As HR Analyst, my responsibilities were centered around Process Improvement and Robotic Process Automation (RPA).Process Improvement:• Working with internal stakeholders to analyze and identify gaps within processes• Collaborating with necessary teams to develop methods to bridge existing gaps within processes• Guaranteeing after-care and sustainability of implemented improvements• Continuously maintaining standardized processes to ensure RPA adaptabilityRobotic Process Automation:• Garnering complete understanding of requirements for processes that are to be automated• Facilitate process standardization for any process that is not yet RPA ready• Program and development of stable, consistent robots• Perform user acceptance testing and hyper-care of all implemented robots• Awareness of potential changing requirements for robots and making adjustments as required

The duties as HR Support Officer range from • Understanding local and foreign labor laws in order to draft contracts for new employees, • Processing terminations • Executing employee data changes such as promotions or transfers• Being the first point of contact for employee questions (general, personal, and technical) • Having a sound understanding of the system of records and keeping it up to date• Working closely with local benefit providers • Providing support to both HR-specific and company-wide projects• Streamlining daily processes to maximize efficiency and reduce errors

My responsibilities as Associate Europe included:• Collaborating with Managing Partners mainly across Europe, though assistance in other regions is also offered, in order to meet and exceed client's executive recruiting needs and expectations;• Identifying top performers and candidates in specific industries, by using and developing creative, effective, and efficient strategies;• Establishing initial contact with candidates and presenting new and exciting opportunities to them, as well as building rapport with referral sources to build strong and lasting networks;• Ensuring that candidates meet client's specific requirements and are a good fit for the role as well as the company.Established in 1989, DHR International is one of the largest retained executive search firms in the world, with more than 60 wholly owned offices around the globe. We conduct search assignments at the board of directors, C-level and functional vice president levels. DHR's renowned consultants specialize in all industries and functions in order to provide unparalleled senior-level executive search, management assessment and succession planning services tailored to the unique qualities and specifications of our select client base.

While maintaining the responsibilities as a part of the GICC team, also began training as a project manager

As a member of the Global Internal Controls and Compliance team, responsibilities were manifold. The key aspect was to investigate and identify problem areas within HR processes, subsequently determining and providing process improvements. This required close coordination with other responsible teams and an extensive knowledge of how the processes worked. In addition, root cause analyses were performed in partnership to ensure that actual problems were being addressed, rather than only symptoms. With these it was possible to train other parts of the HR teams to reduce the risk of future errors.As well as monitoring HR processes, it was the responsibility of the team to address any internal and external auditor requests. This included explaining the processes to the auditors, providing the necessary and relevant data to them, identifying any areas that were seen as potentially problematic and consulting with subject matter experts on how to ensure those problems would not occur again.This role allowed me to gain even further understanding of many more HR processes, how to train others in these processes, as well as identifying areas of improvement that benefitted not only relevant teams but the company as a whole.

Hiring and Onboarding (HOB) Process Specialists are responsible for facilitating the transition for candidates to future employees, as well as helping current employees move positions within the company. This involved creating close ties not only with candidates and employees, but also Managers, and Recruiting Specialists.Candidates/Employees: Once a Process Specialist has been assigned a candidate or employee to onboard, it is their responsibility to ensure that all necessary new hire paperwork, or documents for internal transfers, are received and retained. As joining a new company or transferring to a new role within the company can be an arduous experience, the Process Specialist's role is to do this as productively as possible. However it is always imperative to view the process from the candidate's or employee's point of view, understand the struggles they may face, and help where they can.Managers: When managers need to fill a position within their team, it is often urgent, and so it necessary for the Process Specialist to work closely with them and fully understand their needs, while helping them through the process as well.Recruiting Specialists: After a candidate has been chosen by a manager, the Process Specialists take over the onboarding process of the candidate/employee. In order to make this transition as smooth as possible, it is imperative to have a professional and efficient relationship with the recruiting specialists. This is done by holding regular meetings, and working through any obstacles as a team.Having worked in this role helped build my understanding of several HR processes, as well as identifying the skill set required to be both professional and efficient while grasping the needs of candidates and employees and addressing them with the best, and most applicable, methods; whether that be problem solving or being empathetic to the candidate's/employee's concerns.