Sinisa Tornjanski

HR Administration, Payroll and Compensation & Benefit Supervisor
Compensation and benefit: Establish and manage HR Administration team of 6 employees in start-up of Greenfield project; Design and implement the organization’s Compensation and Benefit programs and activities so that they meet the organization’s objectives with regards to internal equity and external market competitiveness such as: Job evaluation, Performance Appraisal (including Competency model, Cascading Business Goals and KPI’s) and Benefit Administration; Analyze and evaluate external market data as well as internal data about the organization’s current employee population and future human resource needs in order to develop salary budgets and forecasts that are consistent with the organization’s reward strategy; Build strong working relationships with line managers to understand business objectives and employee core competencies;

HR Administration: Develop local core HR policies and procedures along with job descriptions, job profiles; Select and manage ongoing relationships with external consultants and suppliers (HRIS providers) to ensure the organization receives satisfactory standards of service; Manage implementation and development of HRIS; Create HR metric reports on weekly basis monitoring and reporting HR related KPIs; Advice and train managers to help ensure that all employer-employee relationships in the organization are conducted in a way that complies with relevant collective agreements, individual employment contracts, regulations, laws, and the organization’s employment policies and standards. Analyze and interpret bargaining trends and issues, as well as employment standards, regulations, and laws in order to understand how these impact the organization and adapt employee relations practices as appropriate. Represent management in negotiations and dispute resolution procedures with employees, unions, employer bodies, government agencies, labor relations authorities, and other relevant agencies so that the organization’s interests are protected. Accountable for reducing employee absenteeism and abuse of employee leave policy;

 Implemented HRIS including self-service system and Time Management IS that reduced time spent managing employee data by 40% and freed time for HR to focus on strategic initiatives
 Slashed monthly payroll costs by 30% by insourcing payroll process, while ensuring the continuation and enhancements of services
 Developed and implemented tailor made productivity monitoring system and developed bonus system for blue collar employees that lead to productivity increase by 7-19% depending on line. This system became foundation for internal selection process and also for production training plans
 Reduced absenteeism by 40% by opening ambulance in employers premises (Doctor on site) and developing „Absenteeism abuse monitoring system“
 Reduced employee transport costs 60% by hiring Transportation company (negotiating pricing and fees), introducing 7 regular lines in Smederevo municipality

Compensation & Benefit Manager (acting HR Manager)
Direct the planning, administration, implementation and maintenance of Job Evaluation, Performance Appraisal, Competency Appraisal and Wage and Salary Management Programs for the organization. Introduce and manage participation in salary surveys and recommends changes to ensure the maintenance of the organization's compensation objectives and competitive position in the marketplace; Responsible for budgeting salaries, forecasting, modeling, reporting, expense tracking and control, ad hoc project analysis, and providing regular analysis to management; Design and implement internship and special programs for young talents as well as cooperation with student organizations and universities; Lead downsizing project;
 Led „Solomon personnel benchmark study“ (benchmark between 90% of world refineries) and developed personnel optimization plan which resulted in decreasing of Pancevo and Novi Sad refineries HC from 2100 to 800
 Reduced HR department HC by 30%, by developing automatization of payroll process in SAP informational system
 Made significant impact on white collar turnover rate, decreasing it for 25% by conducting Mercer salary benchmark survey and by creating external market competitiveness
 Implemented talent acquisition program „Young talents“ for hiring best students from Serbian universities, resulting in hiring of 24 technical profession graduates out of which 14 were promoted in first year and 10 o f them were identified as talents for future leadership roles
 Managed multiskilled worker program „Operator 2013“ for optimizing production processes resulting in canceling of 24 positions in 4 plants and reducing headcount by 96

Human Resources Manager
Establish HR function in the company start up; Direct a variety of human resource-related programs to ensure that the organization’s current and future HR requirements are met such as: Recruitment; Training and development, Compensation, Performance Appraisal, Organizational Development, Health and Safety, Personnel Administration, Payroll, Industrial Relations; Liaise with functional area managers to develop and implement HR strategies that are appropriate for their business needs, but consistent with the organization’s overall HR strategy; Participates actively in the company’s committees for projects and process steering and business strategy development; Evaluate the organization’s future workforce needs in order to recommend changes to the organization’s HR strategy and adapt existing current human resource programs to meet these needs;

 Developed full life cycle recruitment strategy resulting in more than 30.000 € cost avoidance
 Organized and coordinated in average 600 training hours monthly

Establish HR function in the company start up and develop and implement various HR policies and operating Procedures; Implement the organization’s Recruitment strategy, Development strategy and Retention strategy, to achieve its current and future business objectives; Develop and conduct international project in OBI GmbH & Co CEE (Southeast Europe) that included development and implementation of structured Career Path and Succession Planning System; Liaise with functional or operational area managers, employees, and their representatives to investigate and resolve employee grievances and develop strategies to prevent their recurrence in order to maintain a productive and harmonious workplace;

 Monitored and led testing, assessments and interviews for around 1200 employees in Succession Planning project in Slovenia and Croatia OBI stores, resulting in talent pool of 30 key leadership position saving up to 25.000 € recruitment costs and increasing satisfactory index (within annual employee engagement survey) for 35%
 Organized remote teams and conducted recruiting, training and on boarding process for 54 employees in new OBI store in Croatia

Ensure that HR records management, processing and other administrative activities are completed on time and within established budgets; Act as HR Department project leader in HRIS implementation; Maintain employee records in HRIS so that information is accurate and secure; Responsible for preparing and securing appropriate documentation archiving (contracts, requests, resolutions) in line with legal regulations and internal company standards; Continuous monitoring of changes within labor law regulations and if required, initiation of changes and adjustments of internal company documents; Analyze data and prepare regular and Ad Hoc reports for management including HR Scorecard report (HR KPI’s) and reporting on discrepancies in relation to the budget; Coordinate processes and activities regarding employee exchange program interfacing with public institutions like Police, Embassies, Ministry of work, etc; Develop and conduct non-cash benefit systems for employees; Develop and introduce Open Door Policy;