hr manager of the month
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NEWSLETTER, SEPTEMBER 2012
Read AboutHR Manager of the month -‐ Bianca Potyesz
IESF Global Mee>ng -‐ Milan
Kilpatrick Romania Summer Teambuilding
Recrui>ng in Russia
A young, cheerful, idealis>c and op>mis>c person!
Since gradua>ng from the Faculty of Psychology in 2001, life has had a lot of pleasant surprises in store for her. She has had a straighLorward professional track, filled with professional achievements and her moPo in life is “Carpe diem!”.
ATer having turned down a posi>on of University teacher, Bianca began by working in an extremely sensi>ve and unique environment, that would test anyones emo>ons – the former Centre for Foster Care in Timisoara. There she first worked as a psychologist and then as a coordinator for Phare projects.
Her human resources career began in 2006 when she was offered the opportunity to work in a large organiza>on, with over 100 employees where she could apply her organiza>onal psychology and HR processes knowledge. It was her launching path to a new world, the world of human resources. Since then she has worked with different organiza>ons which had up to 300 employees, in different industries and has faced all the challenges this entails.
People around her say that Bianca is a young and enthusias>c manager, with a lot of posi>ve energy, who always manages to find a balance in her rela>onship with employees so that it becomes a win-‐win situa>on for everyone. She is crea>ve, she puts a lot of passion into the work she does, which is highlighted by the results that she obtains. Her training as a psychologist, and in the near future, as a psychotherapist, is a definite advantage in the way she relates to people. She has good communica>on and nego>a>on skills, and she is a born leader who can take an en>re organiza>on to the point where she wants it to be!
Currently she is the HR Manager of Life Care Corp in Timişoara, the brand name for BIO in Romania. The company sells cosme>cs, therapeu>c products, food supplements and cleaning products, all being organic products, or are made with natural ingredients. The dream and mission of Life Care is to create the largest interna>onal organiza>on where anyone can be healthy, prosperous and have the sa>sfac>on that they have contributed to a bePer life for the people around them at the same >me! Bianca genuinely believes in the dream and mission of this company, which is what made her accept their proposal for collabora>on in 2010.
The values which guide Bianca in her professional (and personal) life are self-‐respect and respect for the people
around her, along with her passion for what she does every day!
“Kilpatrick is a reliable partner for any HR manager. They are a company of professionals, they deliver what they promise within the appointed deadlines, you can develop a rela?onship with them which goes beyond business and this does not affect the quality of their contracts! They have always been there for me from the moment I first met them! They deliver professionalism above all else!”
HR Manager of the month
Bianca Potyesz
Business experience:
• 2 years in HR Management i n t r a d i n g automo>ve p a r t s a n d accessories
• 2 years in HR Management in IT industry ( cu s tomer -‐o r i e n t e d soTware).
• Present HR Management in Retail industry
Field of experCse:
• Recruitment and selec>on
• HR processes design
• Training design and delivery
• People and Organisa>onal Development
• Organisa>onal and Clinical Psichology
• HR strategy
IESF Global Meeting Milan 2012
Kilpatrick Executive Search is the exclusive member of the International Executive Search Federation (IESF) in Italy, The Netherlands, UK and Romania. Kilpatrick has been the Federation’s member since its begging in 2002. Since then, the IESF became the largest international executive search federation of its kind (Search Consult 2007) and Jacob Hoekstra, the Managing Director of Kilpatrick, the Joint President of IESF.
This year IESF celebrates its 10th Anniversary, a special occasion for all IESF Partners around the world. For this reason a special event has been organized in Milan, Italy. Alongside IESF’s anniversary Annual Global Meeting, Partners and Clients will join in exclusive client event. The client event has been organized by IESF’s Partner in Italy, Kilpatrick, and is aiming to bring together international clients and experienced executive search recruiters.
The event’s theme will be “Think Digital -‐ Act Analog”. The event’s key speakers are Lorenzo Montagna (CEO of Yahoo@ Italy), Jacob Hoekstra (JP of IESF), Marco Galbiati (HR LOB Director of SAP), Vlad Bog (HR Director of Microsoft), Peter Hagglund (Founder of Lead 2 Learn) and Filippo Abramo (President of the European Association for People Management). The focus of the event will be on how innovation is important in all the aspects of our life, but mostly our business. In a world of digital development, innovation is now a requirement on a personal and professional level.
The event will take place on Thursday, the 13th of September and attendance to the event is by invitation only.
For more details visit:www.kilpatrick.euwww.iesf.com
Kilpatrick Romania Summer Teambuilding
This July Kilpatrick Romania had a summer team building party in Brasov. The event reunited the company's shareholders with the teams from Bucharest and Timisoara. The teams had a great week-‐end together full of adrenaline, fun and joy.
The company booked a very elegant and welcoming villa only for its team, near Brasov. The ski liTs and the Bunloc ski slope were very close, so in our last teambuilding day the team decided to make the trip. A few of the brave girls even tried paragliding from the hill.
Brasov was not really the target, so not much >me has been spent there. A one night tour was enough for the team to enjoy the city centre and see the beau>ful Black Church.
A team of adrenaline junkies could not have missed PARC AVENTURA, a place of maximum fun. Tree climbing is an extreme sport and to prac>ce it you need to respect the rules. There are six tracks to be explored: green, blue, purple, yellow, red and black with different levels of difficulty. A track may include alpinist ladder, flying trapeze, flying fox, long bridge, power rings, climbing footbridge, liana, bicycle, acroba>c crossing, hand bridges and zip-‐lines. The plaLorms are higher, reaching 2-‐8 meters, pitching and rolling being guaranteed. Also part of the team tried a zip line over the lake near by, a perfect place to lose sunglasses or to be eaten by “crocodiles”.
The tour takes three hours, so the team was able to do different tracks, with different degrees of difficulty, and of course the lake zip line. Each track was different and exci>ng, as you were geong higher, and higher above ground. The
funny thing is that you cannot quit or stop, and you have to really push yourself even when you think that you can't do it anymore.
Being >red and hungry, Poiana Brasov seamed lie a good op>on for a typical Romanian lunch at Coliba Haiducilor.
ATer that some s>ll hungry for adventure went on a ATV trip in the mountains.
What bePer way than a barbeque party to and the day, and celebrate a colleague’s birthday.
A team that loves challenges proved again that it can adjust to any condi>on and just enjoy the ride.
Contributed by: Adelina Rosca
Country Manager
Kilpatrick Execu>ve Search
RecruFng in Russia
Due to our team’s skills in foreign languages (covering English, German, Russian, Italian and French) the Romanian office of Talent Works Interna>onal is able to deliver talent acquisi>on services almost anywhere in the world.
One of the regions we’ve been present in right from the establishing of the company in Romania in 2010 is that of the Russian-‐speaking countries. In one of our previous numbers we’ve already talked about a Business Intelligence project focused on the quality of life for expats in Turkmenistan and Uzbekistan. With that project we helped one of our clients in the steel industry to decide which of the two countries would be more aPrac>ve for opening a new office and, using the informa>on in our report, aPract experienced managers from Europe to that region.
In this issue we’ll discuss about TWI’s Talent Pooling service.
We are defining a Talent Pool as a group of people with whom an employer maintains a direct individual rela>onship for the purpose of future employment. At its simplest form, it means maintaining and managing a fully-‐fledged candidate community segmented by such things as geography and professional skills.
This type of service is very useful for companies that have a constant need of hires for a specific region or func>on, or need to hire a large number of candidates for similar roles in a par>cular moment. Owning and managing a talent pool in these cases is far more cost effec>ve and allows you to stay ahead of the compe>>on and to support an>cipated growth.
In this par>cular project, our client, a consumer goods company with opera>ons in more than 165 countries, ac>ve in the category of household and personal care products, was planning to rump up their business in Russia. In order to do so, their main focus was on enlarging and reorganising their sales structure, for a bePer presence in the territory and for a more efficient and clear organisa>onal chart.
We had the double role of geong a clear view on their main compe>tors (organisa>onal chart of sales departments, benefits offered to employees and way of managing their sales ac>vi>es all over Russia) and building a talent pool of sales people coming from those compe>tors, candidates that could be poten>ally interested in a career change in the future.
The posi>ons in their internal structure for which they had a constant need of candidates were those of Regional Sales Manager, Key Account Manager, Na>onal Key Account Manager and Sales Director.
First of all we’ve built a complete list of companies opera>ng in the same market segment in Russia and, analysing it together with our client, considering their dimension, financial details, influence in the market and other important criteria, we agreed on a list of 10 most appropriate companies to map. ATerwards we proceeded to the iden>fica>on and approaching of sales people working in those 10 companies that could be suitable for the four roles to be mapped and reached a number of 254 names. While approaching each one of them for poten>al career changes, besides data about their professional experience, exper>se and future plans, we also sourced informa>on about their current repor>ng level, number of colleagues, posi>on in the organisa>onal chart, benefits received, career growth opportuni>es with their current employer and other details that could help us achieve our goals.
The main difficul>es in doing so where related to iden>fying and approaching passive candidates, people that are not ac>vely looking for new job opportuni>es and are not that visible online, but s>ll have an important role in the evolu>on and progress of their current employers.
However, due to our exper>se in this field and specific methods related to passive candidates recruitment, by the end of the project our client received a complete report on the sales structure, reten>on policies and benefits offered to sales people coming from their main 10 compe>tors and benefited also from a large talent pool with prospec>ve candidates to be approached at any >me.
Contributed by: Silvia Mancos
Talent Acquisi>on Specialist
Talent Works Interna>onal
Project in numbers:20 days4 sales roles10 target companies254 iden6fied candidates68 CVs sent
Kilpatrick in the www.
Kilpatrick on Twitter -‐ http://twitter.com/kilpatrickes
Kilpatrick on Linked in -‐ http://www.linkedin.com/company/kilpatrick-‐executive-‐search
Kilpatrick on Facebook -‐ hOp://www.facebook.com/KilpatrickES
The Kilpatrck WebsiteThe new Kilpatrick website has been launched -‐ www.kilpatrick.eu
For more details please contact Laura Cruceru at laura.cruceru@kilpatrick.eu
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