Top priorities & responsibilities:- Position the HRBP function as a key partner for business growth across EMEA;- Establish and build trust with leaders & stakeholders to introduce HR best practices and guidelines;- Provide expertise and mitigate people management issues for all levels of leadership;- Salary alignment, Comp & Ben and Performance management analysis for top management;- GRI team dynamics workshops for building effective teams (Growth Resources Index Certified);- Project Management for global initiatives related to HR practices;- Supporting the 2 largest departments in EMEA;- Workday admin and final approver.

In my position at Luxoft I was responsible with developing and implementing HR processes across the Automotive Line of Business (ALOB - aprox 250 people). The key to this position was to partner with the ALOB Management and offer full support on topics related to the entire employee life cycle within the company.Responsibilities included activities such as:- On-boarding new joiners, meeting them in the first week, following up during the probation period and signalling to management and recruitment mismatches with the job profile/team culture;- Coaching leaders on people management topics from career development to team dynamics, conflict mediation and HIPO development;- Developing future leaders by using the DISC Thomas Methodology in coaching sessions;- Offering support on HR processes and systems by acting as CoE for performance management, succession planning, exit mediation and internal transfers;- Establishing monthly 1-to-1s with all managers to discuss current operational subjects and strategic topics from salary alignments to downsizing strategies;- Participating as an active member in global projects for redefining processes such as: Exit & Termination Redesign, Training for First Time Managers, Succession Planning Implementation;- Project manager for local initiatives such as Chess Championship.

As the HR Officer I was responsible for several areas of HR such as:- Coordination HR Admin tasks (signing contracts, termination papers, pregnancy files, any necessary addendum) and managing the employee file system (ex: Reorganizing the file system on the internal portal)- Consulting middle and top management on Labor Law issues;- Managing service providers relationships for all benefits from healthcare to catering companies (ex: Queen Mary, Medlife, 7card, Fitbit);- Developing reports, analysis and trends on HR related topics such as: monthly attrition reports, quarterly overview of exits on divisions, exit interview summary and analysis;Projects: Demographic analysis of staff based on age groups and genderEmployee life-cycle and career path mapping - Conducting exit interviews and reporting towards top management;- Supporting middle managers and top management in the evaluation discussions and talent mapping (ex: Workshops on 9 box Talent Grid Model for middle management);- Getting involved in the Reward and Recognition initiatives by participating in projects in collaboration with ANIS and Hudson (ex: aiding in the annual salary grid update by developing a bench marking project from market data);- Developing and/or organizing employee engagement initiativesProjects: Corporate Games 2017IA Day at the OfficeSpecial Friday & Weekly QuizzTransportation for annual TBsNew catering service Chef's GalleryWeekly Induction Training for new joiners- Offered constant support to the HR Manager and the recruitment team in any issue required.

Responsibilities:- building a long lasting and trustful relationship with employees;- participating in the induction process and enabling the integration of new employees;- assessing and analyzing their developmental needs;- coming up with L&D solutions suited for each consultants learning style;- monthly evaluation of the employee's motivation and job satisfaction levels;- having one to one discussion on a regular basis to identify and solve short term and long term issues;- acting as an HR partner who aids the employees in the understanding of the organizational culture, procedures and processes;- participating in evaluations;- finding the best reward and recognition policies suited for each individual;- designing, planning and implementing employee engagement activities;- undertaking the end to end process of internal mobility;- being in charge of data, statistic and reporting for the team;- developing reports for management on HR metrics such as attrition, retention, turnover, on the bench cost etc.

Actively involved in the process of talent planning/resource planning by:- counseling on the bench employees in the "migration" from one project to another;- matching employee experience and needs with open positions;- planing and coordinating the employees interview fazes;- delivering timely and accurate feedback to the employees;- actively searching for new projects in the job market;- contacting potential leads and setting up meetings;- keeping track of costs generate by "off project days".

As a Recruitment Intern I have undertaken multiple activities which involved:- the manipulation of the candidate database (the introduction of data, scanning, screening and updating the information acquired);-assisting in candidate search, in making the first contact and developing and maintaining a trustful and open relationship with the candidates;- being responsible for the activity of my coordinator whom I aided in organizing the interview schedule and in the needed steps of the selection and recruitment protocols.

Responsible for: - smooth and on time customer relations management;- assessment of stocks;- increasing sales; - checking the quality of production;- correctly recording invoices and cash flow operations.

As a Recruitment Assistant, my daily tasks included the following main responsibilities:- database administration; - candidate relations and office flow organization;The DB administration branch could be referred to as primary data introduction, updating and scanning the database.As an Assistant you had the task to directly interact with the candidates and create a relationship based on mutual interest. The first phases concern cold calling and replying to interested candidates. Keeping contact via email or phone was essential. The CVs and JDs were considered an important part of getting information across and as an Assistant Recruiter I have had the opportunity to learn how to connect with and maintain candidate engagement.The office workflow is another task which I was assigned with, and it consisted of organizing all of the Recruiters calendars according to their needs and number of interviews.