Assurance collective, employee savings products, Employee benefits (personal services, tickets restaurant…) : The regional funds of Crédit Agricole La Réunion-Mayotte deploy from June a global offer intended to support companies in their social policy in favor of employees and strengthen their employer brand in a context where the attractiveness and loyalty of talents have become crucial issues for managers. The explanations of Xavier DELOS, Director of development of specialized markets of the Crédit Agricole Regional Caisse La Réunion-Mayotte.
Meeting Leader : How was this project born to bring together products and services from four agricultural credit subsidiaries to make it a global offer intended to facilitate HR management of companies ?
Xavier DELOS : The project was born from the group's desire to become the reference partner for managers on the challenges of attractiveness, loyalty and purchasing power of their employees. Different bricks making up this global offer already existed. Some for many years, like the long savings of employees. Collective insurances were also launched a certain time ago. The novelty comes from the new brick that we add to the building with the advantages to employees : title-restaurant, Personal services via CESU, gift voucher, good vacation, etc. The Human Resources Bank aggregates the various expertise associated with these products from our large subsidiaries that are Amundi for employee savings, Crédit Agricole Assurances, Crédit Agricole Titres et Worklife, Our last subsidiary, specialized in the advantages of employees. We are among the first to launch, in the meeting, in our distribution network, from June, This global offer which concerns the 39 regional funds of Crédit Agricole.
The Crédit Agricole group is positioned on human resources management ?
"Become a benchmark player in human resources management in the territories" : This objective is one of the three major pillars of the Crédit Agricole Strategy 2030. He materializes today : Crédit Agricole also becomes the Human Resources Bank. Human is at the heart of the group's strategic project. We respond to the fact that the role of employers and that the expectations of employees, In terms of HR, are growing.
It is a request expressed by companies ?
Beyond wages, Companies are increasingly attentive to valuing all the employee's remuneration elements. They are even obliged by the implementation, from this year, of the law on the sharing of value, which now applies to companies from 11 employees*. The Human Resources Bank meets this strong expectation of business leaders by making up a global package bringing together employee savings mechanisms, employee protection (health, foresight), the subject of retirement and all the salaried advantages resulting in purchasing power gains.
What companies are the human resources bank for ?
To my perimeter of action as a development director of specialized markets. From a HR point of view, This perimeter covers, as employers, Companies in the broad sense, communities, Large associative structures. The Bank of Human Resources may also interest the customers of professionals with employees. In short, everything that makes up the corporate.
Is it also for employees ?
Non. It is aimed at companies, However, the final beneficiary is the employee. Through managers and companies in the territory, We provide concrete and innovative solutions for employees. Because what is the stake ? It is that of the attractiveness of the company and the loyalty of employees, A concern shared by all business leaders. Young people, Young graduates in particular, are very sensitive to the conditions under which they work. This concerns the tools made available to them in the exercise of their missions, but also the advantages associated with employment, Like restaurant tickets. Clear, It's not just the salary that counts. Furthermore, number of the elements of the HR offer are of interest to the companies themselves. These are often expensive expenses. It can return cheaper to offer advantages to employees than to pay direct remuneration subject to social charges and tax. Let's not forget, neither, that the employee himself can tax certain savings products.
You have an example ?
The business savings plan (PEE). The amount placed by the employee in a PEE is net of income tax. The standard condition requires that money remains blocked for five years, But there are a dozen early exit possibilities of the PEE, taxless, As soon as it is a question of funding important projects, as the acquisition of a main residence. We are completely in our role as a banker by helping to constitute this type of savings, for subsequent family projects, from additional remuneration.
Can we come back to the various products and services of the HR banking : Is this a global or à la carte offer according to business needs ?
The global offer of the HR Bank is based on three main axes : "Associate my employees with the creation of value, Protect my employees and give them additional purchasing power. "The answer to these three needs is in our employee and retirement savings offers, mutual and collective provident, and in our aggregator of salaried advantages via our worklife subsidiary. It will then depend on the diagnosis of our customers' expectations, as well as the budget they wish to devote to it. The ideal is to act on the three axes, But depending on the typology of the company, of his very activity, The manager may have an interest in pressing this or that pillar. If he prefers to protect his employees, The emphasis will be put on mutual insurance so that they have very good coverage. If it is the profit -sharing, We will highlight additional savings, etc. At the end of the day, It is the leader who chooses. Nous sommes là pour l’informer et le conseiller. L’important à retenir est donc que cette offre globale d’épargne, protective, d’avantages salariés et de pouvoir d’achat, s’adapte aux besoins identifiés.
Peut-on parler d’une proposition d’externalisation d’une partie de la fonction RH ?
Nous nous plaçons dans une position de conseil. Proximity advice and support, grâce à notre connaissance locale du marché et des besoins de nos clients, se distingue d’une externalisation. We help the employer build his social policy, We act in trusted third parties via solutions and management tools.
Is this offer offered by specialized advisers ?
Our general practitioners are able to talk about all these subjects, But to get into the details of offers and vehicles to set up, We have specialists who master all HR offers.
Have companies have already tested this innovation in HR management ?
We can talk about our first experience, Because we have already started things. We have exhibited the HR bank project to a number of customers to see how they reacted. The answer, It is that we have noticed a real appetite of business leaders on these subjects. This is why Crédit Agricole Laréunion-Mayotte will be among the precursors of this offer, Among the first regional funds to implement it.
To find out more
Companies can get closer to the business manager of Crédit Agricole La Réunion-Mayotte or contact HR experts directly : Séverine correct (severine.corre@ca–reunion.fr – 0693 01 82 84). Eric Li Hong Wan (eric.lihongwan@ca–reunion.fr – 0692 22 50 57).
* Until the law of November 29, 2023, Only companies with 50 or more employees were required to set up a value sharing system. Since January 1, 2025, This obligation extends to employers with 11 to 49 employees, If they have made net profit of at least 1 % of turnover for three consecutive years. Value sharing is made by a profit -sharing or participation agreement, by abundant a employee savings plan or by paying a value sharing premium.
