Gabor Meszaros Email and Phone Number

• Leading the talent acquisition transformation agenda by engaging with management board (MB) members to build a new business partnering function embedded into Sonova`s core divisions• Responsible for the strategy design, roll-out, and leadership of a global executive talent advisory function (people, process, technology) by managing succession planning, pipelining, senior leadership recruitment, assessment, and onboarding for the top 250 leadership (MB, MB-1, MB-2) roles• Sparring partner for MB members, and leads executive search assignments to hire world-class and transformative senior leaders• Oversight of executive hiring delivery, in-house search capability, external search vendor performance and relationships• Member of the Global DE&I Council and supports Sonova to scale and sustain its DE&I strategy and initiatives through establishing governance that drives equity in talent processes and builds inclusive cultures

• Building the foundation and strategy of the new talent acquisition, scouting and employer branding function while co-designing and implementing a fit-for-purpose operating model to establish a sustainable recruitment ecosystem• Partner with MB, MB-1, and HR VPs to manage search assignments on business critical, executive and C-level• Drive performance of external search providers, responsible for MSA design, contract negotiations, vendor selection, partnership building and creating a PSL with measurable metrics• Connect the business objectives, D&I vision, Talent Acquisition & Talent Management strategies and implement a succession planning framework to standardize execution, create transparency, and promote cross regional and functional talent moves• Owning the TA budget, championing the discovery, design, and implementation of streamlined processes, technology enhancements (e.g Phenom CRM), HR operational excellence, recruitment, talent management, and DE&I strategies• Lead and support Kaizen events, driving the diagnostic, design, implementation, and sustainment of the executive recruitment process, resulting in the introduction of KPI Bowler Charts, enhancing the speed of execution including major annual recurring cost-saving

• Heading the global Executive & Strategic Talent Partnering function (12 FTE) by leading an international team of executive search and talent acquisition experts split between 4 regions, owning mid to executive-level end-to-end recruitment, talent scouting, pipelining, management programs, leadership hiring and diversity recruitment• Manage the global Employer Branding and Reporting (4+2 FTE) community, introduce recruitment marketing solutions to analyze trends, create brand awareness, and drive candidate pipeline by crafting tailored campaigns• Build the global Strategic Talent Acquisition and Pipeline-building model from scratch, design and implement its strategy and lead the delivery with an avg. stakeholder satisfaction of 95% NPS, 71 days Time To Accept (TTA)• Introduce and socialize workforce planning discussions by partnering with senior business and HR leaders to target critical skilled talent segments, future capability needs, diversity goals, succession gaps and build external talent pipelines• Managing executive search assignments including assessments at the ExCo-1 and ExCo-2 level• Accountable for initiating, developing and executing specific projects across high-growth markets in EMEA, the Americas, SAMEA and APAC (inc. China) regions• Partner with functional leaders to integrate D&I into business and workplace practices through engagement, dialogue, and mentorship that enables leaders to customize D&I strategies and tactics• Responsible for people development, performance management, reporting on service metrics, delivery to SLAs, resource planning, escalation management, recruitment and onboarding of new team members, and continuous process improvement regarding the recruitment process to deliver cost savings while enhancing the hiring experience, speed of execution, quality of hire, and process efficiency

• Coordinate and coach a team of on and off-site (RPO) Sourcers & Coordinators (8) to harmonize talent engagement, resource allocation and establish the foundation of the global talent sourcing and proactive recruitment function• Acting as a leadership consultant by managing executive-level searches (Director to VP) globally including initiating succession planning and talent mobility discussions, searching for top talents, leading interviews and assessing (OPQ) candidates• GPO for the review, creation and maintenance of global TA processes (SOP) and policies (inc. process gap analysis, solution design, implementation, training, documentation, and change management) in response to TA transformation and acquisition integrations• Manages the roll-out of country “Go-lives” for TA, Onboarding, and Employee Referral processes across the EMEA region, consults and advises during implementation across Americas and APAC• Design and deliver recruiter and hiring manager interviewer training, with a library of interview guides and templates along with competency scales for assessment• Build the governance of multi-channel attraction and engagement campaigns across the employee life cycle to embed Employee Value Proposition (EVP)• Co-create global recruitment KPIs and analyze metrics to ensure process compliance and efficient execution of service delivery on an organizational level

• Partner and advisor of Global Heads and Functional LTs regarding leadership hiring and transition-related projects including compensation benchmarking, job profiling, scouting, assessment, and onboarding• Managing the hiring strategy and delivery execution for the GBS transition, recruiting niche and leadership roles for the GBS Head Office (supported growth from 100 - 500 headcount within 6 months)• Accountable for Hays’s relationship and RPO service with Givaudan to ensure all SLAs and KPIs were met by coordinating a team of 3 on-site Specialists, 3 off-site Sourcers, and 1 Coordinator• Build and lead a GTA forum to connect and bring together functional and market-based team members

• Responsible for managing niche and leadership-level search• Senior client stakeholder relationship management as well as candidate management• Create and deliver onboarding training for newly hired Talent Sourcer and Consultants, including mentoring and aftercare• Offer negotiation and counteroffer management

• End-to-end recruitment (desk search, sourcing, competency-based interviewing, assessment, after-care) for niche, leadership recruitment and ramp-up projects• Key Account Management of global market leader brands (Biotech, Pharma, Retail)• Leading and coaching assigned Talent Sourcers• Training Consultants and Sourcers on talent sourcing, candidate management and negotiation• Creative content and flyer design with Canva for recruitment marketing• Represent the company and support the organization of job fairs and university Career Days

• Full responsibility for the research part of time-sensitive and executive search projects• Industry mappings, org-chart identification, market intelligence• Candidate engagement (Headhunting, database search, x-ray search, social media)• Establishing contacts with key market players and building up the relevant network in sectors such as Chemicals, Biotech, Pharma, Retail and FMCG• External vendor management of student associations and payroll provider• Creating employment contracts, modifications, and other employment-related documents• Managing the pre-employment and periodic medical examinations, time cards for absence, sickness, holidays, and other leaves (~120 FTE)