HR Business Partnering

• Collaborating with business unit leaders to align HR strategy with business objectives, driving organizational effectiveness, and providing HR support to achieve strategic goals
• Coaching and developing managers in leadership and people management, assisting them with risk assessments, and guiding them through complex HR challenges
• Supporting and coordinating the performance review and compensation processes, ensuring fair salary adjustments, and providing resources for performance improvement
• Consulting managers on ESAT and attrition data to inform decisions and support change management for future success

People focus

• Managing the employee life cycle, including onboarding, adaptation, performance reviews, retention, and off-boarding
• Driving employee engagement with local management, including managing the employee survey and resulting action plans
• Supporting employees with resolving concerns and conflicts, ensuring a positive work environment that fosters open communication and collaboration

Processes & operational activities

• Reviewing and updating HR processes to ensure continuous improvement and alignment with business needs
• Utilizing data and HR analytics to inform decisions and drive HR initiatives
• Analyzing ESAT and Attrition reports to identify trends and develop strategies for improvement
• Monitoring and controlling vacation provisions to maintain balanced and compliant leave management
• Launching and coordinating the Voluntary Health Insurance program

Achievements

• Initiated and developed attrition analytics from scratch to assess the quality of hiring, adaptation, development, evaluation, and retention processes
• Created an HR BP competency matrix for HR team evaluation and further development
• Launched and coordinated a voluntary health insurance project as part of the benefits package

HR Administration

• Collecting employee documentation and maintaining personal profiles in the HR system, ensuring data accuracy and compliance
• Reviewing and updating corporate policies and procedures to align with best practices and company goals
• Analyzing HR data to provide insights and support decision-making
• Coordinating the voluntary health insurance program, ensuring timely enrollment and communication
• Managing sick leave provisions and regularly updating leave balances to ensure compliance
• Preparing newsletters to inform employees about new hires, transfers, and organizational changes
• Participating in compensation and benefits surveys and assisting with quarterly bonus payments

People and process operations

• Managing the full employee lifecycle, including onboarding, adaptation, grade evaluation, retention, and off-boarding processes
• Collaborating with department heads and PMs to ensure alignment between business needs and HR strategies
• Conducting regular one-on-one meetings with employees to assess satisfaction, engagement, and potential risks
• Providing guidance and support to employees on corporate policies, procedures, and processes
• Analyzing L&D requests from managers to identify skill gaps and support the planning of targeted trainingactivities
• Providing workshops for middle-managers on effective onboarding process
• Preparing and managing the budget for HR activities, ensuring cost-effective use of resources
• Analyzing data trends and HR metrics to inform business decisions and improve organizational outcomes
• Collaborating with the HR team to manage operational tasks, ensuring efficient processes and providing effective solutions for HR-related issues
• Organizing corporate events, team buildings, and other activities

Achievements:

• Successfully handled over 25+ retention cases of key people during the cooperation period
• Reduced staff turnover by 30% in the Salesforce Department between 2020-2021

Achievements:

• Implemented HR metrics (attrition report, metrics for recruitment team)
• Created a welcome book for newcomers for effective adaptation