As an HR manager, can you tell us what your day-to-day looks like?

My daily life is shaped by variety. I move between operational management, team support, handling unexpected situations, and strategic thinking. I enjoy being present on the ground, accessible, and attentive to employees, because I firmly believe that HR transformation must start from lived experience and direct conversation. No two days are alike—and that's what makes this job so exciting!

In your view, what are the three main challenges facing HR managers today?

First, attracting and retaining talent in a highly competitive market. In Luxembourg, competition between companies and international mobility make talent attraction and retention particularly strategic. Today, companies need to offer far more than an attractive salary package: candidates are looking for meaning, development prospects, flexibility, and a company culture aligned with their values. In this context, the role of HR is to build a genuine employer value proposition and a consistent employee experience, from talent attraction through to their growth within the organisation.

Next, I would say fostering lasting employee engagement. This has become an essential driver of performance and organisational transformation. In an increasingly hybrid, multicultural, and multigenerational work environment, companies need to rethink their management practices. HR plays a key role in guiding managers towards greater listening, transparency, and recognition in order to create an environment where employees feel involved, valued, and able to see themselves growing long-term.

Finally, supporting organisations through their digital and societal transformation. HR is now at the heart of the technological and societal changes reshaping organisations. The rise of data, artificial intelligence, and digital tools is transforming roles and ways of working, while diversity, inclusion, and sustainability are taking on ever greater importance. The challenge for HR is to accompany these shifts, develop the necessary skills, and drive change—while keeping people at the centre of every decision.

Grant Thornton has introduced a "Buddies" system, where a senior employee acts as a mentor to a new hire. Can you tell us about this programme and its results?

The programme came out of a simple observation: onboarding is a key moment in the employee experience, and we wanted to create bridges for cross-functional support through a more informal, human-centered approach. Each new hire is paired with a senior colleague who acts as a mentor, a point of reference, and a facilitator. The rollout was gradual, with a great deal of listening on the ground. The results have been very positive: better integration, a stronger sense of belonging, and enriching intergenerational exchanges.

What professional project is occupying you most right now?

I am currently deeply involved in the integration of Grant Thornton Luxembourg into the Grant Thornton Advisors multinational platform, which will enable unprecedented collaboration between teams across different countries.

This strategic transformation represents a key milestone that allows Grant Thornton Luxembourg to consolidate and sustainably strengthen its leading position in the Luxembourg market for audit, tax, and advisory services.

From an HR perspective, the main challenge is supporting teams through this evolution and ensuring that every employee can understand, embrace, and benefit from this new dynamic. The goal is to create a framework that is meaningful, offering new development opportunities, while recognising the commitment and active role of each individual in the group's collective success.

There is a lot of talk about a talent shortage and declining attractiveness of Luxembourg. In terms of recruitment, what are the main challenges you face?

The main challenge lies in recruiting highly specialised profiles, particularly in certain technical fields subject to intense international competition. In this context, it is essential to strengthen our employer brand, highlight the richness of our career paths, and offer a distinctive employee experience from the very first stages of recruitment.

This means meeting candidates' high expectations, particularly around flexibility, meaningful work, and work-life balance. In this regard, Grant Thornton's satellite office offering is a genuine asset: we currently have four offices located near the borders (Esch/Belval, Mondorf, Wecker and Grass), enabling greater proximity and a more flexible approach to work organisation.

Find job opportunities at Grant Thornton Luxembourg and watch video interviews with the team on Alleyesonme.jobs.