Serbia
I help organizations transform their HR function into a strategic, data-driven, and business-aligned capability. With 10+ years of experience in complex corporate environments, including leadership roles at Continental AG, I specialize in HR transformation, compensation strategy, and end-to-end HR operating model design. I have led HR Operations for 3,000+ employees, managed cross-functional teams, and delivered large-scale HRIS and process transformation programs. Today, as an HR consultant, I partner with organizations that want to: • Design and optimize their HR Operating Model • Implement or restructure Shared Services / Global People Services • Build sustainable compensation and rewards frameworks • Lead HRIS implementations (SAP HCM and service delivery/ticketing systems) • Standardize and govern end-to-end Hire-to-Retire processes • Improve efficiency through Agile and Lean methodologies My approach combines strategic clarity with operational depth. I connect governance, systems, compensation architecture, and process excellence into one coherent HR ecosystem that drives measurable business impact. Core expertise: ✔ HR Transformation & Change Leadership ✔ Compensation & Market Benchmarking (Mercer, Korn Ferry, PwC, Towers Watson) ✔ HRIS Program Leadership (SAP HCM, Service Delivery Models) ✔ HR Governance & Policy Architecture ✔ Agile HR (ProKanban Certified) ✔ Data-driven decision making & reporting automation I work best with leadership teams who want HR to move from administrative support to true strategic partnership. If you are redesigning your HR function, implementing new systems, or building a scalable people framework — let’s connect.
• Coordinating and stabilizing the full HR operations backbone, ensuring that people administration, documentation, and employee lifecycle processes are accurate, controlled, and ready for scale. • Directing the end-to-end HR administration flow, seamlessly managing contracts, annexes, employee records, status changes, and all onboarding and offboarding documentation. • Leading HR transformation initiatives to replace informal practices with disciplined controls, establishing a single "source of truth" for employee master data, position data, and compensation elements. • Aligning closely with Finance to manage payroll inputs, headcount tracking, and people costs, ensuring all workforce definitions are accurate, traceable, and legally compliant. • Designing and executing standardized job offer and employment documentation processes, ensuring all employee changes are directly tied to approved roles, grades, and internal approval logic. • Building and maintaining automated core HR dashboards and reporting logic for key people indicators, including headcount, attrition, absences, open roles, and time-to-hire. • Developing and supporting the implementation of performance governance basics, providing structured managerial guidance for employee discipline, check-in routines, and case handling processes. • Acting as the key operational anchor for managers, significantly reducing fragmentation and parallel spreadsheets by introducing stronger process discipline and cleaner system logic across HR operations. • Ensuring that organizational decisions are actively translated into practical routines, ownership, and execution without dependency on informal intentions or unnecessary improvisation.
• Conduct market research for initiatives such as VRH POSLODAVAC in partnership with Infostud 3 d.o.o., Serbia’s largest job portal. • Spearheaded agile transformation consultancy projects, utilizing frameworks such as Kanban to help organizations adopt innovative practices, streamline workflows, and foster a culture of continuous improvement in partnership with Growit Agile d.o.o. • Led HR Operations consultancy, focusing on process optimization, policy development, and effective resource management. • Led compensation consulting projects including pay structure design and market positioning for multiple clients. • Conducted competitive benchmarking using Mercer and local survey providers. • Delivered insights and recommendations on compensation strategy to senior stakeholders. • Designed compensation programs leveraging Agile and Kanban frameworks for continuous improvement. • Supported clients in defining and optimizing bonus and benefits frameworks. • Lead end-to-end HRIS and ticketing system implementations for clients, including requirements definition, process design, vendor coordination, system configuration support, testing, go-live preparation, and post-implementation optimization.
• Coordinated HR Operations across three locations: (ContiTech Fluid Serbia d.o.o Automotive Industry, Continental Automotive d.o.o. R&D Automotive IT Applications Development Centre & Kolubara Univerzal Traditional Industry). • Managing team of 11 employees that covers following processes for more than 3000 employees – organizational management, employee data administration, time and attendance, pay roll calculation and reporting. • Leading HR Transformation projects and forming Global People Services replication in Serbia. • Designing and execution of HR strategy over combination of agile + lean methodologies. • Deploying process and system standardization on country level. • Development of initial reward strategy – compensation, benefits development and culture and adjustment to local market. • Development of position evaluations and base salary structure using Hay Grading System & Mercer IPE. • Development of base pay policy for target groups – management, salaried and blue-collar employees. • Conducting market research with all local providers – Korn Ferry Hay Group, Mercer, PwC PayWell, Towers Watson. • Implementation of Continental Idea Management System and Rewards Program. • Implementing bonus policy for all target groups. • Implementing benefits policy – private health insurance. • Development of local car policy. • Conduction Risk Retention Analysis and preparing local retention program per employee. • Development of retention bonus system. • Exit Interviews management. • Serving as program manager for following projects: SAP HCM (OM, PA, TM & PY) implementation. • Cloud4Customer Implementation for GPS Ticketing system. • Lean HR OPS Reporting (reporting automatization based on Power BI and SAP Reporting).
• Coordinated HR Operations across three locations: (ContiTech Fluid Serbia d.o.o Automotive Industry, Continental Automotive d.o.o. R&D Automotive IT Applications Development Centre & Kolubara Univerzal Traditional Industry). • Managing team of 5 employees that covers following processes for more than 1500 employees – organizational management, employee data administration, time and attendance, pay roll calculation and reporting. • Designing and execution of HR strategy over combination of agile + lean methodologies. • Deploying process and system standardization on country level • Development of initial reward strategy – compensation, benefits development and culture and adjustment to local market. • Development of position evaluations and base salary structure using Hay Grading System & Mercer IPE. • Development of base pay policy for target groups – management, salaried and blue-collar employees. • Conducting market research with all local providers – Korn Ferry Hay Group, Mercer, PwC PayWell, Towers Watson. • Implementation of Continental Idea Management System and Rewards Program. • Implementing bonus policy for all target groups. • Implementing benefits policy – private health insurance. • Development of local car policy. • Conduction Risk Retention Analysis and preparing local retention program per employee. • Development of retention bonus system. • Exit Interviews management. • Serving as program manager for following projects: SAP HCM (OM, PA, TM & PY) implementation. • Cloud4Customer Implementation for GPS Ticketing system. • Lean HR OPS Reporting (reporting automatization based on Power BI and SAP Reporting).
• Directed the comprehensive onboarding process, ensuring accurate preparation of employment contracts and seamless social security registrations for new hires. • Created and enforced critical policies and procedures, including workplace discipline guidelines and internal alert systems, to bolster organizational compliance and operational efficiency. • Conducted detailed workforce budgeting and produced in-depth monthly reports, driving informed decision-making and strategic resource allocation.