• Manage the HR department, reporting to the CEO, with full responsibility for all HR processes within the organization.• Direct advisor to the CEO on strategy, staffing planning, budgets, HR policies, and organizational goals.• Support executive leadership in strategic HR initiatives, fully engaged in consulting and development across 5 business units and 2 administrative departments. Manage payroll processes, relocations, and employee life cycles with a focus on labor law.• Infrastructure - HR annual work plan aligned with organizational goals, onboarding, operational routines and management, annual gantt chart, compensation and rewards policies, employee experience strategy, organizational development processes, performance evaluations, organizational surveys.• Crisis management during October 7th and the "Iron Swords" war – comprehensive handling of evacuations, reservists, their spouses, leave of absence expenses, salary cuts, job placement solutions, risk management in a wartime routine. Oversight of annual work plans and budgets in a dynamic environment.• Development and management of career development and specialization - establishing development tracks supported by relevant professional communities, learning, guidance, change management, expert tracks, and management tracks.• Manage an annual learning program - creating a learning strategy aligned with professional and knowledge goals, identifying needs, defining knowledge incorporation objectives, budgeting, supervision, peer learning, and ODT.• Design and implementation of diverse and unique employment and engagement models according to organizational needs and labor market trends. Based on an agile approach that includes: hourly and monthly employees with part-time arrangements, freelancers under differential conditions, etc.

The Amit group is an international forwarding and advanced logistics company who act as local representatives of The Geodis Group which is one of the world's leading providers of end-to-end supply chain solutions.My position entails:• Reporting to the CEO, executive board member, and partner in cross-organizational strategic decision-making, while embedding HR procedures.• Managed the HR department team.• Full responsibility for all aspects of HR, including budget management, creating work procedures, and developing work plans derived from organizational business objectives.• Led the corporate social responsibility (CSR) program, volunteer activities, and fundraising for the underprivileged. Maintained communication with NGOs and managed projects involving diverse populations, including the integration of individuals with disabilities.• Managed crises and risks, supporting managers and employees during downsizing, organizational changes, relocations, and promotions.• Provided coaching and consulting to managers at all levels, including the CEO and VPs, both during routine operations and change processes.• Developed organizational culture, initiated and led projects to establish a service language, quality metrics, standards for excellence, and quantitative targets. Implemented, monitored, and communicated them across the organization.• Led cross-organizational processes, including employee satisfaction surveys, performance evaluation processes, periodic feedback conversations, manager-employee forums, peer learning processes, and management mentoring programs. Managed individual employee retention programs, mobility processes, talent management, and career development initiatives.

• Managed HR operations, including recruitment, employee lifecycle management, and termination processes. Handled employee inquiries, conducted satisfaction interviews, and oversaw the HR management system. Provided recommendations for salary adjustments, designed compensation and reward models, and managed employee conditions. Led efficiency processes and oversaw termination processes, ensuring compliance with labor laws.• Developed and implemented training and onboarding programs for new employees, including construction and monitoring of periodic training plans. Assessed training needs and created processes to enhance soft skills. Managed policy refreshers and established a knowledge management platform.• Managed internal organizational communication, including the company’s organizational portal and Facebook page. Communicated executive decisions.• Managed the recruitment budget, built control metrics and evaluated recruitment effectiveness. Developed job profiles across all levels and departments and validated the recruitment process.• Defined employee welfare policies, managed corporate events, team-building evenings, employee recognition ceremonies, holiday celebrations, gifts, birthdays, and personal events. Negotiated with suppliers to secure employee benefits.

• Manage all recruitment processes for headquarters divisions from representative level to middle management and department heads (inclusive). Recruit for various professional positions in technology, administration, marketing, finance, HR, and more. Build annual recruitment budgets, prepare reports, and operate HR systems. Recruit via social media, work closely with recruitment agencies.• Create job profiles and define critical skills, analyze roles, conduct assessment centers, carry out in-depth professional interviews, and write comprehensive reports.• Lead the merger of headquarters divisions into "Partner Communications."