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19 August 2025 In the wine sector, personnel management is an endurance sport: marked seasonality, peaks in activity, demanding regulations, and a scarcity of talent. This article offers a concrete method to structure your HR from the vineyard to the cellar: workforce planning, recruitment and integration, payroll/contract compliance, scheduling and time tracking, performance and team culture, health/safety, digitization, and indicators. Objective: to gain reliability, financial visibility, and quality of execution in every campaign.
The wine cycle requires planning by campaigns (pruning, tying, de-budding, lifting, leaf removal, harvesting, green work, winemaking, bottling, wine tourism reception). Each campaign mobilizes specific skills and hours. The first step is to transform the technical forecast into a budget of hours and workforce by week.
For each task, estimate areas, rhythms, productivity by profile, weather constraints, and agronomic windows. Translate these assumptions into FTE (full-time equivalent), hours to be planned, and total cost (salary, charges, accommodation, transport, PPE, meals). Update monthly with actuals.
The pool of seasonal workers is strategic. Build it from winter: reactivating former workers, partnerships with agencies and agricultural high schools, publishing needs, and a hiring promise calendar. Standardize job descriptions by campaign with missions, hours, remuneration, skills, and associated risks.
Integration determines up to 30% of productivity in the first week. A “welcome kit” reduces errors: documents, safety reminders, procedures, site map, contact person, and equipment checklist. Prepare a 30-minute briefing every first day of the week, in two languages if necessary.
Between DPAE, seasonal contracts, working hours, remuneration, and accommodation, compliance is non-negotiable. Centralize documents by employee: identity, authorizations, contract, amendments, personnel register, PPE and safety certificates. Use validated templates and a legal calendar (trial periods, renewals, medical visits).
Payroll must accurately reflect hours, bonuses (meal, travel), leave, compensatory rest, surcharges, and deductions. Automate recurring calculations, lock weekly closures with employee signatures, and archive proof of hours and variable elements.
The weekly schedule must reconcile agronomic windows, weather, and labor law. Work with “standard teams” (e.g., 1 leader + 7 operators), with modules of 2–4 hours per task. Prepare the N+1 schedule on Thursday; adjust on Monday morning according to weather and ripeness.
Time tracking must be simple and reliable: mobile badge, QR code at the entrance of the plot, or signed sheets. Associate each hour with a task and a plot to analyze costs and productivity. Avoid double entry with payroll integrations.
Set concrete objectives by campaign: pace, quality (recovery rate at pruning, cleanliness of harvest), safety (0 accidents), and atmosphere (seasonal return rate). Align bonuses with a small number of measurable indicators. Provide quick, precise, and factual feedback, ideally in real-time at the end of the row or shift.
Team culture relies on rituals: morning briefing (objective, risks, weather), 10-minute debrief at the end of the day (notable facts, improvement ideas), and weekly recognition of good efforts. Team leaders must be trained in feedback and managing micro-conflicts.
The unique risk assessment document (DUER) must be dynamic: update it with each new task or equipment. Conduct targeted safety talks (handling secateurs, phytosanitary treatment, machinery circulation, heat). Ensure traceability of issued PPE and safety training.
When providing housing and transport, standardize the rules: inventory, hygiene, room allocation, vehicle rotation, and emergency procedures. Good logistics reduce absenteeism and improve employer branding.
An HRIS adapted to the wine context must cover: seasonal recruitment, employee files, scheduling, time tracking by task/plot, absence workflow, payroll (DSN export), and tracking of skills and PPE. Mobile-first, multilingual, offline for plots without network, and interfaceable with accounting.
Automate repetitive tasks: contract generation, follow-up on missing documents, calculation of meal/travel allowances, issuance of certificates, distribution of payslips, and reporting. Secure data (GDPR: minimization, retention period, access rights, logging) and train your teams on proper usage.
A weekly dashboard is sufficient for fine management: planned vs actual hours, labor cost per hectare and per ton, productivity by task, absenteeism rate, accident frequency, quality (recoveries, non-conformities), and team satisfaction (2-question survey).
Add a monthly budget review: variance vs budget, cause analysis (weather, yield, experience level), and corrective decisions (outsourcing, overtime, rescheduling). Archive at the end of the campaign to inform the N+1 budget.
Three pitfalls often recur: planning too late, underestimating administrative load, and neglecting skill development. Result: urgent recruitments, contested payroll, accidents, and quality decline. These risks can be prevented through rituals, proven templates, and targeted digitization.
Objective: to secure a smooth, safe, and profitable harvest campaign. Here is a compact retro planning, adaptable to your domain.
Finalize volumes and target dates with the technical team. Calculate the need for teams (manual/mechanical harvest, sorting). Confirm team leaders and 70% of key seasonal workers. Issue hiring promises, collect documents, anticipate accommodation and transport. Update the specific harvest DUER.
Receive PPE and consumables (gloves, secateurs, nets, bins). Test mobile time tracking in real conditions. Train team leaders on daily rituals, safety, and simple reporting. Organize housing/vehicle logistics. Publish a two-page harvest guide.
Validate contracts, DPAE, assignments, schedules, accommodations. General safety briefing. Set up a dedicated communication channel (daily messages). Prepare weather plan Bs and standby reinforcements. Publish the harvest FAQ: hours, pay, rules of life, emergency contact.
Deploy the 5-10-5 ritual. Enter hours by task/plot each day and validate at the end of the week. Publish a public table of productivity/quality/safety. Organize a final hot debrief to capture improvement ideas and feed the N+1 budget.
To go further and discover methods, tools, and feedback dedicated to the sector, check the Personnel Management section on Winevizer.
Read more on Winevizer – Personnel Management or visit https://www.winevizer.com/
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