Enterprise Human Resources Manager
Peppers & Rogers Group
Total years of experience :7 years, 0 Months
-Manages staffing of all EMEA projects by filling open positions for all resource channels
-Leads the planning and the coordination of the upcoming and ongoing projects
-Manages partnerships with business leaders to deliver workforce and talent acquisition plans
-Supports the recruitment and hiring strategy for the EMEA region
-Strategic planning for future opportunities in the pipeline
-Manages the deployment of consultants focusing on bench management, utilization, profitability,
practitioner skill match and development, and client satisfaction
-Provides utilization actual and forecast analysis, weekly pipeline reports and proposal tracker to
management team
-Participates in the talent committee meetings to conduct performance appraisal of the consultants
-Leads the overall purchase order process for all subcontractors
-Manages the integration of the new processes and tools, and runs the gap analysis to identify optimized solutions and establish new processes when required
-Provides operational support to improve all ongoing processes
-Leads the process for periodic update of HR policies
- Supports CEE AMS projects by filling open seats for all resource channels and executing supporting administrative needs
- Acts as single point of responsibility for supporting staffing of roles
- Works with projects and supply channels to make sure seats are properly tagged, filled and closed
- Keeps staffing plans up to date
- Ensures open seats comply with interlock requirements
- Ensures assignments are booked for supported engagements
- Supports project onboarding and offboarding
- Manages staffing escalations for projects supported
- Works with project teams, fulfills administrative deployment processes
- Communicates with manager’s organization regarding assignment opportunities
- Be proficient with and regularly use the various GBS and systems and tools
- Maintains satisfactory controls posture, identify and implement corrective actions, maintain zero tolerance for violations of IBM business conduct guidelines and processes and procedures and drive successful outcomes of internal audits
- Staffing and Deployment
- Works with Practice Leaders, line management, and PMs to ensure proper and optimum deployment of resources including the use of subcontractors and global resources where appropriate.
- Supports PMs for the subcontractor process
- Manages the tactical staffing of practitioners focusing on bench management, utilization, profitability, practitioner skill match and development, and client satisfaction.
- Embraces, collaborates, and coordinates sharing of practitioners across practice areas and countries.
- Monitors availability of key skills, skill gaps, and kill shortages and surpluses; work with business leaders to ensure proper balance of skills and pipeline; provides input for recruiting and hiring including the cancelling of requisitions which are no longer needed.
- Understands individual practitioner’s skill sets, geographic area, and key development goals; proactively staff new hires. Assists in enhancing skills and reducing attrition by deploying practitioners to engagements that support their professional development goals.
- Manages daily open seats to ensure minimum loss of revenue; aged openseat target
- Be proficient with and regularly use the various GBS and systems and tools
- Be knowledgeable and current on who is on the bench, watch list, missing claim, etc., in order to help drive business results and achievement of internal organization targets.
- Performs weekly deep dive on actual utilization results for practice staff-ensuring there are no code or hours issues, or working to resolve any that are identified.
- Provides accurate reporting and analysis to drive improved performance and delivery efficiency
- Posts/Closes positions in recruitment tools (Kariyer.Net)
- CV screening/filtering/selection
- Manages CV database (preparation and update)
- Selects appropriate candidates for open positions
- Assists recruitment processes
- Assists hiring managers on opening the requisitions, attaching new employees to the open positions
- Prepares and updates of HC data
- Coordinates internship applications
- Prepares offer letters and contracts of interns.
- Prepares new interns' and leavers’ payroll data.
- Manages all intern payroll data to within HR systems and databases
- Maintains payroll process with the vendor company
- Manages whole responsibility of summer and long-term interns (including the Koza Project of YASED which is a social responsibility project about providing internship opportunities to the student from GAP region)
- Establishes Donald Kirkpatrick’s 4 Level-Training Evaluation System
- Conducts Training Needs Analysis
- Develops training process
- CV Filtering
- The internship project (Training Evaluation System) added to the HR regulations of MIKES
- Plans and coordinates of the Individual Trainings
- Evaluates and selects interns
- Assists the Corporate Trainings :
* Leadership and Teamwork Training
* Leader Executives Training to Undersecretariat of Defense Industry
* Presentation Skills Training to Competition Authority
- Analyzes before and after training evaluation form