Sonaca : transforming their HR strategy with Balencio

An industrial company with global human challenges

A key player in the global aerospace industry, Sonaca designs and manufactures aircraft structures for major industry leaders such as Airbus and Boeing. With a presence across several continents and more than 4,000 employees worldwide (Belgium, the USA, Canada, Brazil, etc.), the company operates in an environment that is both highly technical, demanding, and deeply human.

In this context, strengthening team engagement and improving quality of working life have become key HR priorities. To address these challenges, Sonaca has chosen to rely on the Balencio platform. Anne-Laure Schurins, HR Business Partner, supports management teams across all “soft HR” processes: skills development, talent management, deployment of company values, and employee well-being. She shares insights into the behind-the-scenes of this structured approach.

Launch of a collective dynamic around well-being

The deployment of Balencio began with a targeted internal communication phase. “We used our usual channels to inform all employees, relayed messages through managers, and directly involved the executive committee,” explains Anne-Laure.

This upstream pedagogical work proved essential to resolve certain reservations. It is important if we launch an investigation to commit to taking the necessary actions afterwards in order to improve ourselves.

A tool designed to understand, not just observe

From the first available results, the platform demonstrated its added value. “The user-friendliness is a real strength. Department comparisons, visual matrices, summaries—everything is designed to make data accessible, even for those who are not HR specialists.”

Sonaca produced several reports tailored to its internal audiences : a national report for Belgium, a group-wide report to compare subsidiaries, a report for employee representatives (with distinctions by employment status), and finally departmental summaries.

Impacts visibles, even on quick wins

Following the analysis of the results, two key areas for improvement clearly emerged : internal communication and workload. “These are cross-cutting issues, identified in almost all entities. The Global Leadership Team decided to make them priorities.”

Sonaca then organized participatory workshops. The objective was to move from observation to action. Several quick wins were implemented, along with a more structural measure: the introduction of an annual mandatory training day for managers, focused on topics selected by HR and validated by senior leadership.

Although deep transformations take time, some effects are already being felt. “We have expanded internal information meetings to all employees, whereas they were previously reserved for managers. The feedback from teams has been very positive.”

Anne-Laure also emphasizes the platform’s contribution to objectifying discussions : “Balencio helps move away from vague impressions and towards a shared analysis, which serves as a basis for constructive discussions.”

A fluid, forward-looking partnership

Beyond the technology itself, the added value also lies in end-to-end support, according to Anne-Laure. “The Balencio team is very responsive. Whenever we needed to go deeper into an analysis, we were listened to.”

A catalyst for HR change

At Sonaca, Balencio is not perceived as a mere investigative tool. It is a complete solution, which supports the company from the choice of themes to the monitoring of actions.

“What I particularly like is the consistency of the approach. We are not just given a platform, we are helped to make it a lever of transformation.”

Conclusion : from measurement to engagement

By choosing Balencio, Sonaca has not only strengthened its HR analytical capabilities, but above all laid the foundations for a more objective, transparent, and action-oriented social dialogue. “We could no longer ignore certain facts: now it’s factual, and we have to take them into account,” concludes Anne-Laure.

For all industrial or international companies facing challenges related to employee engagement or social climate, the example of Sonaca shows that it is possible to structure an effective approach based on listening, data, and action.

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