Istanbul, Türkiye
Responsible of compensation, budget, organisation, job evaluation, payroll, documentation and union relations.
Responsible of banking network as an HR business partner • Acting as a Business Partner of Corporate, Commercial and Private Banking Network and 3 regions of Retail Banking Network which consist of aproximately 5000 people, in terms of career management, development, performance management, compensation and benefits, exit. • Developing workforce plans by understanding the demand and supply of both the quantity and capability of internal and external talent. Analyzing cost and performance to ensure optimal deployment of talent. • Providing consultation and coaching to leaders and employees to address employee relations policies and issues (e.g., disciplinary actions, performance plans, policy interpretation, severance, leave of absence, etc.) • Managing relationship with union regarding the employee issues • Developing and executing the initiatives to provide solutions for business needs and problems • Determining the technology /software needs of the department, providing insights for analyzing process and managing the implementation process
Responsible of sourcing, hiring, employee branding activities and HR related projects in the company • Reorganised recruitment department to support the growth strategy of the bank • Determining sourcing strategies by taking into account the priorities of the company • Developing recruitment programs and campaigns for the specific labour and competency needs • Defining appropriate tools for recruitment process, developing candidate selection criteria, assesment methods and selection teams • Auditing of recruitment requisitions to ensure that staffing plans are compliant with budget and taking appropriate actions • Management of vendors in recruitment in terms of contract, budget, quality, level of service and communication • Determining requirements of integrating new hires to the job and company; developing cultural, process, technology-based tools and materials for a better onboarding process • Coordination of surveys for employee engagement, onboarding process and corporate culture, and monitor the actions defined based on the results • Determining the technology /software needs of the recruitment and onboarding processes, providing insights for analyzing process, managing the implementation process • Management of employer branding project and coordination of related activities (facebook, linkedin, official hr web site, etc.)
I worked in EY as the leader of HR. Responsible of recruitment, performance management, training&development, talent management, employee branding, legal issues, budgeting, compensation and payroll. • Supporting country management and acting as country responsible for people related issues • Localising the global human resources processes, initiatives and projects by taking into account the culture and local business processes • Management of performance appraisal system in terms of guiding people, setting deadlines, monitoring compliance, checking quality and develop new initiatives to promote the system • Determine development needs of the people via different HR tools and develop new programmes for specific needs • Coordination of trainings in the departments based on global learning maps • Management of the Multisource Feedback (360 degree) process and act upon results • Coordination of recruitment process especially in the period of mass recruitment; development of new initiatives for resourcing • Coordination of Global People Survey process and monitor the actions defined based on the results • Management of compensation strategy of the firm, deliver analysis on compensation and benefit packages and conduct salary surveys • Manage budget process in terms of headcount, salaries and benefits and guide country management with analysis and future prospects • Dealing with payroll, social security and tax issues • Coordination of mobility cases in terms of cost, payroll, social security, accommodation and local legislation • Following and applying local legislation regarding workforce management
• Develop competency models which cover core, leadership and technical competencies by focus groups and interviews • Develop competency based performance management, recruitment and development systems; design the tools; manage the implementation • Design career management system which covers talent pools, title structures, career paths between different career levels and functions. • Design salary banding schemes (grading, broad-banding), different compensation mechanisms (competency based, market based) and bonus schemes. • Make job analysis and prepare job descriptions • Conduct employee satisfaction surveys and salary surveys; prepare reports • Lead projects by managing time, budget and people, plan change management activities