Candan Eser

• Translating business strategies into people and organizational priorities. Partnering with the business leadership teams and HR partners in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or geography. • Identifying needs for interventions to drive clarity and address gaps in strategy execution. Partnering with experts to evaluate the effectiveness of the business strategy, model, and organizational structure to achieve business outcomes. Identifying gaps in the execution of business strategies and guides business leadership on clarifying and executing business strategies for an assigned client, organization, or geography. • Executing the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) in alignment with business leaders. Identifies, and facilitates discussions with business leaders to address gaps in current people plan, people programs, and tools to develop critical skills and meet current and future business needs. Identifies the necessary adjustments for individual clients based on needs.

• Providing expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; representing their focus area in the broader HR community; influencing the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership. • Leading data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); generating and/or presenting trends and insights on organizational health solutions; recommending action plans to business leaders based on analytics and business/local needs. • Identifying the appropriate approach and leveraging resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and HR partners in capability building conversations. • Leading the area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and providing capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives • Partnering with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); managing Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management. • Driving the EMEA Manager Excellence agenda by designing and implementing strategic initiatives, fostering leadership development, and amplifying best practices that enhance manager effectiveness across the region.

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