Cynthia Bolinois has been the manager of BLS-RH-CONSULTING, a human resources consulting firm and training organization, for the past two years. However, Cynthia did not originally set her sights on this career; she had envisioned herself working for large corporations as a product manager, marketing manager, or key account manager… but her exposure to the human side of personnel management, her introduction to labor law, and the complexity of employer-employee relationships ultimately won her over.
What is it all about? What services does her firm offer to businesses? How? What is her approach? …An interview with this bold young woman, who is dedicated to supporting business leaders.
Antilla: What is your professional background?
Cynthia Bolinois: After earning a STT (Tertiary Science and Technology) diploma and a BTS in human resources management in Paris, I went on toI completed my work-study program and earned a professional bachelor's degree in human resources, followed by a master's degree in human resources management.
Why did you choose a work-study program? And at what institution were you able to deepen your knowledge in these fields?
Quite simply because the hands-on aspect is very important—even essential—for me, as I’m a hands-on person: being close to people, listening to them, and understanding them is both my passion and my profession.
I had the opportunity to begin my career at a prestigious recruitment firm as a research associate. This firm counted some very «major clients» and corporations among its clients. Once again, I learned a great deal.
After gaining extensive experience in both private and public sector organizations, I continued my professional career through temporary work. This has been an equally enriching experience, as it requires being highly responsive, learning quickly, and understanding how different organizations operate—including their distinct work styles and processes—across a wide range of sectors and specialties (fine-dining restaurants, rail companies, public enterprises, etc.).
Another opportunity was to carry out an assignment at a major national bank (within a subsidiary that was winding down its operations) to assist the HR Director with an employee retention plan. For me, this was an opportunity to understand and apply human resources management in a crisis situation. That’s very important.
Building on these experiences, I wanted to return to Martinique to share my experience with local businesses.
My first job was at FranceAntilles in the non-media division for one year, and then as Manager labor relations within the Monplaisir Group. I advised on and co-facilitated social dialogue alongside subsidiary directors, working with employee representative bodies. This was yet another company that further enriched my experience. Five years later, I joined Unité Sud Transport as HR Director, tasked with defining and steering HR policy—specifically by harmonizing the social framework (salaries and employee benefits), overhauling HR procedures for recruitment, and developing skills. We successfully concluded the company’s first collective bargaining agreement, which fostered better labor-management dialogue. At the same time, in January 2019, I was appointed as an employer-side labor relations judge at the Fort-de-France Judicial Court, a role that has allowed me to further expand my knowledge and expertise in labor law.
«I’ve had a busy and rewarding career. I’ve been very dedicated to my work.»
Given all these different experiences, at what point did you come up with the idea of «standing on your own two feet»?
Two years ago, I decided to write my own story by founding BLS RH CONSULTING. My past experiences, along with my personal and professional contacts, proved me right, and I received support from business leaders almost immediately. Today, my firm is doing well, and I’m called upon to carry out projects both here in Guadeloupe and in French Guiana. We work in partnership with Paye97Online, managed by Michel Coridon, which offers payroll outsourcing solutions in the French West Indies and French Guiana. This partnership works very well because our respective fields are fully complementary.
What are your areas of expertise?
Our five areas of focus are:
- Human resources consulting, in which the client receives customized support,
- For administrative personnel management, we offer our expertise to handle all the necessary legal and administrative procedures on behalf of the business owner,
- Labor relations, with the implementation of the turnkey CSE and preparations for mandatory negotiations,
- Training to help your managers improve through learning in basic human resources management. Sometime in 2021, we will become a training center with the goal of obtaining QUALIOPI certification (quality standard).
- The performance review, which is entirely focused on developing skillsemployee skills, which—thanks to our innovative solutions—empower them to achieve their full potential with confidence.
Can you describe a typical service and how it works?
There isn't really a standard service, but the methodology is essentially the same. It's not a routine job at all, and that's what makes it so rewarding.
What all projects have in common is that they begin with an analysis of the client's request.
I analyze the request, assess the issue, and propose a course of action—which may involve training or a diagnostic assessment. In the latter case, I suggest areas for improvement and outline potential solutions. The discussion is a key part of the process. Initially, to define the scope of the project, I meet with management, employees, and even employee representatives. I explain the methodology, the approach to interviews—whether organized by job category or conducted individually—and the analysis of a work situation as part of the assessment.
Finally, at the end of the assignment, I present my findings: I propose an action plan and discuss it with management and key contacts. In some cases, I continue to provide support (one meeting per month, for example) until the project is fully implemented under the best possible conditions. The client is then invited to complete a satisfaction surveyto help us evaluate our performance and improve our practices.
In your opinion, what qualities are required to work in HR?
Diligence (which, for me, is a prerequisite for many professions), empathy, active listening, knowledge of labor law, the ability to adapt and negotiate, and, finally, the ability to stay true to one’s values. During an HR career, if you’re asked to do certain things that go against your values—things you’re not convinced about—you simply shouldn’t do them, because it’s unsustainable in the long run.
«…Valuing people no matter what happens and fostering personal growth is vital.»
What if we had to do it all over again…?
I would have done exactly the same thing, and it’s thanks to all those experiences that I’m here today. The idea is to help people develop their skills, spark interest in HR within organizations, and contribute to the growth and sustainability of our companies.
What advice would you give to someone who wants to get started?
We must demonstrate seriousness and diligence, as well as a high level of availability—both in terms of time and commitment—because, ultimately, customer satisfaction is our calling card. Enjoyment is also a driving force behind performance. But what will truly make the difference is tenacity: you must never let yourself get discouraged, because every effort will eventually be rewarded one day!
Interview by Philippe Pied
