Employee Relations Management:Maintaining strong and harmonious communication between employees and the employer to ensure employees feel valued in the workplace; developing projects aimed at increasing employee satisfaction.Policy and Procedure Development:Developing, updating, and implementing company policies and procedures related to employee relations; ensuring that employees are informed about company policies.Conflict Resolution:Addressing potential disputes among employees or between employees and management; mediating conflicts to foster a collaborative and harmonious work environment.Performance and Discipline Management:Supporting employee performance evaluation processes, providing solutions for disciplinary issues when necessary, and managing these processes through the creation of actionable plans.Employee Satisfaction and Engagement:Conducting surveys to boost employee satisfaction and engagement; analyzing feedback to develop improvement projects that strengthen employee loyalty.Compliance and Legal Oversight:Ensuring company policies are aligned with legal requirements related to labor law and occupational health & safety; supporting a secure work environment.Reporting and Data Analysis:Preparing regular reports on employee satisfaction, absenteeism, recruitment, and employee relations; enabling strategic decision-making through data-driven insights.Recruitment Processes (Blue, Gray, and White-Collar):Managing the recruitment processes for blue, gray, and white-collar employees; executing candidate selection, conducting interviews, and evaluation to recruit the best talent for the company.Training and Onboarding:Providing training to new employees on company policies, job processes, and role descriptions, ensuring a smooth and efficient onboarding process that accelerates adaptation.

Recruitment Team Management: Effectively managing and leading the recruitment team, developing and implementing strategies to enhance team members' performance. Candidate Pool Building: Developing and implementing effective sourcing strategies and tools to create and expand a quality and suitable candidate pool. Recruitment Processes: Designing and optimizing recruitment processes, ensuring candidates are effectively assessed and selected. Client Management: Understanding client expectations and needs, developing and implementing HR solutions to meet those needs. Cost Control: Establishing a budget for HR processes and activities, developing and implementing strategies to control and optimize costs. Team Development: Creating training and development opportunities to ensure the continuous professional growth of the recruitment team. Performance Evaluation: Regularly assessing and providing feedback on team members' performance, developing plans and strategies to enhance performance. Reporting and Analysis: Collecting, analyzing, and reporting on recruitment and team performance data; providing data-driven insights to inform strategic HR decisions

Candidate Sourcing: Building a wide and diverse candidate pool for skilled and qualified candidates using effective sourcing techniques and tools. Evaluation and Selection: Assessing candidates in an objective and comprehensive manner, measuring their skills and compatibility, and being able to select and recommend the most suitable candidates. Recruitment Strategies: Developing and implementing recruitment strategies that align with the company's needs and goals. Interview Management: Designing and conducting effective interview processes, optimizing candidate assessment and selection procedures. Relationship Management: Managing and strengthening relationships among candidates, the recruitment team, and business units. Position Analysis: Analyzing open positions and identifying needs, creating position profiles and job advertisements. Reporting: Generating and sharing regular reports on recruitment processes, the candidate pool, and selected candidates, and analyzing data for continuous improvement

Executing Work Aligned with Company Values: Developing and implementing effective working strategies in accordance with the company's mission, vision, and ethical values. Job Posting Management: Posting appropriate job advertisements on platforms like LinkedIn, Kariyer.net, and Eleman.net, and building a broad candidate pool. Initial Interview Coordination: Organizing and conducting initial interviews with potential candidates; effectively communicating results and evaluations to managers. Offer Management: Preparing, presenting offer letters, and organizing the onboarding processes for positively evaluated candidates. Orientation Coordination: Planning and coordinating orientation training for new employees. HR Processes Integration: Collaborating with occupational health, safety, and legal units to integrate updated processes into HR practices. Process Updating: Monitoring the relevancy and effectiveness of recruitment processes and revising them when necessary. Personnel Affairs Management: Administering personnel affairs and related procedures in compliance with legislation and the policies set by management. Contract Review: Overseeing and managing the preparation of employment contracts for new employees. Personnel Needs Analysis: Identifying, analyzing, and updating the company’s personnel needs. Performance Evaluation: Developing and implementing systems for evaluating employee performance, and managing employee satisfaction and feedback. Legal Compliance and Integration: Effectively integrating changes in Social Security legislation and Labor Law into HR processes, and managing entry-exit declarations