The Bel Group, a French food group and major player in healthy snacking with an international presence, known for its iconic brands such as Kiri, The Laughing Cow, Pom’Potes… employs nearly 3,500 employees in France, spread across production sites and headquarters. A large-scale organization that must ensure impeccable HR and Payroll management, both to guarantee the quality of internal processes and to support its industrial ambitions.
Following a change of payroll tool for the France scope (from SAP to ADP), both at headquarters and at production sites, the overall feeling was positive. The Bel Group nevertheless wanted to ensure that the tools were well adopted, that the teams were comfortable with them, and above all, to conduct a benchmark of practices and organization to obtain an external comparison and areas for optimization.
It was in this context that Quitterie Courbon, HR Performance Manager, asked Althéa to carry out an in-depth diagnostic of HR & Payroll administrative practices, with a dual objective:
- To ensure the proper handling of the new payroll tool and the T&A tool.
- To identify levers for improvement or tool usage, particularly related to the heterogeneity of practices between sites (e.g., paper vs. digital signatures).
Why choose a consulting firm? And why Althéa?
“I needed an external perspective, both benevolent and expert, capable of getting into the details of daily life and analyzing what we don’t necessarily see when we are head-down in operations,” shares Quitterie Courbon, HR Performance Manager.
“When we launched this audit, it was only natural that I called on Althéa. I found in Magali & Emilie that quality of proximity and approachability that allows for fearless discussion about ways of doing things.“
The project’s challenges were at two levels:
- To create an internal and external benchmark of practices to reassure teams and advance the organization.
- To provide an objective and independent vision, in order to guarantee internal buy-in.
A methodical and human approach: the key to success
The mission, started in January 2025 for a presentation in the spring, was structured around several phases:
- Face-to-face on-site interviews with about fifteen Payroll and Personnel Administration employees, in Paris and at the factories.
- Additional remote sessions to include all stakeholders, including the IT teams involved in the migration to ADP.
- Regular and transparent steering updates, with feedback from the very first interviews to adjust the analytical focus.
Quitterie Courbon drew up the list of people to meet (8 in payroll, 5 in personnel administration), expressing the wish that the interviews take place in person. Three interviews were also conducted via video (Teams) with factory personnel administration teams, in order to cross-reference feedback from the factories and from Paris.
A meeting with the IT teams who worked on the implementation of the new tool was also included.
“With Emilie, we loved working with Quitterie and her teams. An open and straightforward dialogue, a lot of dynamism, a desire to move the project forward in the best possible way, and a friendliness that motivated us to redouble our efforts.” – Magali Covain, Payroll Management Director
“What I really appreciated was the responsiveness and transparency. Every week, we had a clear debrief. Magali and Émilie didn’t just conduct the interviews: they shared the emerging trends. That is precious.” – Quitterie Courbon, HR Performance Manager
Concrete results and practical paths for the future
At the end of the mission, Althéa produced a directly actionable deliverable, combining a mapping of practices, identification of points of vigilance, a RACI table (roles and responsibilities), and pragmatic improvement proposals.
Asked about the success of the mission in light of the challenges, Quitterie shares:
For the teams, it’s a collective victory: “Today, after a year and a half, the tool is not only mastered but well accepted, and we are aware of our areas for progress.” – Quitterie Courbon, HR Performance Manager
“Émilie and Magali knew how to create a bond with the teams and establish very open exchanges. After the general presentation, they passed on feedback and paths that we can explore independently.” – Quitterie Courbon, HR Performance Manager
“Our mission at Bel was particularly rewarding. The teams openly shared their feelings and practices, demonstrating strong commitment. This allowed us to conduct an in-depth analysis and formulate areas for development supported by concrete recommendations, based on skills and internal benchmarks, thus naturally promoting buy-in for the changes “ – Emilie Collet, Senior Manager
Any advice for companies wishing to conduct an HR / Payroll diagnostic or benchmark?
“The key is transparency. From the start, you have to explain to the teams why you are doing this, why it’s not the manager conducting the interviews. With an external person, there is more objectivity, and above all, a different perspective. This allows everyone to express themselves freely and feel like a stakeholder in what follows.” – Quitterie Courbon, HR Performance Manager
Are you facing similar challenges?
Whether you are considering a change of Payroll tool, an audit of your payroll or HR practices, or support in change management, Althéa stands by your side to transform your constraints into levers for sustainable performance.
Our objectivity, our centers of expertise, and our sense of customization allow us to adapt 100% to your request and your specificities, and to create a key asset in this type of project: trust.
