Janos Acs

Fully back to partnering after my 1 year interim assignment in P&O Operations. Now doing support for Packing & Logistics department people leaders in The LEGO Group people agenda. Talent, analytics, culture, leadership are my focus areas. Some Serious Play & Fun happens meantime.

Having a new role in P&O Services as interim substitution - as Senior P&O Manager being responsible for PO&D services through coordinating a team of 8 people (payroll; T&A; legal compliance; reward; salary benchmark; core people processes). We do the bricks - delivering partnering for Packing & Logistics department leadership team & employees as Sr. PO&D Partner; Supporting EMEA M&D org unit PO&D site lead. Most importantly, still doing SERIOUS PLAY & FUN while being brave, curious and focussed.

Well, things just escalated quite quickly :) "It should be HARD FUN to be memorable." We do the bricks - partnering for Processing and Packing department leadership team & employees. Of course, still doing SERIOUS PLAY & FUN while being brave, curious and focussed.

"Let's get some SERIOUS PLAY & FUN" Provide PO&D Partnering support for local Leadership Team members: - Vice President of Moulding - Director of Processing Assembly - Director of Processing Decoration

"Wearing multiple hats." The purpose of the role is to ensure that all onboarding taking place at the LEGO locations in geographies (site, hub, headquarters) leverages the global program and tools available for hiring leaders. The role ensures that all new employees attend induction and have a plan for integration into their roles on their start date. The role is part of a global virtual team that will transform the way we onboard at the LEGO Group. • Responsible for implementing the global onboarding program and tools for all new employees. • Continuous improvement mindset: identifying ways to improve the quality and productivity of the onboarding experience. • Demonstrates coherence by living an E2E approach to onboarding activities to secure a ‘1 approach’ to LEGO onboarding. • Partner with BSO colleagues to ensure the essentials are completed: paperwork, benefits enrollment, induction registration, onboarding plan, etc. • Support hiring managers in the geography to create a high quality onboarding experience for new hires. • Systematic follow-ups for the first 6 months with new hires about their experience. POD partner role @ NYI site for - VP MLD and VP Operations & Logistics. Through coaching and sparring focus on: - People Review Process executions and follow-up (people and organizational decisions) - Organizational design - PULSE - annual satisfaction survey - Leadership development

Nyíregyháza is home of one of four LEGO factories in the world. LEGO Manufacturing Kft., employer of 1500 people, significantly contributes to the more than 8-decade-long success story of LEGO – it is here that all the DUPLO toys in the world are produced, among others. The family-owned toy company committed itself to large-scale developments, and as a result, in the spring of 2014 it handed over its brand-new factory in Nyíregyháza – a facility that is not only huge and ultra-modern, but also exceptionally environmentally-friendly. "Grow-up in a toy factory" • Overall I’m building our business with the supported department leaders – think of capability building and mainly organizational development approaches on individual / group or organizational level through different interventions varying from 1:1’s and sparring w leaders to running WS’s; • Working together with Operations & Logistics department leadership team, consist of 6 area / functional leaders; being part of Op. & Log. extended leadership team; • Main stakeholders are business leaders at Sr. Directorial / Directorial / Sr. Manager level – tough HR support is provided for all departmental white collar workers; • Supported departments are: Pre & Final Packing, fully automated HBWH and manual Warehouse, training organization. White collar workers 32 rest are blue collar workers (either direct or indirect blue colleagues); • Supporting people leaders in leveraging the full potential of The LEGO Group’s HR core processes – means annual responsibility for: o PMP – performance management program o PRP – people review process, human capital evaluation  process owner for pilot of Blue Collar PRP at NYI site; o IDP – individual development plan, o PULSE – annual satisfaction survey (overall responsibility/process owner for NYI site), o MERIT – annual salary raise process, o SWP – strategic workforce planning, joint responsibility w Finance controllers o Promotion process

Nyíregyháza is home of one of four LEGO factories in the world. LEGO Manufacturing Kft., employer of 1500 people, significantly contributes to the more than 8-decade-long success story of LEGO – it is here that all the DUPLO toys in the world are produced, among others. The family-owned toy company committed itself to large-scale developments, and as a result, in the spring of 2014 it handed over its brand-new factory in Nyíregyháza – a facility that is not only huge and ultra-modern, but also exceptionally environmentally-friendly. - Manage the companywide recruitment and selection process (employee, managerial and directorial level as well, across all departments); - 2013 – overall 110 closed blue & white collar searches including mass recruitment projects like - > Toolshop – 46 people; Moulding and Packing Maintenance – 30 people; - Responsible for Educational Network – college/university and secondary school level, including trainees and apprentices – to ensure long term human capital supply based on LEGO Strategic Workforce planning; - Develop new way of cooperation with BME and launch “Automated Logistics Processes @ The LEGO Group” lesson at Logistics faculty; - Participation and involvement in HR organization transformation to new HR Business Partner based structure – aim to provide higher level HR support companywide as a response for extensive growth and new business environment.

• Responsible for coordinating the Performance and Talent management activities across the whole company • Contribute to the implementation of the L&D Strategy of Dreher Breweries; • As HR Specialist supports employees to manage goal setting, performance evaluation and career discussion in line with SABMiller agenda; • Organize and deliver Talent and Performance Management programs across the whole company in order to enable effective management of talents by embedding core business processes that ensure Dreher is attracting, retaining and developing motivated people who deliver high performance and are succession for the future; • Psychometric testing for selection, developmental purpose within company; • Responsible for direct sourcing for key positions at Dreher Breweries.

Based on Dreher Breweries business needs I'm responsible for finding the most suitable candidates and execute the selection process considering the company's workforce selection strategy. • As a main administrator manage and improve the company e-Recruitment system (http://karrier.dreherzrt.hu); • Introduced and implement SABMiller’s direct sourcing methodology and tool (LinkedIn); • Psychometric testing for recruitment and development purposes; • Design and conduct Assessment and Development Centers; • Work on the Employer Brand of the company through online\social media based solutions.

Beside my theoretical education at the university I have worked in part time, in order to gain some professional experience and to learn more about the human resources economic systems and subsystems. I have prepared the investigation presented in my theses for the company. My tasks included: supporting the HR partner/business group’s activities; helping the educational and training expert; administrative activities; selection of the employees (interviews CBI, competence assessment within the scope of Assessment Centers); keeping the talent pool up to date; testing the applicants, keeping in touch with them; harmonizing the neural network model of prediction for good standing/suitability related to the computerized aptitude test-system (Vienna Test System).

My theses is about an Organizational Diagnostic tool development and validation - for a newly developed organizational operating model and the related diagnostic tool created by Corporate Values - a hungarian based consulting company. The tool SzerDa - is an online diagnostic tool with a comprehensive approach regarding organizational operations - assess 7 areas (Individual/Group/Organization - Innovation - Goals - Culture - Operations - Results - Core Processes) with 55 questions.

Specialized in work and organizational psychology and in educational psychology; Certified teacher in Psychology. The title of my theses: Testing the predictor validity of some tests from the Vienna Test System concerning the good standing/suitability of physical workers.