 Manage the administration around the full employee life cycle including onboarding, contract changes, leave entitlements & queries, benefits, reference letters, offboarding, etc Perform general HR administrative tasks such as documentation and record-keeping, HR software administration, data management ( Navision and Workday) Preparing the input for the HR reports in time for payroll; Keeping up to date managers regarding cascades and promotions and offering support; Acting as the first level support for HR operations (ERP Workday); Respond to employee requests or issues via the HR service desk, email, or chat.

 Set up (with partnership at GM level) the HR department concerning all processes as 1st HR employee, answering to a VUCA environment: o operational (e.g. job descriptions, Code of Conduct, new employee orientation, C&B providers etc) o and strategical (e.g. budget monitoring and compliance) Ensure HR team coordination for another 1 HR employee Support implementation of ERP system (Charisma): data transfer, logical structure for staff departments, functions, cost centers; Ensured the necessary personnel for all national sites (facing fast opening, a difficult labour market) Effectively implemented HR processes with minimum legal risks and penalties from ITM controls.  Organising 1st Learning& Development interventions at company level (highly appreciated): team buildings, workshops, training sessions. Facilitated a mutual collaboration environment at company level, despite education differences, regional distances, etc. Support design and implementation of all company procedures and workflows Active and significant contribution to other projects at company level: Sigurec PrimeKey Accomplishments: Sustained from HR point of view a very fast company expansion at national level: from 1 branch, 60 employees - to 40 branches and ~ 500 employees (in 2 years). Implemented a national timesheet system (both for own and out placed employees) that leaded to 0 mistakes in payroll; creation of a bonus system at the level of the company after the criteria for the specific field of activity (collection non-hazardous waste) and its implementation; 30,000 Ron financial recovery done following disciplinary actions

 HR Business Partner Consultancy: partnering with client department (Operations), both employees and management level, in finding the most appropriate HR or people related solutions to their business challenges. Resourcing &Talent planning : ensure all the process phases for different kind of jobs (entry levels to middle management), following the competency based interview technics, answering to a mass recruitment need and a high employee turnover. HR systems (Charisma): execute all operational inputs for client department’ s employess: hiring and exit procedures, cost centers related actions (allocation, monthly update), Revisal updates, Labour Legislation: implement all HR activities per legal provisions, concerning minimising the legal risk for the organisation; applying legal regulations in case of disciplinary actions, redundancies, etc Performance & Reward: o support HR Director with all necessary reports related to HR strategical function (BSC, churn, seniority, statistics, audit, costs/employee, etc); o Implement performance procedure to client department (both employees and management level), providing them support for planning and assessing performance, for ensuring fairness of the process; o Implement compensation and benefits procedure to client department, ensuring fair treatment (salaries per job grid, benefits according to job level) Policies & Procedures: implement all HR procedures and involved in their continuous updating (RI, job descriptions, internal procedures within Operation Department).Key Accomplishments: increased time per hire KPI (from 4 weeks to 2) for client department related recruitment (collection officer job) Implemented an efficient monitoring system for tracking monthly status of C&B providers (medical, tickets) Developed and implemented efficient monthly reporting (to sustain HR strategical and operational reporting to board)