Edwige Obaton is Helexia’s Talent Development & Engagement Manager, supporting the development of employees and managers across different markets. Since joining Helexia in May 2023 as HR Business Partner for France, she has focused on fostering talent, strengthening employee engagement and creating development opportunities that support both individual growth and organisational success.
With a strong belief in continuous learning, collective intelligence and the power of collaboration, Edwige sees people as key drivers of change. Her approach combines a focus on individual potential with a commitment to building a culture where people feel empowered to learn, share ideas and contribute to the company’s transformation.
What kind of talent and leadership mindset will organisations need to build in order to turn the energy transition from a challenge into an advantage?
To turn the energy transition from a challenge into an advantage, organisations will need to build a mindset of curiosity and agility. The energy transition requires us to rethink the way we do things, so it’s essential to have people who are eager to learn continuously and to challenge themselves. We need people who are comfortable with change, open to new ways of working, and willing to do things differently.
Second, open-mindedness. This means being able to question our own assumptions and certainties. We need to listen to different perspectives, welcome new ideas, and learn from one another.
Third, collective intelligence. We need people who enjoy working together, sharing ideas, and co-creating solutions to build something new.
And finally, a sense of purpose: the desire to make a positive impact on the world, which is at the heart of the energy transition.
What role does talent play in helping organisations adapt to change?
Talent plays a strategic role in helping organisations adapt to change. It’s the people who turn strategy into reality: they help align the vision, the mission and the strategy.
Beyond that, talent is not just there to adapt to change, but to be an active contributor to it. People bring their expertise, their ideas and their fresh perspectives, and by co-creating solutions together, they help build something new.
In other words, talented people are the actors of change: they are involved in the transformation of the company and in improving situations, rather than simply going through them.
What part of your role gives you the greatest sense of impact?
Our HR cycle takes into account the entire employee experience: from before someone joins, through onboarding, development, internal mobility and beyond. People join us with their skills, and the goal is that they leave with even stronger ones. In the end, it’s about building long-term employability.
As for me, what gives me the greatest sense of impact is supporting employees in their development, helping managers grow in their roles, and creating initiatives that have a tangible impact on the employee experience.
What do you value most about the way of working at Helexia?
What I value most about the way of working at Helexia is the autonomy and trust that managers give us. I also appreciate the freedom to express our ideas and opinions openly. There is a real right to make mistakes here: we can try things, learn from them, and improve.
Another thing I value is the opportunity to make things evolve and to have a real influence on how we work. Our ideas are listened to and can lead to concrete changes.
And finally, the proximity between people and the sense of collaboration across teams. It creates a very positive atmosphere, where it’s easy to share and to work together.
Outside of work, what helps you disconnect and recharge your energy?
Like any Helexian, I recharge by soaking up the sun. Weekends are my peak production hours, with a long walk outside. By Monday, I’m at full capacity and feeding the grid.
