Mariateresa Borza

To define the global HR strategy and align it to the Business strategy. To guarantee efficacy and efficiency of the HR processes across countries. To finalize and oversee the employee journey from recruitment to on boarding and performance appraisals, compensation, disciplinary action, and learning and development.

Responsibilities

Planning and budgeting:

• Collects Strategic Business priorities and transpose them into the HR strategic Plan (HRSP).
• Proposes the corresponding budget and submits to the CFO for approval.

Hiring

• Monitors the brand positioning and reputation, implement attraction initiatives (social and offline) in collaboration with MKTG;
• Guarantees the Hiring and Selection process - from the need analysis to the onboarding process – meets the standards defined by the HRSP

Talent development

• Defines and maintains the Performance Management System in agreement with the stakeholders and guarantees the enrollment of the appraisal process
• Promotes the cultural change and monitors people’s alignment with Company Core Values. Defines and implements projects and actions to support them.
• Defines career paths system and implements the consequent development tools and processes.

Compensation

• Defines the Compensation policies and guarantees the internal equity. (salary and compensation benchmark, equity curves, define the reward mix and retaining procedures)

• Defines and applies special rewarding processes to satisfy business needs (referral program, sales opportunities program) and minimize the turnover indicator.

Training

• Defines the Training Plan, according to the outcomes of the need analysis and the Company strategies.
• Builds the training catalogue and resources, manages the enrollment of the training process and the providers
• Supports the line managers to implement internal courses (instructional designing)
• Monitors and improves the training process key indicators (ROI, quality of the process...)

Internal Communication

• Analyses Communication gaps within the Company and implements correct communication frames: newsletters, workplace announcements, meetings, etc.
• Monitors the employee satisfaction index and foster the application of Companywide solutions and teams local solutions

Disputing and resolution management

• Applies discipline and ethic code (according to local laws and internal policies)
• Facilitates the expression of conflicts and provide interventions in Conflict management

Policy and Procedures

• Defines and updates HR policies and procedures according to business needs

Knowledge and Skills:

• General Economics for HR
• Planning and budgeting techniques
• Organization, Process design, Company book
• Social Recruiting, Selection tools and techniques
• Job Systems and Talent development
• Change management elements
• Compensation and Total Reward Systems
• Instructional Design methodologies
• Coaching techniques
• Local Labour Laws and contracts
• Conflict management
• Vendor Markets

Competencies

• Communication and Influence
• Active Listening
• Negotiation
• Planning and Organization
• Problem solving (analysis, helicopter view)
• Change management
• Goal Orientation
• Stress resilience

• Improved employee retention by implementing effective onboarding and training programs.
• Streamlined HR processes for increased efficiency and reduced administrative workload.
• Enhanced workplace culture by promoting diversity, inclusion, and open communication initiatives.
• Reduced employee turnover with proactive conflict resolution and performance management strategies.
• Development and implementation of recruiting and hiring strategies
• Hard and Soft skills assessment through ad hoc assessments and motivational interviews.
• Job Manual: definition and implementation of Job Descriptions
• Skills
  - People Knowledge
  - Policies and Procedures
  - Employment contracts
  - Employer Branding

• Enhanced employee satisfaction by assisting with the implementation of new HR policies and procedures.
• Streamlined recruitment processes for increased efficiency in talent acquisition efforts.
• Supported HR team with the creation of comprehensive onboarding materials, improving employee retention rates.
• Assisted in developing engaging training programs to enhance employee skill sets and productivity levels.

• Organizing university open days events
• Presenting the university courses available
• Orienting young students, helping them choose the right university path