Iuliana Volery

Manage a team of 4 recruiters with an average of 150 positions per year, to ensure that time, cost, and quality meet requirements. Set up and ensure global implementation of recruitment best practices and tools. Lead recruitment projects aiming at enhancing recruitment efficiency. Manage platforms and social media channels for recruitment. Contributed to the upgrade of the Career website. Built SICPA Global Referral Program and Strategy.

Responsible for talent acquisition and performance management processes. Scale up these operational processes at a global level, while building/delivering/optimizing processes, tools, systems, and reporting. Successfully put in place a recruitment center in SICPA’s offices in Madrid, Spain. Managed recruitment processes for key positions in a variety of domains, in Switzerland and globally. Developed and oversaw talent programmes such as University Relations, Employee Referral, Trainee programme and other key initiatives.

Responsible for all HR activities and personnel administration for the Commercial department (100 employees): recruitment, onboarding, performance management, development as well as other operational activities such as FTE budgeting, salary review, acting as first point of contact for payroll, pension fund, time management as well as other administrative questions. Led and participated in talent management projects linked to employee engagement and retention, talent assessments, internal communication, employer branding. HRIS: acted as a Business Key User for all SuccessFactors modules and led multiple HRIS improvement projects and new implementations (in the area of performance management, recruitment, succession planning)

Worked closely with HRBPs and HR managers to ensure delivery of end-to-end talent management activities, from talent acquisition, onboarding, learning and development to performance management while reinforcing the use of common frameworks and tools in Switzerland and globally. Acted as the point of contact for HR Communications and internal HR marketing activities. Ensured reporting of HR KPIs and related talent management analytics.

Managed HR projects in the area of policies updating, HR systems, HR communication (implementation of an HR portal on Sharepoint), employee engagement survey, definition of HR KPIs through the implementation of a KPI dashboard. HRIS: acted as a Business Key User for all SuccessFactors modules, participated in the talent management system review and the implementation of a learning management system in SuccessFactors.

Put in place an HR Shared Services Center working closely with the Payroll department and ensuring: consolidation of contractual changes (promotions, bonuses, activity rate changes, transfers and other changes outside the salary review cycle), harmonization of the template letters and improvement of the process across divisions; Administrative support for the HR Business Partners in establishing employment contracts, work permits, termination letters, special event letters, employment certificates; Participated in the salary review process and management of the process for promotions; Provided HR reporting and analytics.

Administration of learning requests, both internal and external, from technical to soft skilled activities, for individuals, groups and global initiatives; Established and maintained relationships with internal and external training suppliers, negotiated costs, set up agreements; Management of the Integration Programme for new employees as well as personalized inductions for Executives newly recruited within the company; Ensured logistical organization of Corporate Leadership Development programmes for middle and senior managers from entities worldwide as well as other events related to learning activities.