Berlin, Germany
Leading a team of 6 people, I am currently responsible for all people processes in the employee lifecycle from onboarding to off boarding in alignment with local labor laws of the countries Germany, Austria, Switzerland, Turkey, UAE, Israel and South Africa.
- Develop internal and external policies on leave management, performance management, investigations and claims, and terminations - Develop internal processes documents to ensure internal procedures for terminations, leave management, unemployment benefits, workers compensation, grievances and investigations are compliant with local legislation. - Work closely with our product and engineering teams to develop a best-in-class HR Services offering, that leans heavily on technology to ease the administrative burden of HR compliance - Partner with our legal counsel and compliance team to ensure that all statutory benefits are accurate and system configurations meet local HRIS requirements. - Develop programs,processes and help center articles with our sales, implementation, support, and client services teams to meet our commitments to our customers. - Train and coach Rippling HR Advisors on all country specific elements to ensure compliance and legislative understanding on all HR matters. - Establish processes to both professionalize our offering and optimize our efficiency around these offerings. - Back up countries for EOR services abroad in need
- Have full ownership over the People and Culture processes end-to-end for APAC & MENA Teams - Act as a thought partner and mentor to the department heads and C-levels to improve people-related issues including engagement, productivity, learning and development, hiring, retention, recognition, communication, and more; - Manage Business Partners and recruitment teams to provide effective guidance and assistance to the department; - Inspire, coach and lead; track your team’s overall OKR progress, set KPIs with team members, have monthly one-to-one meetings with each one of them and provide ongoing constructive feedback and support for their development; - Play an active role in finalizing OKRs and monthly KPIs for the department you are responsible for, and track progress with our CEO Executive Office and encourage engagement around measurable objectives; - Build People and Culture strategies and bring them to execution - Work closely with all Center of Excellence functions (People Operations, Recruitment, Learning & Development, HR Analytics, Internal Communication, and Employer Branding) to cultivate candidate and Insider experience; - Conduct 30-60-90th days interviews with newcomers, assess Insider’s engagement on a proactive, ongoing basis; analyze our NPS results, identify and work to address disengagement issues early; - Be a strategic consultant by offering valuable insights to recruitment teams, Source, engage and nurture relationships with culture-fit top talents to empower Insider team; - Actively contribute to the employer branding activities to share oInsider’s potential team members.
- Develop and implement organization-wide strategies and initiatives to improve employee engagement, performance, and overall organizational effectiveness. - Conduct comprehensive organizational assessments to identify areas for improvement and develop action plans to address these issues. - Design and facilitate workshops, training programs, and team-building activities that promote employee development and collaboration. - Organizing Engagement surveys to measure employee satisfaction and morale and reviewing and analyzing survey results and helping management create action plans based on their findings. - Collaborate with HR and senior leadership to develop and implement talent management and succession planning strategies. - Assess and recommend changes to organizational structure, policies, and procedures to drive efficiency and effectiveness. - Lead change management initiatives, including communication plans, to ensure smooth implementation of organizational changes. - Analyze and evaluate training and development programs to measure their impact and effectiveness. - Provide coaching and guidance to managers and employees on organizational development matters, including performance management and career development. - Stay up-to-date with industry trends and best practices in organizational development and implement relevant strategies and interventions. - Collaborate with external consultants and vendors as needed to support organizational development initiatives.
- Create and implement programs at work that connect employees with business goals & development plans. - Taking part in strategic HR process planning in terms of Talent Review, Succession, New Digitalization Projects to take place and training strategies & development programs. - Design & implement digital training tools and specific academy programs according to company’s vision, employee needs and latest trends & innovations. - Being a project member in global projects in design of Organizational Development Tools and their global implementation. - Identify and evaluate business initiatives to ascertain appropriate programs that meet company goals. - Develop methods for data file formatting, data analysis methodologies, and management reporting. - Create effective strategic planning methods. - Identify data collection tools, data sources, benchmarks, and performance targets. - Implement organizational effectiveness interventions. - Create competency models. - Develop team-building exercises and workshops. - Help employees create project timelines and deadlines. - Implement major changes in all aspects of operation. - Talk with management to identify specific work situations requiring employees to better understand changes in policies, procedures, regulations, and technologies. - Develop methods of measuring if performance management aligns with organizational goals. - Diagnose potential organizational problem areas. - Recommend training and development systems. - Create definitions of desired individual or group performance.
• Carrying out all Search & Selection processes in different departments and positions in Turkey. • Providing monthly reports about recent recruitment, turnover and transfers in the company. • Carrying out all internship processes for university and high school interns, including the preparation of compensation of interns. • Being responsible for orientation of new employees, one – one meetings through their adaptation processes. • Participating and carrying out all new HR projects and systems when necessary.