicate HR strategies in practical, accessible terms.

3. Embrace continuous learning. The world is evolving rapidly, requiring HR professionals to stay open-minded, shed outdated practices, and experiment with innovative solutions.

4. Develop influence and communication skills. Listening attentively to business challenges before proposing HR solutions enhances credibility and effectiveness.

5. Prioritize self-care. HR roles can be demanding and stressful, making it essential to maintain physical and mental well-being to sustain long-term career success.

By embracing these principles, HR professionals can navigate the complexities of an ever-evolving workplace and contribute meaningfully to organizational growth and employee well-being.