Senior HR Business Partner

4/2018 – 9/2018

Drove and directed recruitment and staffing in line with GCF's talent acquisition strategy. Designed and executed Talent Acquisition
strategies to attract, evaluate, and hire highly qualified candidates.
Defined best practices and mentored hiring managers on interviewing and selection.
Oversaw and improved overall candidate experience. Maintained talent pipelines with potential candidates and past applicants for
future recruitment needs.
Participated in hiring panels as HR representative, and ensured that interviews and candidate selection adhered to GCF HR
Guidelines.
Led the implementation of SAP Success Factors Recruitment, Performance and Goals, Employee Central, and Employee Central
Payroll modules.
Designed strategy to advance diversity in the workplace and ensured recruiting strategies attracted diverse candidates.
Researched & analyzed global strategic workforce planning initiatives focusing on opportunities to build upon a diverse candidate
talent pool/pipeline.
Led the Job Classification and Grading Project aimed to review, update, align and grade all job descriptions as well as design a competency framework for all staff positions according to international standards.

Change Management, Personal-Managementsystem (DATEV), Recruiting

5/2014 – 12/2017

Key member of EMEA leadership team and HR leader in Bern, Hattersheim and Marburg, reporting directly to SVP Global HR in
North America and supporting Global Functions within CSL Behring and EMEA Affiliates.
Transformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Championed HR vision
while forging sustainable HR infrastructure, systems, processes, and practices. Led, coached and mentored a team of 17 HR
professionals to cultivate a unified, values-based culture and brand globally. Improved employee workflow productivity by 16% by
using effective organization design, change management and talent acquisition strategies.
Led or provided oversight to investigations regarding employee issues, grievances and employee misconduct in partnership with the
Legal department. Advised the senior management on appropriate courses of action, matching the investigation strategy to the
complexity, risk and sensitivity and confidentiality of the investigation.
Designed Global Employee Relations Framework for negotiations with trade unions and work councils including strategy and
proposals to drive improved employee relations practice within the organization based on trust, mutual respect, strong performance
management and accountability in support of the goals of the organization. Ensured sufficient protection against retaliation was
provided for employees who reported misconduct.
Led the operational aspects of the attraction, selection, and onboarding process in collaboration with key stakeholders. Built and
nurtured relationships with a view to developing a pipeline of talent. Collaborated with other HR functions in an effort to develop the
internal talent acquisition processes and ensure that career opportunities are widely communicated and recognized across the
organization and region. In coordination with other HR functions, advised senior management on continuous improvement of
recruitment operations. Actively developed and handled candidate sources to build up a viable talent database. Ensured that the
talent acquisition communication channels (websites, social media) were regularly refreshed, updated, and maintained.
Collaborated actively with peers from other organizations to share best practices, tools, and processes. Managed the Talent
Acquisition budget including external specialized support, and talent acquisition tools.
Ensured that Diversity & Inclusion targets and Key Performance Indicators were embedded in the recruitment objectives and
adequately monitored, thereby strengthening the organization's ability to attract and select diverse talent. Established, monitored,
and reported on Key Performance Indicators relevant to recruiting. Contributed to broader HR policy development from a talent
acquisition perspective.
Responsible for change management consulting and expertise to an international, cross-functional team of senior leaders, acting as
a catalyst for organizational development knowledge and practices.
Designed, developed, and delivered programs to drive key strategic organizational initiatives including leadership development and
career frameworks. Contributed to the ongoing support of the Talent Management and OD operational responsibilities including
orientation, onboarding, leadership training, vendor management, and talent management processes. Partnered with the business
in the design, deployment, and management of talent management practices that served to identify, develop, and deploy talent
across the organization. Key practices included quarterly talent reviews, engagement action planning and assessment, onboarding
new hires, and career mobility.
Responsible for leading the delivery of Global Leadership Development programs such as the Executive Leadership Series and the
Senior Leadership Series to create a stronger global mindset and global orientation at the SVP/VP and Sr. Director levels.
Assimilated 2 acquired organizations into the culture, business, and performance processes. Designed and developed a cross
organization mentorship program to help build trust, identify cultural and process barriers to integration, and create an informal
communication network for knowledge and expertise transfer.
Led HR Restructuring Project for EMEA including creation of an EMEA HR Service Center in Bern and transition to Workday as an HRIS solution.

Change Management, Human Capital Management (HCM), Personalinformationssystem, Talentmanagement

4/2012 – 4/2014

Negotiation of global and regional framework agreements with recruitment services and training suppliers.
Planning and execution of professional services initiatives to drive efficiency and enhance processes, aiming in cost reduction, risk mitigation and compliance adherence.
Design and development of a global sourcing strategy in recruitment and training.
Senior Project Manager in the Global Recruitment Transformation and Global Learning Transformation projects.
Senior Project Manager in the implementation and roll-out of Beeline as a contingent workforce solution.
Partnering with specialist teams such as Talent Acquisition, Recruiting Operations, Talent Development.

Change Management, Outsourcing, Recruiting, Supplier Relationship Management (SRM), Training - Coaching-Kompetenzen, Workforce management (WFM)

9/2009 – 1/2012

Design and implementation of highly effective induction and training programs as well as coordination of learning and development activities.
Collaboration with business leaders and managers to identify training needs and trends within LIDL.
Design and implementation of in-house and with expert third parties, training solutions consisting of a blended approach of coaching, classroom training, 1-2-1 sessions, action learning & e-learning.
Delivery of training solutions and training sessions to delegates, mostly at management level.
Management and supervision of the development of training team (3 direct reports and 10 store managers).
Management of training budget as well as funding of training programs through the Human Resource Development Authority of Cyprus (HRDAC)
Responsible for the organization and management of the HR department including leading a team of three HR Specialists.
Design and implementation of effective personnel procedures and policies and monitoring of KPIs relating to costs, overtime hours, fluctuations and sickness.
Design and implementing of the Talent Acquisition Strategy with supervisory responsibility for drafting of job descriptions and advertisements, screening candidates and conducting interviews, as well as negotiating and collaborating with recruitment agencies / headhunters and identifying recruitment channels (direct search, social media, professional network, recruitment portals).
Strategic HR advisor to executive management in handling of employee issues, performance management and conflict resolution, at all times complying with employment legislation.
Supervision of monthly payroll process, bonus structure and employee benefits in collaboration with external payroll provider.

Human Capital Management (HCM), Personalberatung - Personalentwicklung, Projektmanagement - Personalmanagement

1/2002 – 7/2008

Recruited to build and direct HR Department and HR functions. Championed HR vision while forging sustainable HR infrastructure, systems, processes, and practices. Led a team of 3 HR Generalists. Talent Acquisition: Designed full-cycle recruitment process from developing job descriptions through to interviewing and selecting candidates as well as negotiating and collaborating with recruitment agencies/head hunters and identifying recruitment channels(direct search, professional network, recruitment portals). Organizational Culture: Successfully embedded a culture of inclusion, open communication and honesty and developed underpinning HR policies and procedures accordingly. Introduced highly effective induction and training programs and coordinated learning and development activities. Compensation and Benefits: Provided management with reports/data, analysis and executive summaries to assist in making compensation decisions. Provided professional consultation and guidance to management on market data and trends. Oversaw annual competitive market analyses and salary structure development/adjustments in the medical devices industry. HR Operations: Formulated and implemented policies and procedures, including Medicum’s Code of Conduct and ensured that they were communicated across the entire organization. Performance Management: Drove employee development through an eective Performance Management Process; partnered with employees and leaders to ensure regular and constructive feedback.

Arbeitsplatzbewertung, Human Capital Management (HCM), Karrieremanagement, Lohn- / Gehaltspolitik, Personalberatung - Personalentwicklung, Personalbetreuung, Personalführung

9/1999 – 12/2001

Talent Acquisition: Provided ad-hoc recruitment support to the Recruitment Manager during busy periods. Assisted with the global intern recruitment process including applicant tracking, scheduling/screening interviews, correspondences to candidates. HR Administration: Acted as first line responder for employee queries and requests. Provided PA Support to the Chief HR Oicer. Responsible for employee on-boarding and the new joiner Buddy system. Maintained and reported on employee absence including monthly annual leave balance reports as well as a compliant file audit and filing system for employee paper records. Provided administrative support and assistance in the organization and execution of Corporate and Global HR and L&D initiatives, programs and projects. Collated data and prepared reports for HR and L&D information. Compensation and Benefits: Provided support to the Payroll, Benefits and Compensation Manager .

Human Capital Management (HCM), Recruiting