- Real Estate consultancy (Investments & Residential projects)- People operations- Company culture - Contract management- Business Development

UAE Markets | Dubai | Abu Dhabi | Ras al Khaimah- Residential and commercial properties- Off-Plan projects 50+ developers- Investment strategy w/focus on capital appreciation and return of investment

- HR country responsibility- Organization management- Leading culture based initiative- Country Learning & Development Strategy- Strategic Talent AcquisitionsSome Achievements- Increase transparency in promotion process - develop process via functional assessments and 180 feedbacks- Communication improvements – establish communication strategy meaning internal Info Point, HR News, Q&A, all staff meeting, internal pools, - Create and support internal networking and team spirit - via social internal events & internal soft skill academy, CSR activities - Improve people engagement by 30% – via engagement focus group, root-cause analysis, improvement plans, bottom-up approach, internal weelbeing@work group, constant working environment mechanism- Create culture of learning and growth – create development strategy with development plans, regular communication, budget allocations, new vendor policy establishment- Improve transparency and one approach in perks strategy – via perks survey, focus groups workshops, top management commitment, new perks policy. - Improve interview experience and high quality match selection - via competency and behavioral interviews, technical testing, assessment, managers education process- Improve transparent contract management – new employees contracts for entire company, new job description catalogues, BSC alignment per seniority. - Set up of united and transparent people performance review strategy – via management round tables, salary increase process.- Improve onboarding process – via buddy programs, integration process, learning from feedbacks - Aligned with market trends in remote employment – via workplace strategy, remote working policy, focus groups, employees survey- Improve compensation transparency – create job grades and salary bands strategy- Support recognition culture – via recognition program, spot awards initiative- Leading sell-out & buy-in of one of the company division (due diligence)

- Leading “We are Atos” stream for 10 countries - Focus on wellbeing initiatives strategy- Finding the best and promote to others countries

- Responsible for global Talent Management programs within CEE region (10 countries)- Focus on Juniors, Experts and High-level Managers - Succession planning & Talent review for N-2 level

-Manager SPOC-HR for 420 ppl in Czech Republic and SlovakiaSome Achievements- Define and create retention strategy – on top of mentioned above Junior Academy, Managers Academy, Project Manager Academy, Internal Couching Initiatives, 180 Feedbacks, Employee Covid satisfaction survey’s to empower management communications during Covid times

- HR spoc for management community (acting HRD)- Organization management - Global Talent Programs- Executive talents acquisition- Helping others to achieve their goals - HR Operation

Various Jobs: HR Recruiter - HR Specialist - HR GeneralistMAIN RESPONSIBILITIES:- HR SPOC for IT and Operations divisions (approx. 200ppl)- Recruitment from A-Z (approx. 250 ppl)- Managing of InHouse Learning activities- Responsible for Compensation & Benefit- Participation on IT Job FairsSome Achievements- Implementation of new On-boarding and Pre-On-boarding program- Implementation of corporate Reward & Recognition Program (Bravo)- Participation on Implementation of HR tools (Kenexa, PeopleSoft)- Develop and build relocation strategy – create new +30HC EMEA IT Infrastructure team- Recruitment strategy and execution for green fields teams such Java team (+30HC), QAA team (+20HC), Windows team(+30HC)- Create External Branding Awareness Campaign due high volume of recruitment (social media, external prints, job fairs)

Recruitment for green field teams such Java team, QAA team, Windows team