Mert Can Baskaya

• Serve as strategic HR partner to corporate functions aligning people strategy with business priorities in a newly established, world’s biggest ice cream company. • Lead and develop Assistant HRBP teams, ensuring aligned workforce planning, org design, and critical capability building. • Shape a high-performance culture by embedding Ice Cream behaviors and strengthening leadership accountability across functions. • Enable simple, data-driven HR practices that enhance employee experience and sustain long-term performance. • Strengthen employer branding by positioning the company as a purpose-driven, high-performance workplace that attracts and retains diverse talent. • Lead Opus HR transformation as PMO, change strategy across markets, aligning people, processes, and technology with the independent operating model. • Drive adoption through targeted communications, persona-based training, and change readiness. • Partner with global, regional, and country stakeholders to standardize processes, simplify technology, and enable manager and employee self-service. • Establish change networks, deliver toolkits, and localize engagement to ensure consistent deployment across markets. • Monitor risks, measure adoption, and implement interventions to sustain behavioral change and operational efficiency. • Champion regional global mobility by guiding central GM teams, ensuring timely execution, compliance, and seamless employee experience across cross-border moves.

• Lead end-to-end HR strategy for a 500+ employee ice cream manufacturing site, aligning the people agenda with business growth, operational excellence, and organizational transformation. • Act as a strategic partner to the Factory Leadership Team, translating business priorities into workforce plans, capability building, and culture initiatives that enable sustainable performance. • Manage union relations and Collective Bargaining/Work Agreement processes, fostering constructive social dialogue while ensuring legal compliance, operational continuity, and a fair employee experience. • Own workforce planning, headcount budgeting, and labor cost control, partnering with Finance to optimize productivity, forecast needs, and improve cost efficiency. • Build a high-performance culture by driving talent acquisition, succession planning, leadership development, and skills upskilling across both white- and blue-collar populations. • Champion employee engagement and change management initiatives, strengthening trust, inclusion, and motivation across shop floor and office teams. • Lead and develop the Factory HR & Admin team, elevating HR service delivery and positioning HR as a value-creating business function. • Drive employer attractiveness and retention strategies, strengthening internal pipelines and positioning the factory as a preferred employer in the region.

• Lead end-to-end HR strategy for a 500+ employee ice cream manufacturing site, aligning the people agenda with business growth, operational excellence, and organizational transformation. • Act as a strategic partner to the Factory Leadership Team, translating business priorities into workforce plans, capability building, and culture initiatives that enable sustainable performance. • Manage union relations and Collective Bargaining/Work Agreement processes, fostering constructive social dialogue while ensuring legal compliance, operational continuity, and a fair employee experience. • Own workforce planning, headcount budgeting, and labor cost control, partnering with Finance to optimize productivity, forecast needs, and improve cost efficiency. • Build a high-performance culture by driving talent acquisition, succession planning, leadership development, and skills upskilling across both white- and blue-collar populations. • Champion employee engagement and change management initiatives, strengthening trust, inclusion, and motivation across shop floor and office teams. • Lead and develop the Factory HR & Admin team, elevating HR service delivery and positioning HR as a value-creating business function. • Drive employer attractiveness and retention strategies, strengthening internal pipelines and positioning the factory as a preferred employer in the region.

• Managed talent acquisition, performance, and talent management strategies across five business units. • Managed human experience initiatives across key employee touchpoints, contributing to a stronger talent attraction strategy and an enhanced end-to-end employee journey. • Led employer branding strategy and operations for Marketing and Digital Marketing functions, contributing to Unilever’s recognition as an employer of choice. • Designed and executed employer branding campaigns across Marketing and Digital units, enhancing Unilever’s visibility as an employer of choice. Partnered with internal comms and global teams to deliver cohesive EVP messages across platforms.

Responsible for Unilever international assignments of NAMETRUB&Africa inbounds: • Accountable for all aspects of the assignee relationship, vendor management, processes and operational service delivery within the region. • Collaboratively works with key stakeholders to creatively resolve complex mobility issues and execute moves in compliance with business, legal, tax and commercial requirements • Proactively works with vendors and HR to ensure the delivery of the service efficiently • Good understanding of personal tax, equity, immigration, social security and payroll compliance and how it impacts an assignee • Accountable for recommending pragmatic and efficient decisions around policy application – balancing both business needs and global governance • Ensuring that client and user satisfaction for the population of assignees is met

Responsible for employee experience and primary point of contact for queries relevant to HR systems and processes for SC Non-Make, Procurement, R&D functions -Ensure each employee has a great experience in any of Key Employee Moments; -Is the single point of contact for employees and line managers regarding all queries relevant to HR systems and processes; to enable a flawless end-to-end experience for day to day HR needs; -Responsible for ensuring consistency of employee policies, practices, and programs; -Accountable for knowledge management and feeding insights into enhancement of technology platforms; -Anticipates needs and issues by leveraging technology, analytics and automated notifications; -Develop and implement People Experience strategic plan to meet global and country priorities; -Work with Global/Regional team to understand global processes/tools/systems and drive adoption plan in country; -Work with internal HR team to ensure policies/processes are updated;-Manage People Experience team to achieve global KPIs and strategic plan; -Build and implement capability building plan for People Experience team.

At Archiclad, Mimsa Group, as an engineer, I have been able to come up with contributing to solving unique challenges, getting involved in contractual, financial, business development, operational, and legal processes in the projects covering the United Kingdom, Germany, Kuwait, Russia, Iraq, Tanzania. The main responsibilities that I contributed to can be defined as follows: - Contractual Processes (Drafting of contracts in accordance with the conditions agreed in the tender process, claims and dispute management, providing risk analysis, work schedule and capacity reports, negotiations between the parties, delay analysis if required) - Financial Management(Monitoring of monthly project progress and reporting of costs, preparation of interim payment application, earned value analysis on MS Excel), - Business Development (Analysis of and negotiations with the possible employers, clients, suppliers, and vendors) - ERP Pre-implementation process (Determining the workflows of the departments and provision of the communication with the ERP provider company.)

I have recently coordinated an European Solidarity Program titled “Protect Your Personal Data!” funded by Turkish National Agency. (https://gencveri.mailchimpsites.com/) I have also completed, Eurodesk Awarded, PlayIN’clusive project as Turkish Team Leader which is a 26 month long strategic partnership project initiated by young people which aims to promote the importance of gamification within youth work across Europe through developing innovative games for quality improvement of non-formal education in one of the most relevant and up-to-date topic of the field: inclusion. During the project we organised three learning and training activities reaching out to about 40 young people from Spain, Turkey and Hungary. Participants could learn about the understanding of the importance of social inclusion and also about how to use gamification techniques in youth work. There are 10 teams competing with different games developed by them until the final selection of the 3 best ones for further dissemination in the European youth field.(http://www.playinclusive.com/) Besides those I have had the opportunity to manage, organize and coordinate various Erasmus+ projects including ESC, Training Courses and Youth Exchanges in different countries including but not limited to Turkey, United Kingdom, Spain, Hungary, Sweden, Germany, Belarus, Serbia, Macedonia, etc.

Construction management consultancy in terms of Contract management, Tender and Bidding process, Cost and Time Management and integration of them to the construction sector. Financial consultancy in terms of Financial Models, Investment Tools, Sectoral Reports, Feasibility and Work Plan Preparations.

Construction of Eminonu-Alibeykoy Lightweight Railway System

Intensive Program - English for Academic Purposes