On March 27, 2025, Espace Keeze welcomed 40 HR decision-makers for the launch of the white paper “Professional Trajectories”, the result of a collaboration between Capgemini Invent and Neobrain. This morning of exchanges made it possible to highlight the profound transformations that are currently redefining the world of work, through the testimonies of 4 HR leaders from emblematic companies.
Stories that shape the future
Anne Lebel, Capgemini Group HR Director
Anne opened the discussions by sharing the vision of integrated management of transformations. In particular, his intervention highlighted how the group succeeded in training nearly 200,000 employees in the fundamentals of generative AI, while deploying an ambitious sustainable development program. This holistic approach perfectly illustrates the need to align technological, ecological, and demographic transitions.
The concrete initiatives deployed by Capgemini include:
- The launch of a GenAI Campus
- The development of virtual assistants for managers
- The opening of new delivery centers in southern countries
Mathilde Le Coz, HR Director of Forvis Mazars
Mathilde then detailed the change in organizational model at Forvis Mazars. La Skills-based organization at scale involves a lot of changes:
- Refocus job titles on the “expertise” value provided
- Review the way skills are assessed until, where appropriate, soft skills are certified
- Rethink compensation to align it with the new “skills” standard
This form of organization reinforces employability and the desire of employees to improve their skills.
Transformation in Action
Tiphaine Brisou Debeze, People Director at Sage
Tiphaine shared Sage's ambitious strategy, which aims to increase the proportion of positions filled internally to 60%. This transformation is based on a renewed vision of career management, where each employee becomes an actor in their development. The establishment of a GEPP (Management of Jobs and Professional Careers) in two phases testifies to this desire to structure the approach while remaining agile.
Elisabeth Gaumont, Employment and Skills Director at Thalès
Elisabeth concluded the interventions by presenting Thales's major challenge: to ensure Transmission of knowledge in a context of massive staff turnover. Faced with the objective of 100,000 recruitments by 2030, the company is developing a balanced approach between technical expertise and versatility, supported by an innovative “Learning Company” program.
The Major Trends That Are Emerging
The convergence of testimonies has led to the emergence of three major trends that will shape the future of professional trajectories:
- Artificial intelligence is an accelerator of transformation, provided that the balance between automation and human judgment is maintained. Leading companies are developing innovative HR use cases while maintaining the primacy of human interaction in critical decisions.
- The skills revolution is profoundly transforming organizations. The transition from a job logic to a competency-based approach requires not only new tools, but also a major cultural evolution. The certification and monetization of skills are emerging as promising engagement levers.
- The role of management is evolving considerably, marking the end of “talent ownership” in favor of a more collaborative vision of team development. Managers become coaches, facilitators of intergenerational transmission and architects of career paths.
Perspectives 2025-2026
This morning of discussions confirmed that the transformation of professional trajectories is a major strategic challenge. Successful organizations will be those that combine a strong mobility culture, dynamic skills management tools, and an environment conducive to continuous learning.
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