Companies, foundations & organisations
Eight complementary offers, connected by one common thread: supporting change and agility.
How I work with you
Whether it's one-on-one support, teamwork or a group intervention, the angle stays the same: starting from your real context, not a one-size-fits-all method.
Individual
Executive coaching, mentoring, support through a new role or a transition.
Team
Team coaching, cohesion and cooperation around shared goals.
Group
Facilitation workshops, training and talks to bring an entire group on board.
Developing your leadership
Executive coaching
I support leaders toward sustainable performance and impactful leadership. Common situations:
- Making a career pivot
- Developing authentic leadership and presence
- Identifying your values as a compass for navigating complexity
- Adapting with agility in a constantly changing environment (merger, transformation, innovation)
- Preventing manager burnout
Transforming your management culture
Training — management culture
A 2-to-5-day programme (single module or progressive track):
- Adopting a Coach-Manager posture — through better self-knowledge and more developed listening
- Cultivating curiosity as a strategic skill — to move past ready-made answers when facing complexity
- Developing leaders' mental agility — to better react to the unexpected
- Professionalising the posture of recruiters and HRBPs: spotting, adapting and securing the journeys of atypical profiles from the hiring stage, without losing them along the way
- Evolving the administrative HR posture: from a management function to a true business partner, a driver of change
- Structuring onboarding for new hires and cohort recruitment — building the onboarding journey and training new recruits on expected soft skills
- Deploying strategies to attract, integrate and develop "non-standard" talent — valuing what sets them apart instead of standardising them
- Managing intergenerational dynamics positively — turning gaps in codes into bridges and complementarities, through self-knowledge and listening to others
- Managing energy, not time — to prevent burnout
An outside, expert, actionable perspective
HR consulting
An outside, expert, actionable perspective on your HR and organisational challenges:
- HR audit: diagnosing your HR practices and processes to identify levers for improvement
- Organisational consulting: structuring or redesigning your organisation
- Recruitment: support on your hiring processes, including for non-standard or strategic profiles
- Innovation consulting: integrating human-centred, innovative practices
- Employer brand & talent attractiveness
- Change management and continuous innovation: structuring and de-risking your organisational transformations
- Design thinking applied to HR innovation
Securing your HR function through pivotal moments
HR transition management
Working as an independent provider, on a 2-to-12-month assignment, so that high-stakes moments (role vacancy, rapid growth, merger, restructuring) don't create a gap in your HR function — with the goal of structuring HR to the expected standards and handing over a stabilised organisation, so whoever takes over can simply carry on:
- Covering an HR Director, Group HRBP or HR Manager role — for the duration of a hire or a vacancy, with an immediate, operational start
- Leading HR through a subsidiary opening, acquisition or merger — from the critical first months
- Temporarily reinforcing an understaffed HR team or one going through organisational transformation
- Including change management in the assignment, beyond day-to-day management — preparing teams and managers to sustainably absorb the ongoing transformation
- Full HR audit and definition of a strategic and operational action plan — on its own as a short assignment (1 to 2 weeks), or as part of a broader transition
Building together
Facilitation workshops
Trained at École Polytechnique Executive Education, in Agile Scrum and in Design Thinking
A collaborative format that fosters active participation and collective intelligence:
- Adjustable group size, up to 100 people
- Useful for tackling contemporary challenges and finding innovative solutions
- Example topic: building bridges and complementarities between generations (rather than acknowledging a divide), through self-knowledge and mutual-listening exercises
Inspiring and mobilising
Talks
45-minute to 2-hour talks, in person or online. Key messages:
- The aligned leader, a driver of sustainable performance
- The diversity of paths and profiles as a competitive advantage
- Human innovation and organisational agility
- Building a growth mindset
- Intergenerational dialogue as a bridge rather than a rift, in the age of AI and shifting work patterns
Preparing the next generation, not just handing out diplomas
Youth employability programmes
Young talent doesn't need to be told the rules of the job market one more time — they need to genuinely decode them, and build a posture to put them into practice. Foundations, NGOs and employability or entrepreneurship programmes: here's how I can equip the people you support.
After several years as a recruiter in a recruitment firm, organising recruitment fairs and recruiting in-house, I kept seeing the same pattern: young people have the diplomas, but not always the keys to sell themselves in an interview — and once hired, many struggle to fit in for lack of soft skills. I step in at these two decisive moments: upstream, preparing young talent for interviews and starting a new role; and inside companies, building an onboarding journey or training new hires on these soft skills — a format that's especially useful for cohort hiring.
Employability
Decoding the job market's unwritten rules
Understanding how the job market really works, and decoding what recruiters actually look for, beyond the résumé:
- Building and maintaining a résumé as a tool to showcase yourself, not a formality
- Decoding a job posting to understand the profile being sought behind the keywords
- Objectively assessing your own profile — gaps and strengths
- Building the soft skills expected on the job: proactivity, quality of output, solution orientation, stamina
Professional posture
Settling in and succeeding at work
A posture-focused programme centred on self-knowledge: identifying your strengths and limits to "perform without burning out" from your very first steps in a company.
Young entrepreneurs
From technical know-how to entrepreneurial leadership
For young people who, for the most part, have never been employees, yet have to recruit, manage and delegate from the moment they start their company:
- Adapting the same key soft skills (proactivity, solution orientation, stamina) to an entrepreneurial context, with no prior employee experience to draw on
- Building ease speaking in public to present your company when pitching or networking
- Adaptable format: individual, group, workshops — with particular sensitivity to non-standard profiles
Revealing every talent
Neuroinclusion
« We claim to champion talent retention… yet we're ready to leave up to 20% of it by the roadside. »
It is estimated that between 15 and 25% of the population is neurodivergent.
Neurodivergence, giftedness, multipotentiality: a real lever for performance and innovation.
- Raising leaders' and managers' awareness of different cognitive functioning
- Training HR teams to recruit and retain neurodivergent profiles
- Supporting the transformation: workshops, management adjustments, action plan
Dedicated training
- Multipotentiality training — understanding and supporting multipotential profiles, with Elodie Crépel (2025)
- Neurodivergence school — Autism, learning disorders, ADHD, intellectual disability (2026)
Backed by a dual HR grounding (25 years of professional life, 20 of them dedicated to HR, innovation and coaching) and a professional coaching certification, EMCC (2024).
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Client feedback
What companies say
We brought in Céline THIAM to train our managers on managing atypical, out-of-the-box profiles. It was a revelation. She doesn't just offer theory: she shares lived experience. Our teams now finally have the keys to turn neurodiversity into a driver of innovation instead of seeing it as a challenge.
HR Director, Africa, FinTech
Céline helped me get through a critical step when I took on a new role. Thanks to her approach blending self-knowledge and business reality, I was able to align my decisions with my values while navigating the complexity of a large group. Her support is a rare mix of warmth and strategic rigour.
Director, insurance sector
The design thinking workshop Céline led was the turning point of our transformation. In a single day, she broke down the silos between the business and support functions.
Head of HR innovation projects, Industry
Speaking honestly, the room is captivated from start to finish and leaves inspired. She proves that work done well, paired with self-knowledge, is performance's best ally.
CEO, Africa, real estate
What sets Céline apart is her ability to combine methodological clarity with communicative energy. Her sessions didn't just pass on tools: they helped people realise their own worth, structure how they talk about their work, and build confidence. Participant feedback was very positive, highlighting the concrete impact on their posture.
Co-founder, digital skills training
Let's talk about your needs
Describe your context: I'll come back to you with an initial read and concrete directions.