Garentina Celibashi

*1. Strategic Leadership Develop and implement the Group’s HR strategy in line with overall business goals. Provide strategic HR advice to senior leadership on workforce planning, succession, organizational development, and change management. Lead cultural integration and people engagement initiatives across diverse business units. 2. Talent Management & Organizational Development Drive talent acquisition strategies to attract top-tier talent across all sectors of the Group. Oversee leadership development programs and succession planning for key roles. Build career development frameworks that support employee growth and retention. 3. Employee Relations & Culture Champion a positive workplace culture, promoting inclusion, diversity, and respect. Address employee relations issues with tact, ensuring compliance with labor laws and internal policies. Implement engagement surveys, analyze results, and lead action planning to enhance morale and productivity. 4. Performance & Reward Oversee the performance management framework to drive accountability and high performance. Design and manage competitive compensation and benefits programs across the Group. Ensure reward strategies are aligned with business performance and market trends. 5. Compliance & Risk Management Ensure HR policies and procedures are compliant with Albanian labor laws and international best practices. Manage HR-related risks, audits, and due diligence for new ventures or acquisitions. 6. HR Operations & Analytics Standardize HR processes across all entities for efficiency and consistency. Leverage HR technology and analytics to provide insights on workforce trends and decision-making. Lead budget planning for the HR function and monitor cost effectiveness.

•Develop and implement HR strategies and initiatives aligned with the overall business strategy •Bridge management and employee relations by addressing demands, grievances or other issues •Manage the recruitment and selection process •Support current and future business needs through the development, engagement, motivation and preservation of human capital •Develop and monitor overall HR strategies, systems, tactics and procedures across the organization •Nurture a positive working environment •Oversee and manage a performance appraisal system that drives high performance •Maintain pay plan and benefits program •Assess training needs to apply and monitor training programs •Report to management and provide decision support through HR metrics •Ensure legal compliance throughout human resource management

- Manages and correctly implements the company’s payroll by designing systems; by writing and updating policies and procedures directing the collection, calculation, and entering data in compliance with the legal framework. - Prepares reports by compiling summaries of earnings, taxes, deductions, leave, disability, and non-taxable wages. - Implements and administers a competitive employee benefits program. Effectively communicate the value of the extensive benefits to employees as a part of their total compensation. - Achieves financial objectives by anticipating requirements; submitting information for budget preparation; scheduling expenditures; monitoring costs; analyzing variances. - Controls the cost of Labor and assume full responsibility for the execution of the relevant budget lines. - Drives performance management processes and aligns compensation programs with the pay for performance culture. - Manages the budget for human resources and prioritize activities and investments. - Reviews periodically the HR procedures and policies to be up to date with the market and legal developments. - Coordinates and ensures implementation of talent management process leading to succession planning and staff development in the company. - Develops and monitors the necessary HR Metrics to measure the progress of the HR activities under his/her responsibility. - Oversees and ensures internal/ external compliance in the whole employee relations area including the HR administrative operations. - Ensures full compliance regarding the company staff assets and departments’ assets management throughout the whole asset cycle by developing and managing the necessary processes and reports.

▪Monitor the utilization of the Annual Budget appointed for the training's as per the plan year to date. ▪The active part in planning of departmental/functional training budgets, forecast costs and delegate numbers as required by group allocation budget by supervision of HR Manager ▪Stay informed as to relevant skill and qualifications levels required by staff for effective performance and circulate requirements and relevant information to the organization as appropriate. ▪Identify, propose and manage external training companies, agencies and providers necessary to deliver required training to appropriate standards in cooperation with the requester and procurement responsible ▪Supervise the arrangement of training venues, logistics, transport, accommodation as required to achieve efficient training attendance and delivery. ▪Interacts with the management team to identify course objectives and content and design training courses necessary to meet training needs and manage this activity via tentative provider(s) in order to assure the training topics to be covered accurately. ▪Processing Purchase Requisitions in SAP for all the training processes and checking the status of PO's and payments Collect T&D Requests and process the PR's in SAP ▪Registering online employees, booking trainers for the in-house courses. ▪Monitor Cost, Quality and Reference Analyzes of training offers ▪Conducting unexpected examinations/ surveys on In-house training's to check the quality of the program/ trainer's approach and the awareness and involvement of the employees. ▪Consolidating the training evaluations results and reporting them to HR Manager and the respective manager. ▪Assisting in talent acquisition and recruitment processes ▪Assist in development and implementation of human resource policies ▪ Undertake tasks in performance management ▪ Gather and analyze data with useful HR metrics ▪ Maintain employee files and records in electronic and paper form

▪ Manage staff responsible for event coordination activities. ▪ Coordinate details of events such as conferences, weddings, birthdays, anniversaries, charity events, surprise parties, trade shows, sales meetings, business meetings, employee appreciation events and virtual events. ▪ Hire, train, and educate staff on proper event procedures. ▪ Calculate budgets and adjust when necessary. ▪ Book venues and negotiate fees. ▪ Prepare invitations and send out at appropriate time. ▪ Hire bartenders and wait staff. ▪ Promote the event using flyers, cold calling, and social media as examples of ways to spark attention. ▪ Analyze event performance and prepare metrics presentation. ▪ Define company brand through events. ▪ Ensure staff is adequately prepared for event. ▪ Pay vendors for their participation ▪ Provide invoices for all the services offered

▪Managing recruitment and selection process ▪Preparing staff handbooks ▪Advising on pay and other remuneration issues, including promotion and benefits. ▪Consulting on problematic issues with employees ▪Interpreting and advising on employment law; ▪Working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; ▪Files reports, HR documents, and contracts ▪Taking care of all the documentation files of the HR, including here the state documents, declaration, and internal in and out information.

▪Recruiting staff - this includes developing job descriptions and person specifications, preparing job adverts, checking application forms, short listing, interviewing and selecting candidates; ▪Developing and implementing policies on issues like working conditions, performance management, equal opportunities, disciplinary procedures and absence management; ▪Preparing staff handbooks ▪Advising on pay and other remuneration issues, including promotion and benefits. ▪Interpreting and advising on employment law; ▪Working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; ▪Files reports, HR documents, and contracts ▪Taking care of all the documentation files of the HR, including here the state documents, declaration, and internal in and out information.

▪Accomplish call center human resource objectives by recruiting, selecting, orienting, training, assigning, coaching, counseling, and disciplining employees; administering scheduling systems; communicating job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; enforcing policies and procedures. ▪Meet the financial objectives by estimating requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions ▪Manage the performance of the adviser team to take leads and convert into qualified sales opportunities. ▪Work across lead generation and sales leadership to coordinate production and performance of lead sources ▪Held meetings with clients ▪Administer of Petty cash and Payroll