كاتارينا Popovits

MetLife is a global provider of insurance, annuities and employee benefit programs serving 90 million customers in over 60 countries.

• Acting as a partner to the Gulf Operations business of 300 employees during a transition period by aligning HR strategy and practices with the business strategy
• Advising and supporting business leaders in following areas: manpower planning and outsourcing, performance management, employee relations, training and development, succession planning, talent management, organizational restructuring
• Change driver and enabler by rolling out new HR initiatives and processes with regards to above areas
• Focusing on the development needs of managers and employees and upgrading their competencies and skills
• Acting in cross-functional projects such as Customer Centricity Programmes
• Member of the MetLife Gulf Corporate Social Responsibility (CSR) Committee

HR Consultant / Specialist (Seconded on client’s site for an eight months project)
• Consulting the client from Engineering/Operations Industry with regards to improvement in different HR areas such as Recruitment, Restructuring, Training and Development, and Administration Services
• Supervising, coaching and developing a HR & Admin team in above mentioned areas

• Providing HR support, guidance and expert advice to employees and managers in following areas:

• Talent Acquisition / Staff Mobilization: recruited and on-boarded new staff
• Delegation Consultancy: cooperated with Delegation Centers and Business Units worldwide: consulted on immigration and delegation procedures, assisted entire delegation process
• Implemented and standardized daily operational HR processes and practices
• Regularly updated different HR / Visa Policies and Guidelines ensuring compliance in daily
operations
• Implemented different HR Tools and continuous customization according to staff requirements
• Trained managers and employees on HR Policies and Tools
• Evaluated regularly conducted Employee Satisfaction Survey: presented results to the
Management Board and implemented action plans
• Improved manager-employee relations and working conditions through increasing awareness of
policies, compliance and work life balance

• Competence Management: Generated consistent Job Profiles according to qualitative and quantitative Personnel Planning Process, ensured consistency of position evaluations and transparency of information
• Talent Management: Collected and analyzed key information towards the development of the Senior Management Talent Pipeline
• Leadership Development: Qualitative analysis of key employee feedback on management culture

• Maintained a KPI report for recruitment processes
• Co-operated with an external Resourcing Partner regarding vacancies
• Issued and amended employment contracts
• Updated and maintained data quality of staff records
• Provided expert advice along with in-house lawyer concerning labour and tax law
• Responsible for correct reimbursement of candidate expenses
• Generated employee references

• Recruited candidates for different key positions in several Industries at Siemens
• Acted as interface between customer (Business Units or HR departments) and candidates
• Sourced candidates in internal and external databases

Assisted design and implementation of globally consistent HR practices and processes:

• Compensation & Benefits: Supported the development of the International Job Catalogue according to the HAY methodology; reviewed Global Comp&Ben Terms etc.
• HR Strategy und People Processes: Analyzed the distribution of Performance Evaluation of managers on basis of the Siemens Leadership Framework
• International Law: Acted as helpdesk for the implemented Equal Treatment Act

Project work and workshops with Line Managers and an external Senior Consultant on: Competence Management, improving and strengthen Leadership and Performance Culture within a change process in the company