Social / HR / Payroll

Today, social management plays a key role in the organization and development of your company. As an employer and manager, your obligations are many and arduous, and you also have to deal with the constant changes and complexity of regulations.

L'expertise métier : social, RH et paie

Human capital management: the lifeblood of your business

Sound social and salary management is essential to a company’s long-term success. More than just the numbers, employee well-being, productivity and corporate reputation depend on it. We help you manage your human resources to ensure an efficient, compliant working environment over the long term.

To set up or optimize your recruitment processes, train your teams, evaluate performance, resolve conflicts, and ensure your company’s legal compliance, the team of employment law specialists and payroll managers at Cabinet Ruff & Associés will assist you in your day-to-day social management.

Employee management :

  • Simulation of salary / company costs, drafting of employment contract, DUE and employee parameters
  • Drawing up pay slips, social security and tax declarations, etc.
  • Settlement, redundancy, transaction, contractual termination
  • Social audit
  • Digital HR portal / digital safe

Social protection :

  • Setting up special plans (supplementary pensions, provident schemes, etc.), ensuring compliance of contracts, provident schemes and supplementary pensions.
  • Retirement assessment, retirement settlement file
  • Compliance with mandatory company signage, labor law training, etc.


How do you set clear, measurable performance objectives for employees, and how do you monitor them effectively?

To establish clear, measurable performance objectives for employees, it is essential to define specific criteria and set up regular monitoring to assess progress.

What skills management and professional development strategies are needed to ensure the continued growth of our employees?

Skills management and professional development strategies include ongoing training, mentoring, skills assessment and identification of opportunities for advancement.

How can I implement a talent management policy to identify, develop and retain key employees within my company?

To implement a talent management policy, it will be necessary to identify key employees, ensure their evolution through training and development programs, and implement retention measures such as competitive advantages and career opportunities.

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