Lucas Allner

Experience

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  Vivendi Universal Games

  Jan 2004 - Jan 2004

  Web Developer

  During my internship in Vivendi Universal's offices in Paris, France, I had the opportunity to work extensively on some of their websites. I also have stress tested newly installed servers about to go online to support the World of Warcraft game to make sure they can handle the workload under which they were about to be.

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  CRMMetrix

  Jan 2005 - Jan 2006

  Account Manager

  The branch of CRM Metrix I was engaged with was mainly focused on market analysis. My duties were to create, deploy and manage the results of surveys the companies clients would request. Analysis of this customer-centric data was then used to inform marketing strategies.Another of my duties was to create market analysis reports, based on research on market trends as well as the various customer segments the client would have.

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  L'Oréal

  Sept 2006 - Jan 2007

  Product Launch Manager

  Forecasting sales and managing new product launches.Served as key liaison between Domestic Marketing, Manufacturing, Creative Services, Sales and Promotional Purchasing to ensure successful launches of new and promotional products.Execute, track and manage full calendar year timetables of all domestic and affiliate promotions from conception through launch. Maintains and updates these timetables to identify the commitments and activities necessary to fulfill latest launch/promo calendar.Account for product discontinuation liabilities; manages excess and obsolete inventory control; recommends percentage levels for safety-stock procurements; risk management analysis of long-lead time products and regular stock procurement. Communicate project status updates daily to internal departments within Marketing, Logistics, Manufacturing, R&D, Promotional Purchasing, Deal Assembly, Customer Services, Sales and Creative Services. Proactively prompts completion of necessary documentation by these departments as related to their assigned commitments.Assign and maintains codification of auxiliary, prepack, and sub-assembly codes for all collateral and promotional activity. Show less

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  IBM Global Services

  Sept 2007 - Jun 2008

  Consultant

  Enterprise Resources Planning systems design and implementation for financial services clients.Support the IBM Process Leads in process design and standardization. Develop and manage updates of standard business process maps. Play a critical role in blueprint workshops - analyze processes; gather requirements; document risks, issues, and actions; capture variations from standard process. Provide weekly status update of risks, actions and issues through the RAIL .Finalize blueprint process documentation during Review & Integration phase which consisted of but was limited to handoff activity requirements, policies and guidelines.Work closely with the HR Functional Analyst(s) to ensure that both dimensions - process and technical - are covered and captured accurately in the draft and final Business Blueprint Adhere to project standards as they relate to administrative and non-administrative activities (time and expense, travel, documentation and design standards, etc.). Show less

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  United Nations

  Jun 2008 - Oct 2017

  HR business intelligence and analytics:Play a key role in helping the Office of Human Resources Management (OHRM) establish a strong analytics function, from Performance Review Group/Management Committee presentations to external stakeholders to internal OHRM management review of progress executing new OHRM strategy, as well as providing data for Senior Managers Compacts to measure performance against HR strategic priorities. A big part of this project, for now, entails maintaining the HRM Scorecard up and running.Duties:- Continue to enhance the HRM-S in HR Insight by developing new indicators that will facilitate effective monitoring and reporting on key HR processes.- Train and support all user groups on the use of HR Insight and the HRM Scorecard.- Ensure OHRM senior management, as well as the NST, JNB/SRB and, when relevant, PRG/MC are provided with the data and tools to monitor the performance of HR processes, as well as -- Departmental performance through the Senior Manager's Compact (targeting HR strategic priorities), and provide input to these groups on potential changes to address shortcomings. New gender parity strategy. Support the gender parity strategy from a data and analysis perspective by providing the working group, as well as reporting upon, the state of affairs. Additionally, design tools to model and forecast policies in order to inform decision making process.Duties:- Deliver required data to the working group in a timely manner;- Ensure informative modelling of retirements forecasts adapted to the gender parity goals;- Define simple yet fair targets for all entities using a consistent methodology. Show less I am working in the Conduct and Discipline Team of the UN's peacekeeping mission in Bangui, Central African Republic (MINUSCA). I am in charge of the risk assessments and public information related duties. My work here has allowed me to fully understand the logistical implications of the SOFA and MOU, as well as their legal and political aspects. It has also allowed me to participate extensively in the gender based violence (GBV) sub-cluster as well as the Protection against Sexual Exploitation and Abuse (PSEA) Task Force, trying to leverage existing resources to further the mandate of the team and Mission via partnerships.More specifically, the duties entail:1. Recommend and contribute to the development of mission-specificpolicies/SOPs/guidelines to prevent and/or address acts of misconduct.2. Conduct risk assessments and assessment visits throughout the Mission.3. Revise the comprehensive Training Strategy and monitor its implementation. 4. Develop and Conduct targeted training on C&D for all categories of MINUSCA Personnel.5. Develop a comprehensive Public Information and Communication Strategy. Develop tools and materials (i.e. brochures, posters, etc.).6. Develop and disseminate a quarterly CDT Newsletter. Provide inputs for the international and local media, as needed.7. Develop an outreach strategy and tools aiming at informing the local population of the UN Standards of conduct and reporting mechanisms. 8. Identify actors (e.g. Government officials, political leaders, NGOs, civil society, women/youth groups).9. Identify C&D Focal Points for each component (Civilian, Military and Police), develop TORs and reporting mechanisms.10. Develop and conduct Training of Trainers for C&D FP.11. Contribute to the development of TORs of the PSEA Network, participate in meetings by providing substantive input, sharing best practices with UNCT partners and creating an in-country SEA/Victims assistance mechanism. Show less Working on a variety of topics, I was leading the retrenchment planning efforts, defining the best way to implement the oncoming budgetary changes. Coordinating with every head of Section, as well as senior leadership and other stakeholders has proven very effective so far. Constantly following up with involved parties (locally, in NY or other missions), and seeing the exercise from across-cutting viewpoint, has allowed me to design an integrated plan for retrenchment of the mission, with minimal impact on staff, as well as grasp a holistic understanding of peacekeeping mission planning and its administrative intricacies.More specifically, the duties entailed:1. Design, plan, coordinate, implement and report on retrenchment activities linked to the downsizing of the mission in the upcoming 2015/2016 budget.2. Design, improve and deliver monthly reports to all stakeholders (mission leadership, DFS, DMS, CAS, among others).3. Coordinate and manage the classification efforts. Provide DFS with all required information.4. Dispense training on the use of Inspira for potentially affected staff members in all regions of the mission.5. Supports all HR staff in the transition to the Umoja environment (travel, B&E, IC management). Show less In charge of the sensitization cell, which covers training of all personnel, outreach and public information related duties. The variety of components to train, as well as the conditions on the ground, have provided an excellent opportunity to prove creativity and adaptability, all by maintaining a sound political compass. It also allowed to see a starting peacekeeping mission with its own intricacies, quirks and challenges.More specifically, the duties entailed:1. Monitor and evaluate all forms of misconduct. Recommend and contribute to the development of mission-specific policies/SOPs/guidelines to prevent and/or address acts of misconduct. 2. Conduct risk assessments and assessment visits throughout the Mission.3. Develop and Conduct targeted training on C&D for all categories of MINUSMA Personnel.4. Develop a comprehensive Public Information and Communication Strategy. 5. Develop tools and materials (i.e. brochures, posters, etc.). 6. Develop a CDT website on Internet and Intranet. 7. Develop an outreach strategy and tools aiming at informing the local population of the UN Standards of conduct and reporting mechanisms. 8. Identify C&D Focal Points for each component (Civilian, Military and Police), develop TORs and reporting mechanisms.9. Develop and conduct Training of Trainers for C&D FP.10. Receive allegations of misconduct (including investigation reports) by all MINUSMA Personnel, assess the nature of the allegation and channel it to the appropriate entity for investigation or other action, including OIOS.12. Contribute to the development of TORs of the PSEA Network, participate in meetings by providing substantive input, sharing best practices with UNCT partners and creating an in-country SEA/Victims assistance mechanism. Show less In the context of the planned deployment of Umoja Extension I starting in February 2014, which comprises HR related processes, the ASG-OHRM has constituted the OHRM Business Transformation and Readiness Working Group. The Working Group is being tasked to ensure that all critical components for the effective roll-out of Umoja – Extension I are well planned, coordinated, and implemented. This includes the establishment of HR baseline information against which improvements in HR service delivery can be measured once Umoja is implemented and the assessment of the staffing requirements for the optimal realization of benefits derived from Umoja implementation.1. Identifing the relevant HR activities (e.g., rental subsidy, education grant, etc.) and indicators (e.g., turnaround time, error rate, client satisfaction, etc.) to be used in establishing the current HR service delivery baselines;2. Collecting available data to establish the HR service delivery baselines for current HR activities and transactions, working with OAHs and Regional Commissions to fill data gaps;3. Gathering and analyzing workload statistics to conduct comparative analysis of progress versus baselines as Umoja is implemented and stabilized;4. Defining the new roles and responsibilities stemming from UMOJA HR process delivery requirements;5. Identifying the staffing requirements and the skills and competency profile requirements for Umoja service delivery needs and specifications;6. Conducting gaps analysis from current staffing profile to future requirements;7. Developing a transition plan/blueprint which would include staffing approaches, training plan and reprofiling of staff. Show less 1) Scorecard monitoring and accountability framework:- Establish an accountability framework, strategic metrics and targets to support compliance with delegated management authorities for field and non-field operations;- Prepare, coordinate and implement support visits to departments/offices and field operations, as required;- Cooperate with technical teams to build reporting platform based on Oracle Business Intelligence;- Provide ad-hoc data driven reports as required;- Develop and implement procedures for reporting to the OHRM Performance Review Group and the Management Performance Board;- Guide senior management to take data driven decisions based on measurable indicators and facts;- Develop presentations and performance reports, as required;- Support business owners in data analysis, evaluation and communicating results;- Enable decision-making based on performance data;- Train staff on the use of the tool and understanding of the monitoring framework.2) Lead and manage the job codes project, including:- Lead working group meetings to create consistency between titles, functions, data and policies;- Coordinate with all stakeholders (departments/offices/field operations) to ensure requirements are met;- Foster efficient and sustainable teamwork by creating a welcoming and positive atmosphere;- Coordinate with the Inspira team in order to ensure the smooth implementation of the job codes changes:- Monitor the implementation and user acceptance testing. Show less Provided first level support for the Field Personnel Division and Peacekeeping mission users for both Nucleus and IMIS. Maintained the response time to requests below 24h for solving the issue of escalading it. Provided training to field users for Nucleus in the frame of the HR Action Plan deployment to the missions. Conduct online training session via WebEx followed by a questions and answers session 2 weeks later once the users have had time to use the product. Assess the unit's performance by providing an online survey tool to the attendees. Built and maintained the iServer for Visio repository, providing easy access to anyone to see and navigate the diagrams via a user friendly web interface. This would eventually be part of the Field Personnel Division intranet website.Provide access to users to both IMIS and Nucleus using the appropriate authorization channels (PMStars, Technical Clearance, etc.). Build and maintain the FPD intranet website. Involved in the planning and deployment of the Talent Management and Enterprise Resource Planning systems. Show less

  • Management Analyst

    Feb 2016 - Oct 2017

  • Programme Officer

    Jun 2015 - Feb 2016

  • Human Resources Specialist

    Feb 2015 - Jun 2015

  • Conduct and Discipline Officer

    Feb 2014 - Jan 2015

  • Human Resources Officer

    Feb 2013 - Feb 2014

  • Human Resources Officer

    Aug 2009 - Jan 2013

  • Information Systems Expert

    Jun 2008 - Oct 2009
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  United Nations Mission for Justice Support in Haiti

  Nov 2017 - Jan 2020

  Chief Human Resources Officer

  As Chief Human Resources Officer of the UN peacekeeping mission in Haiti (MINUJUSTH), I am responsible for the following: Strategic PlanningParticipate in the mission planning process throughout the mission lifecycle Advise the Senior Management Team (SMT) on emerging capacity, workforce planning, including succession planning and forecastingDevelop coherent staffing strategies to support the mandateAssess the workforce per function, skill, level, category, occupational group, gender and geography Budget ProcessParticipate in the budget development process of the entire mission and provides guidance and advice to the SMT on the HR requirements, staffing table and organizational structure. Closely monitor the vacancy rate to ensure compliance with budgetary expectations.Recruitment and staff selectionManage the selection and appointment process of highly competent candidates by advising managers on organizational policiesHR ManagementAdvise and communicate to Senior Management and staff on HR policies and practicesMonitor and evaluate delegated authorities through the Scorecard KPIs, SLAs, and the Senior Managers’ CompactPerformance ManagementSupport the implementation of the performance appraisal system and monitor its compliance, including coordination training on the topicStaff DevelopmentAdvise on training opportunities for staff in general giving particular attention to developing and implementing career development paths for national staff membersAdministration of JusticeTogether with Staff Associations and the mission’s CDT, CoS and/or CMS, the CHRO will address and mitigate staff grievancesCoordinate the mission’s responses to formal and informal requests coming from the Administration of Justice (AoJ) system and implement decisions applicable to the mission. Staff and Management RelationsMeet frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the SRSG and CMS Show less

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  United Nations

  Jan 2020 - now

  OneHR Centre Manager

  My functions in the Global Policy and Development Service is three fold:First of all, and occupying most of my time, I manage OneHR. OneHR is a system-wide HR service center which aims at unifying processes across UN agencies, funds and programmes, as well as the Secretariat. OneHR is working through a charge-back mechanism, providing efficient and quality services to our clients for a per-transaction fee. The model is very scalable and modern in the sense that it doesn't require an actual physical space: people contributing are mostly consultants and working from anywhere, making it also very cost effective. The two main workstreams we provide services on are classification and background verification.Secondly, I am in charge of job classification for Secretariat entities, going through up to 1,200 classifications per year.Lastly, I am a salary survey specialist, conducting salary surveys on the ground to assess the suitability of UN local salaries, and adjusting them when necessary. Show less