Katowice, Śląskie, Poland
A mix of HR and IT is always a good recipe for new and interesting challenges. I’m a psychologist and sociologist by passion for I have always been interested in people and their behaviour. I strongly believe that the best software is business focused and client centred. I’m fascinated by new trends and latest technologies but I take them with a grain of salt because not everything that’s new and catchy is worth implementing. During my professional career I had a chance to successfully manage a lot of projects, eg.: - aligning local HR processes with global standards: I was a PM responsible for aligning the processes and transferring data from SAP to Workday, - creating AI tool to reduce "time to send" and AI solution to prepare resumes in a given format, - implementing and managing SAP LSO: I was responsible for introducing a new system, collaboration with external SAP consultants and transferring knowledge within the organization, - creating and launching L&D programs for specialists and managers, - introducing a relocation program: I was a PM responsible for creating and launching the program for candidates from all over the world, - establishing collaboration with an external vendor to hire people outside the European Union on an employment contract basis.
Responsible for recruitment in the IT sector - managing 250+ active recruitment projects simultaneously Leading and mentoring team of 12 people (6 Recruitment Business Partners and 6 Recruitment Specialists) Delivering recruitment targets consistently in line with company growth objectives, supporting large-scale hiring needs Reviewing and implementing improvements in end-to-end recruitment processes - eg. increasing conversion rates, and reducing "time to hire" to enhance recruitment efficiency Preparing recruitment processes and policies; updating procedures in accordance to changes in labour law; ensuring adherence to policies, ethics, and legal regulations Leading and supporting the delivery of annual processes, eg, performance review processes, and salary reviews Undertaking reviews of organizational structures, role responsibilities, and performance metrics to maximise efficiency and value Managing and optimizing remuneration and bonus frameworks to support performance and retention Implementing KPI's and recruitment data tracking and preparing data-driven recruitment peformance reports Close collaboration with the Board and Business Directors on the recruitment strategy, Diversity and Inclusion topics, implementing recruitment plans aligned with business forecasts and organizational goals, improving processes between recruitment and other teams like Payroll, Competence Center, Technical team Sales enablement&business support - partnering with the sales departament by providing recruitment market insights, candidate pipeline data, and operational support for RFPs and client proposals Employer branding initiatives - strengthening the employer brand through recruitment campaigns, and industry events Introducing new ATS (e-Recruiter) to track and manage recruitment data, and Karat platform to conduct technical verifications Preparing and conducting a series of recruitment training for recruitment and sales team
Leading a remote team of talent acquisition specialists (8 FTE): mentoring, motivating, and supporting my team to succeed in reaching their professional goals, Designing and executing talent acquisition strategies for highly demanding roles to hire excellent, diverse talent all over the world, Leading and infusing operational excellence and efficiency in pipeline gathering processes and managing projects in the following areas: learning&development, employer branding, collaboration with job boards and recruitment agencies, hiring foreigners, Analyzing the effectiveness of efforts through data analysis and reporting including recruitment funnel, salary expectations, quality of hire, market trends, and taking action to positively impact the metrics, Partnering with Hiring Managers at the mid-level, senior-level, and C-level to create high-quality talent pools and provide great candidate experience.
Leading a remote team of recruitment specialists (3 FTE): mentoring, motivating, and supporting my team to succeed in reaching their professional goals, Organizing and prioritizing tasks and projects, monitoring results and quality of work to deliver an excellent experience to candidates and hiring managers, Team development - both on a daily basis and with a career path in mind, Developing and implementing effective short and long-term sourcing and recruitment strategies, Headcount planning - discussing recruitment needs and proactively advising hiring managers, Managing end-to-end recruitment processes for different IT positions and business roles (including executive positions), Sourcing potential candidates through various tools and channels including but not limited to - networking, headhunting and building complex internet search strings, Collaboration with recruitment agencies and external sourcers, Performing HR internal data analysis and provide any required HR data, Supporting standard processes: Salary Review, Exit Interviews.
Managing end-to-end recruitment processes for different IT positions (developers, QA, designers, DevOps, tech leads, managers) and backoffice roles (sales, security, finance, consulting, operations, marketing, hr, managers), Collaborating with key stakeholders to understand their talent acquisition needs, Sourcing potential candidates through various tools and channels including but not limited to - networking, headhunting and building complex internet search strings, Developing and implementing effective short and long-term sourcing and recruitment strategies, Performing HR internal data analysis and provide any required HR data, Taking part in creating a real-time recruitment dashboard with key recruitment metrics, Evaluating the data and prepare recommendations to improve processes (eg. a process of collaboration with recruitment agencies) and develop solutions, Performing market analysis, recognize business trends, labour market conditions, main competitors, key sectors and their impact on the organisation, Taking part in headcount planning and supporting Hiring Managers in forecasting, planning and delivering their talent pipeline in line with the function and business strategy, Taking care of candidate experience, Buddying/mentoring other members of the team, Taking part in Employer Branding activities (conferences, tech meetups, etc.), Collaboration with recruitment agencies and external sourcers, Supporting standard processes: Salary Review, Exit Interviews.
Creating online learning tools (interactive knowledge pills, e-learning courses, games etc.), Project management in the new technologies area (e.g. launching LMS (SAP LSO, ILC); VR and AR projects), SAP HR internal consultant - training and support for SAP administrators; managing database, Collaboration with external IT vendors, signing new contracts, Recruitment for a trainee program („Staż z Lwem”) – e.g. job interviews, AC, candidate documentation, PES, Creating and launching a referral program, Employer branding, Onboarding, Assessing training needs and creating training plan along with budget allocation, Organising classroom training and webinars, Support in projects as an expert in User Experience Design, Information architecture design and intranet management in the L&D area, Moderation and content creation for intranet communities.