Süeda Alkan

•Manage the employer brand strategy as it relates to talent acquisition, monitoring effectiveness on an ongoing basis and implementing enhancements as the company evolves.
•Develop short and long term recruiting strategy to support business lines with a clear understanding of the business to drive the team toward execution of a successful recruiting strategy in order to meet business goals.
•Build regional talent acquisition infrastructure in terms of policies and procedures.
•Influence workforce planning to meet short and long term talent needs through demonstration of labor market expertise and knowledge of trends.
•Implement staffing solutions including:
-Development and management of relationships with staffing partners, social media/job boards and recruiting firms.
-Development of a suppliers panel with the support of the HR community and Purchasing teams.
-Identification and cultivation of partnerships with colleges/universities and professional organizations.
-Coordination with C&B to define appropriate salary ranges vs market while respecting internal equity
-Respect of employer branding rules.
•Create and maintain campus recruiting program including co-op/intern/apprentice program to support the organization’s talent acquisition and pipeline strategy.
•Lead effective talent selection initiatives by developing and implementing organizational programs and training for managers, HR Managers and Recruiters including but not limited to sourcing, evaluation and selection methodologies (based on Recruitment Toolkit).
•Develop programs and initiatives associated with recruiting/hiring a diverse workforce. Communicate on an ongoing basis with HR Network and business leaders regarding our diversity recruitment efforts and results.
•Manage talent acquisition staff including recruitment, development and retention to ensure talent acquisition goals are achieved. Forecast recruitment team resources (full time and contract personnel) to meet organizational goals.

•Core HR policies and processes like Talent & Succession Management (9 Box) , Performance Management, Compensation & Benefits, Learning, and Pulse Survey are my main responsibilities

•Follows up absenteeism, defines & deploys improvement plan

•Contributes to the deployment of the Strategy for the Entity
Health, Safety & Working conditions
Employee relations

• Responsible for local implementation of global HR processes, rules and monitoring
• The key contact person for internal customers (Operation, Sales, Finance dpt.) in assigned area
• Carrying out the recruitment processes
• Contributing to payroll process with the outsource company
• Within the scope of the annual training plan, timely planning and coordination of trainings, recording them and measuring their effectiveness
• Solves strategic HR topics like planning, performance management, fluctuation and proposes actions' plans in a specific locality
• Supports local management in areas of staff development, talent management, succession and leadership development, training, on-boarding, adaptation, exit interviews
• Planning and executing the necessary organizations of internal and external social activities for the employees
• Provides support in area of Labor-law and agreements
• Reports to HR Director CEE and dotted reporting line to local country management.
• Design and operate training and organizational development processes
• Organize Procedures and job descriptions

• Assists the HR Director with the recruitment, interviewing and selection processes for Engineering teams and sends appropriate correspondence to all applicants in a timely manner
• Checks candidates' references with their previous employers
• Has the responsibility of keeping the company CV database updated
• Executes performance development, career and succession planning, compensation and recognition processes in line with the guidelines
• Works very closely with line managers to understand business needs and to ensure a common ground in their people decisions
• Manages HR Data Analytics, HR Reporting, Daily Management Dashboards and Data Quality across solution domains
• Experience with HR Information Systems and HR Recruitment Tools
• Conducts the web and social media networking of the company for the prospective candidates with Marketing Team
• Develops recruitment strategies to achieve required staffing levels and prepares presentations
• Provides administrative support in the preparation of correspondence, reports, schedules, confidential materials and various employee issues
• Organize the schedule of internal and external trainings and has the responsibility of the training reports and documentation after the trainings
• Assists conducting internal surveys.

• Support payroll activities and reporting to ensure all transactions are processed accurately and timely in liaison with the provider (+/- 150 employees)
• Be the first responsible for all payroll processes, bonus/incentive pay, vacation/sick pay, expense reimbursements, hourly-employee validations, and benefits changes
• Collaborate closely with the HR manager
• Responsible and support for recruitment (blue, grey and white collar) and employer branding activities
• Together with the HR Manager, handle and maintain administrative tasks for onboarding, new-hire orientations, and exit interviews, including data entry in human resources information systems (HRIS) and audits for accuracy and compliance
• Contribute to HR projects
• Responsible to follow and apply in the organization about the legal developments & laws in HR subjects
• Participate in the development of relevant HR rules and regulations in the organization
• Participate in continuous improvement activities
• Prepare paperwork and schedules for smooth new-hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience, including training sessions coordination
• Manage administrative tasks for onboarding, new-hire orientations, and exit interviews, including data entry in human resources information systems (HRIS) and audits for accuracy and compliance
• Provide a dedicated and effective HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters
• Keep organizational charts up to date
• Action on the employee satisfaction activities and offer solutions to any challenges.

• Managed long-term internship requisitions across diverse departments, overseeing the end-to-end recruitment process
• Conducted comprehensive candidate searches, executed preliminary interviews, and contributed to the administration of recruitment procedures
• Played a key role in the onboarding process by providing valuable assistance during orientation
• Actively represented and promoted the employer brand to attract and engage emerging talents
• Contributed significantly to the development and execution of programs tailored for the education and socialization of long-term interns
• Follow up headcounts
• Execute interviews with candidates and responsible for all recruitment process
• Preaparing offer letter and employment contracts
• Organizing newcomer orientation program
• Updating Payroll agency about employee’s salary, health insurance and benefit issues
• Prepares HR metrics reports and analyses
• Supporting the execution of social responsibility projects