Kornélia Lipcsei

Lactalis is the world’s largest dairy company, committed to bringing high-quality, nutritious dairy products to consumers across the globe. As a vertically integrated dairy group, Lactalis specializes in milk, cheese, yogurt, butter, cream, and other value-added dairy products. At Lactalis, I focus on building a culture of collaboration, performance, and continuous growth while ensuring that HR practices support both business objectives and employee success: - Lead the full HR strategy for the organization, ensuring alignment with business goals and company culture. - Oversee recruitment, onboarding, and talent management processes to attract and retain top talent. - Develop and implement performance management systems, leadership programs, and employee development initiatives. - Manage organizational change, workforce planning, and succession strategies. - Ensure compliance with labor laws, company policies, and global HR standards. - Build strong relationships with senior leadership to support strategic decision-making. - Drive employee engagement, internal communication, and culture-building initiatives. - Lead compensation & benefits strategy to maintain internal fairness and market competitiveness. - Support conflict resolution, employee relations, and coaching for leaders across the organization.

GCE Group is engaged in the development and manufacture of all types of equipment for pressure and flow control of high pressure gases. GCE has grown rapidly since its founding and leading the restructuring of European gas equipment industry through mergers and acquisitions of companies. The role as Senior HR Manager for Europe, serves as a strategic HR partner to the GCE regional leadership team, supporting people and organizational topics across Europe. The role focuses on developing and implementing HR strategies that are aligned with business goals, encourage effective cross-country collaboration, and support long-term growth. It involves close cooperation with both HR and other functional teams to deliver practical HR solutions that help the organization, teams and individuals perform at their best.

Main projects/Results: - BSC Talent Program 2024: Designed and managing the BSC Talent Program, contributing to enhanced talent development. - Standardized core HR processes, streamlining the employee lifecycle - Creation of People Review Talent Matrix: Developed a Talent Matrix template and process that became a best practice across all business lines, significantly enhancing talent visibility and succession planning. - People Leader Survey: Designed and implemented a People Leader Survey to foster a feedback culture. - Led the project for the "Loveable Workplace Award," resulting in Avis winning the recognition, enhancing the company’s employer brand - Feedback Training: Developed training program aimed at enhancing feedback skills among people leaders. - Organizational Development: Led various reorganization projects in collaboration with Senior Leadership and Managers, facilitating alignment with strategic goals and improving organizational efficiency. Being responsible to support cc. 250 employees-Purchase to Pay, Receivables (EMEA countries); IT (Global) - Advising and coaching leadership on HR priorities, ensuring alignment with business strategy and legal compliance. - Managing change initiatives, ensuring smooth transitions during system implementations and organizational restructuring. - Utilizing HR analytics, providing data-driven insights to inform strategic decisions. - Leading talent management initiatives, including workforce planning, succession planning, and leadership development. - Driving employee engagement initiatives, enhancing company culture and improving retention. - Ensuring compliance with labor laws and organizational standards. - Managing compensation reviews and adjustments, ensuring competitive and equitable pay structures. - Managing complex employee relations issues, ensuring a positive work environment and legal compliance. - Championing DEI programs, driving inclusion and promoting a diverse workplace culture.

Main projects/results: - Implementation of the Job Family structure including employee slotting, presentations, cascading the new core competencies - Secured approval for an off-cycle salary adjustment by conducting in-depth compensation analysis and recommendations - Implemented the new Performance Evaluation module - Increased the efficiency within the HR team (new Payroll form, tracking of employment changes) - Organizational development of the Regulatory Affairs and Global Industrial Development teams - Successfully facilitated the Retrospective workshops to support the change management activities Being responsible to support cc. 300 employees within a matrix organization: Research&Development, Regulatory Affairs, Global Industrial Development, Scientific Support, Commercial&Marketing, Local&Global IT, Finance, General Management, Expatriates. - Employee/labour relations & communication (provide proactive and strategic HR consultancy, advice and coaching to the employees and management) - Organization effectiveness and Change Management (manage day to-day/tactical organizational changes to leverage organizational effectiveness in compliance with Ceva best in class organization models; monitor organizational climate; drive local action planning and execution following employee surveys to constantly improve employee engagement) - Workforce and headcount planning - Strategic recruitment management and internal mobility coordination - Learning and Development (actively identify critical local development/training needs, propose the annual training plan, consolidating job families training requirement and local needs) - C&B, Performance (challenge local C&B decisions; ensure roll out and adaptation of corporate guidelines locally - salary structure, travel, company car, benefits policies, local perks) - Execute HR policies, cascade change and escalate issues; ensure implementation of global/local policies and guidelines within the scope)

Results: - Took actions to close gaps so as improve and build the recruitment process in the organisation, designed the selection matrix for choosing the optimum recruitment channel and sources to improve efficiency and candidate experience (Result: time to hire is decreased; less interviews by 30% for hiring managers because of detailed pre-screening and online tests) - Built a proper workflow and working culture between HR Operations and Recruitment team - Took part of implementation of the Workday hiring module and motivate my team to use the potential of the system - Reviewed and refreshed the Employee referral policy. (Result: the 23% of the new hires source was from employee referral in FY19) - Met and exceed hiring quotas by consistently and quickly recruiting qualified candidates, including 320 new employees per a financial year 2019 - Managed to organise a good range of events with a more balanced variety than the year before and came up with new initiatives so as PwC Vibes, Lányok Napja, networking event for Student Organizations Responsibilities: - Leading a team of 4 - Designing proper processes within the recruitment team and implementing KPIs, SLAs - Being responsible for hiring activity for the whole firm (recruitment and sourcing activities, including active resume database searches, job fairs, schools, advertisements, social media, employment agencies, employee referrals) - Being responsible for Recruitment budget - Providing insight to hiring managers on country/regional talent market and managing recruitment data and help influence the business in their thinking about recruitment - Influencing and engaging stakeholders to ensure that candidates have the best possible interview and recruitment experience - Designing and executing attraction strategy to attract qualified candidates to establish a strong employer brand - Collaborating with recruitment and attraction teams in the CEE Region to share best practices, regional and discipline knowledge

Results: -Elaborate the recruitment cycle from scratch -Implementation of the Bamboo HR software- Hiring module -Introducing HR recruitment KPIs -Designing a new employee referral program -Building the trusted supplier base in terms of recruitment -Designed the workflow and development plan within the talent acquisition team -Adaptation to a foreign environment, working together with 26 different nationalities Talent Management and Leadership -Tactical responsibility for end-to end recruitment up to managerial level -Networking and relationship building with potential candidate communities to continually build the talent pool (Student organizations: GħSL, Chamber of Advocates and Universities) - Accountability for Internal talent pool management, identifying high potentials, cross functional opportunities to maximize internal growth - Leading and mentoring the talent acquisition team of two - Advisory role in succession planning to assure business continuity - Consultation role in all layers of organization in relation to HR related matters (workforce planning, talent/change management, organisational design) Employer Branding External: - Tactical responsibility for carefully selecting the right massages in order to articulate and define the company’s main selling points as per image, organizational culture, products and services Internal: Employee Social Committee chairman (8 members) - The objective is to organize events open to all employees, supporting the integration and engagement - Coordinating the meetings, project planning, budget handling Change management - Advising senior and line managers on people management and organization related matters - Holding progression meetings, supporting new employees integration - Establishing, developing and maintaining a strong relationship with employees and management to understand and challenge their thinking process and decisions to meet both current and future organizational challenges

Responsibility for the end-to end recruitment - Elaborating and introducing recruitment related processes, protocols - Designing the recruitment strategy on a corporate level - Accountable for HR Internship program

Results: - Project owner at the innovative recruitment video (From briefing to organizing shooting, analyzing the results, keeping contact with the Marketing agency and more) - Creating and implementing new HR forms to ensure the information flow and approval processes - Reorganizing company language courses - Developing Corporate Social Responsibility culture and volunteering tradition Employer Branding - A new approach to recruitment strategy: designing a recruitment video to reach the Y generation - HR & Marketing co-operation: analyzing and presenting the results of the recruitment video and turning into a case study - Bunge Hungary new webpage: defining the new structure design and content - Driving development of career tool and database at Bunge Hungary webpage - Developing internship program Recruitment - Workforce planning: aligned to the business needs and outcomes - Understanding the requirements and deciding on the recruitment strategy - Managing end to end recruitment process for all business units (Involving headhunters when necessary, working with manpower leasing companies) - Screening of resumes and making the short list, prescreening the candidates via phone, organizing the first round of interviews - Discussing the interview outcomes with the line manager, selecting the final candidate - Making the employment proposal, informing the line manager about candidate acceptance Event organization/ Learning & development - Organizing and coordinating company language courses including trainings budget management - Organizing company events: Team buildings, Volunteering days, Conferences, Christmas parties including outsourcing and budget management - Developing volunteering tradition and charity events

Business Partnership & Administration - Managing on-boarding, preparing employment contracts, contract modifications and terminations - Conducting new hire orientations to ensure employees clearly understand company culture, rules and benefit provisions - Maintaining employee personnel files in line with company policies and government regulations; ensuring that all required employee documentation is collected and updated - Conducting exit interviews for leavers, providing feedback to the manager on any issues of concern - HR Policies and Processes: providing advice, assistance and follow up on company policies and procedures - Auditing HR documentation and designing action plans - Performing HR admin tasks and assisting to the HR manager - Supporting the recruitment process (posting job ads, collecting job applications, scheduling job interviews, maintaining candidate trackers) - Getting involved in organisational development and change management related tasks - Ensuring that the operation is fully compliant with the Hungarian Labour Code - Vendor relationship management

Preparation for meetings, participation: team support and preparation of meeting memos The role included having an overview about 9 main work processes, the related tasks, monitor deadlines and provide support for keeping the project team Keep contact with the Swiss partner

Learn the task of the institute, participate in backend processes Main project: Preparation for MNP Extra Event, perform questionnaires on the event and prepare evaluation of the results and present them

Erasmus

Discovery of Word Heritages in Egypt,Cairo Preparation of examination report and presentation of results