Noémi Gál-Kiss

I help conscious women—especially moms and entrepreneurs—restart from the inside out. I blend deep inner work (schema-informed, ADHD-aware) with structure and strategy, so clients gain clarity, routines, and sustainable momentum. - 1:1 mentoring and online programs on career clarity, return-to-work, self-branding & practical content basics. - Solution-focused coaching, schema-informed tools, ADHD-friendly systems; measurable weekly actions. - Career coaching for moms: CV/LinkedIn tuning, interview prep, flexible job-search routines. - Light HR advisory for founders/SMEs: hiring ops check, simple performance cadence, feedback playbooks.

- Implemented performance systems and reward programs for small, growing businesses. - Built HR processes/templates from scratch; standardized JDs, onboarding, performance checkpoints. - Supported compensation & reward updates; added transparent criteria and manager guides. - Ran priority recruitments; trained interviewers on structured assessments. (Aeron, ICF Tech)

Coordinated global performance cycles end-to-end (goal setting → mid-cycle check-ins → year-end calibration); ensured data quality, on-time completion, KPI tracking and reporting. Managed the training portfolio & LMS administration (enrolments, completions, compliance tracking); monitored learning impact and participation trends. Designed and implemented learning solutions aligned to business/role needs; supported local training requests and selected external vendors for the local portfolio. Delivered coaching, workshops and webinars on e-learning tools, LinkedIn Learning, and development systems; created quick-reference guides and how-to materials. Partnered with managers and HRBPs to translate skills gaps into learning plans; promoted a simple performance rhythm and feedback culture. Supported onboarding refresh (checklists, learning paths) and contributed to L&D communications (newsletters, intranet updates) to increase adoption.

Designed an efficient, role-specific selection process in partnership with hiring managers: defined profile and success criteria, mapped interview stages, set timing/SLAs, created structured scorecards, and aligned stakeholders to ensure a consistent, bias-aware evaluation flow. Led interviews and facilitated practical business assessments, including case studies, task simulations, and work samples; consolidated feedback across interviewers, calibrated ratings against the rubric, and delivered clear, evidence-based candidate evaluations and hiring recommendations.

Managed end-to-end recruiting for Engineering and IT divisions: workforce planning with hiring managers, crafting role profiles and scorecards, multi-channel sourcing (job boards, LinkedIn, referrals), screening, structured interviews and technical assessments, interviewer calibration, offer design/negotiation, and coordinated onboarding—while tracking KPIs (TTH, pipeline ratios, acceptance rate) and ensuring compliance.

Execute HR strategy: translate business goals into people plans; run annual cycles (workforce planning, performance cadence, rewards), ensure policy compliance and clean documentation. Recruitment & selection: own full-cycle hiring (profiles/scorecards, sourcing, screening, structured interviews, debriefs), manage offers/negotiation, and coordinate smooth onboarding. Learning & development: assess needs, design training plans, schedule and deliver sessions/webinars, administer LMS, and track impact with clear KPIs. Primary employee point of contact: handle day-to-day HR queries (policies, leave, benefits, ER), guide managers and staff, and escalate/resolve issues quickly and confidentially.

Hr administration Handle employees contracts and cafateria system Recruitment