Çağlar ÖZER

•Developing and implementing recruitment processes using career portals such as LinkedIn Recruiter Lite, collaborating with universities and student clubs for internships and potential candidates, building candidate databases, conducting digital/face-to-face interviews, creating documentation-based forms and managing job postings. •Organizing and preparing all the programs for Interview Simulation and Recruitment Process Workshops, Mobile Game Product Workshop, and Co-founder participation and entrepreneurship summits in collaboration with 15 different university communities in 2022 and 2023. •Creating and leading all the processes in regards to policies, forms, and documentation under the scope of Personal Data Protection Law with the support of Juris Law Firm. •Creating and sharing content on LinkedIn and other social media platforms, managing the Career section of the website, •Planning and implementing events for employees (New Year's, Halloween, GGCorp e-sports tournament, and other celebratory events, and monitoring the entire process) •Designing and preparing the content of Creasaur Welcome Box for new employees. •Conducting interviews with employees as part of the 2022 Employee Satisfaction Survey, presenting the findings and recommendations to the top management and creating an action plan. •Designing the competencies - based evaluations process for 2022, •Work on designing the OKR-based performance system for 2023, •Determining the training needs for 2022 based on analysis and prioritizing providing training through LinkedIn Learning, •Making joint health and safety unit agreements for HSE covering the ensuring the necessary follow-up process (working with an HSE specialist and workplace doctor) •Ensuring compliance with the Law No. 5746 on the scope of technopark in the payroll process.

•Developing and implementing recruitment processes using career portals such as LinkedIn Recruiter Lite, collaborating with universities and student clubs for internships and potential candidates, building candidate databases, conducting digital/face-to-face interviews, creating documentation-based forms and managing job postings. •Designing and implementing a personal orientation system for new hires, conducting employee satisfaction surveys and presenting the results to upper management with action plans. •Designing and implementing the Onedio Welcome Box for new employees and Onedio celebration packages for employee anniversaries. •Planning and executing events for employees (such as year-end parties, camp, motivation trips, and other celebrations), designing interactive games and rewards, and tracking the entire process. •Designing and implementing a new performance evaluation process in 2021, which included competencies - based evaluations, training and performance evaluations for employees and completing the entire process for employees. •Conducting a training needs analysis and preparing training needs and demands for 2022 based on meetings with department managers, within budget and approval, starting the training organization process. •Making joint health and safety unit agreements for HSE and mandatory first aid training, covering the Istanbul and Ankara offices, ensuring the necessary follow-up process (working with an HSE specialist and workplace doctor) • During the payroll process: - Checking the monthly payroll, - Control of incentives, (0000, 5510, 5746, vb.) - Sheet payroll and summary control over Zirve Finansman, •Calculating data for employees, including time spent outside, based on parameters for incentives and discounts under Law 5746, regarding technopark entering data into the system and Zirve software payroll module, completing the process before the summary declaration.

• Selection & placement process • Completion of the ISO 9001 audit in HR processes. • Working of privacy act process ( Policy, text, application form and inventory ) • Salary matrix for blue collar personnel ( according to seniority and grade ) • Redesign of disciplinary procedure with defense statement and official report. • Redesign of HR, Training, Performance, Orientation and Recruitment of procedures. • Execution of professional competency board process with Meybem inc. • Making of Merih organisation chart and doing of personnel appointment for SAP HR –PPOME • Working with Mbis company on the SAP HR module: - Establishment of R&D Center and providing 5746 incentives. -PPOME mail automation for hiring, dismissing and personnel transfers. -Transition to Utarit software for personnel card access system, creating system setup and SAP - Utarit integration process. • During the payroll process: - Checking the monthly payroll, - Control of incentives, (6111, 16322, 17103, 6645, 687 etc.) - Sheet payroll and summary control over SAP, - Control of accrual and service lists and simulation receipts, - Submission of live receipts to the accounting unit and approval of accruals • Within the scope of creating a new Performance Management process for 2019 and 2020 - Competency and goal-based performance target card design, - Conducting training and personnel-based smart goal setting activities for department managers in all group companies for training and process implementation, - Sharing general information announcements for goal setting, interim evaluations and year-end evaluation periods, - Identifying low, expected and high performing employees by analyzing data during the year-end evaluation process - Integrating the data produced into the methodology created in wage management and ensuring the continuity of the performance-oriented wage dynamics process. • Execution training process • Execution of work permit process • Periodical reporting to top management.

• Selection & placement process ( Career portals, empolyment working with işkur and vocational training centers, working of candidate database, personality inventory, technical exam and digital or face-to-face interviews) • Completion of the Turquality, Authorized Economic Operator and ISO (9001, 14001, 17025, 18001, 27001) audits in HR processes. • Working of privacy act process ( Policy, text, application form and inventory ) • Salary matrix for blue collar personnel ( according to seniority and grade ) • Redesign of disciplinary procedure with defense statement and official report. • Redesign of HR, Training, Performance, Orientation and Recruitment of procedures. • Making of Mitaş Group social network accounts. Using of professional Linkedin recruitment module. • Making of orientation partner system and face to face / digital trainings. • İmplementation of professional competency board process with Meybem inc. • Measuring works for productivity of new personnel ( first week / month surveys) • Completing of according to title and personnel grade with simplifying of titles and assessment on 7 factors • Periodical revision of organisational charts and job definitions. • Making of new 2018 Mitaş organisation and doing of personnel appointment for SAP HR -PPOME • İmplementation of SAP integration with İKSAP for Successfactors Performance and Training modules. (Org. Chart, hierarchy, editing of managers confirmations, test and live system for 500 personnel ) • Completing for end of the year 2017 Successfactors Performance assessments. Sharing the final data with top management • İmplementation of Enocta digital training process • İmplementation of work permit process for foreign national employes. • Periodical reporting to top management

As a responsible of process of recruitment, training and organisational at human resources department; • Maintaining the activities of selection and placement together with recruitment process of the factory and head office staff. (composing candidates pool, pshyco tests, inventory workshops, technical exams and oral interviews.) • Composing the orientation process for recruited staff. • Designing the renewing studies of the organisation schemas for the factory and head office departments. • Designing the studies for the permanent staff belonging to the factory and head office departments. • Designing the budget studies in accordance with personnel expences. • Designing the renewing studies of the ERP HR modules for the factory and head office departments. • Compasing the personel files of the ERP HR modules for factory and head office departments. • Composing the integration and system development for the ERP HR modules. • Preparition and classificaton personel files integrating them to the ERP HR modules. • Providing personel in/out progreses, payrolling and supporting SGK notifications.

As a responsible of process of recruitment, training and organisational at human resources department; • Maintaining the activities of selection and placement together with recruitment process of the store, factory and F&B Staff. (composing candidates pool, pshyco tests, inventory workshops, technical exams and oral interviews.) • Composing the orientation process for recruited staff and offering required trainings. • Designing the renewing studies of the organisation schemas for the store, factory and F&B deparments. • Designing the studies for the permanent staff belonging to the store, factory and F&B departments. • Designing the renewing studies of the SAP HR modules for the factory and F&B departments. • Designing salary system and executing a fair and competitive salary system by participating in salary survey studies. (Hay Methodology) • Designing the budget studies in accordance with personnel expences and net sales. The Projects I actively participated; • With the cooperation of İzgören Academy, executing the planning processes of search conference activity. • Designing and carrying out the survey studies of mid-level and executors of Beğendik about their perception to the human resources and customer.

• Promoting the investment instruments of private pension system and finance sector by customer visits • Creating new customer resources, executing field visits, and expanding the investment portfolio. • In the post-contract process, supplying the customer portfolio by periodical visits and financial reports. • Composing the tables of customer and sales activities with CRM system and reporting to the executive department monthly.

• Carrying out the European Voluntary Service within the frame of AB Youth Program – Practice 2 Program, • Organising the youth camps as being one of the group leaders, preparing language club and practice classes, introducing the AB Youth programs to the youth, carrying out organisations about the international camp programs and practice programs. • Orginising presentations and cultural activities with the aim of introducing the universal cultural values. • Designing English and Turkish speech classes fort he handicapped based upon voluntariness.