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Work Background
Institute for Workplace Psychosocial Health and PerformanceCo-Founder Institute for Workplace Psychosocial Health and Performance
Nov. 20221.Why we are here? Our mission is to increase awareness, knowledge generation, sharing best practices, and capacity building for creating stronger Workplaces Psychosocial health for all: employees and employers. Specifically, our actions and tools will support interested stakeholder organisations, to becoming more prepared to understanding the workplace psychological factors and their risks on their employees’ quality of lives and to succeed to act and put their people wellbeing first in their businesses. 2.What we believe? We believe that promoting psychosocial health in the workplace not only benefits individual employees but also leads to a more productive, engaged, and performing organization. 3.Why Psychosocial health and Performance? We think that the traditional approach to workplace Psychosocial health has been limited a long period of time to physical safety and basic medical care. However, we believe that the mental and emotional health of employees is just as important as their physical health. We sustain a paradigm shift by providing organizations with a Workplace Psychosocial Health criteria's, tools and resources to teach them how to understand and to prevent Psychosocial risk factors.
4.How we chose to achieve our commitments?
Evidence-based approach: Our solutions/tools are based on the latest scientific research and evidence-based best practices. We use diverse methodologies to assess workplace psychosocial risks and develop effective solutions.
Holistic perspective: We take a comprehensive approach to workplace health, considering a sum of psychosocial health standardized factors including the physical, social, and psychological dimensions of the workplace environment.
Expertise: Our team includes highly experienced and qualified professionals from a range of disciplines, including psychology, occupational health and safety, and organizational development. We have extensive experience working with a variety of industries and organizations.
LogistikonAi I Dreambuilders team People Strategist & Companies Transformation Advisor I INTEGRATED BUSINESS ADVOCATE
Jun. 2022EuropeMy professional experience is the result of a deep understanding of business processes, hands-on experience in taking companies to the next level and in-depth applied experience spanning over 5 generations, 50 different cultures, culminating in a unique formula blending together business acumen, empirical thinking, people experience and transformational empathy. (business/organizational processes/ people)
My journey is fuelled by understanding that the truth does not need to be harsh or painful, and that any businesses' most important resource is the human element.
PURPOSE: Legacy through Education (Growth) and Innovation.
VISION: Positive impact for businesses and people by addressing (building/fixing)the processes on all organizational levels. OBJECTIVE: Harness your full business potential by establishing a healthy synergy that nurtures the growth of your human resources and business processes. Together we build the environment in which your business and employees will thrive.
You will have real customized tools and tactics to increase productivity, optimize process efficiency and improve
your employees engagement, retention, meaning at work and playfulness.
Romanian Diversity CharterMember of Romanian Council Board
Jul. 2021Sectorul 1, Bucureşti, România
AmberInternational Head of People Operations
Jul. 2020 - Jun. 2022Bucharest, RomaniaLed People Operations function for all Amber sites : EU, US, CA, LATAM,, Asia building talent and organizational effectiveness
Kingfisher Group | Brico Depot RomaniaHead of Talent Management, Grows & Organizational Development
Dec. 2018 - Jul. 2020Romania
Enel RomaniaHR People Capabilities & Development Lead
May. 2011 - Nov. 2018Bucharest, Romania-Deliver exceptional customer experience using out of the box team thinking; from corporate identity and advertising projects, to business process and resources optimization.
Coordinate local and international projects on complex HR topics -Develop and implement the country HR organizational development strategy align with the global ones, ensuring the achievement of company strategic objectives integrating a state company in a global private ones including: recruiting and attracting best fit employees, creating succession plan and actions for its implementation, identifying talents and create a retention strategy for them, having a clear training plan linked with ROI and business goals, map job competencies and creating career path, creating performing teams, introducing a Performance management process , having awareness on Employer Brand and change the culture mindster from “consumer” to “client” and introducing Digitalization and Agile Way of work.
-Understand the relationship between operational effectiveness, corporate strategy and customer satisfaction. Measures the processes life cycle and their improvements initiatives as well as their cross-functional performance. Balance systems technical capability with operational costs, market demand and risk management. Recognizes and undertakes opportunities for process innovation and removes obstacles (technical or cultural if any) to process-focused management. Motivate functional managers to focus on business results and process customer objectives.
# Performnace Management process and systems# working in international projects#Climate Survey#YoungGeneration atrractiong and integration plan# Diversity and Inlcusion# Learning Academies:sales,innovation,safety,HR# Lean Fundamentals and BPM#Career path and individual development;#Digitalization and implementing an Agile Culture#human capital management#stakeholder management
MedaProdHR Director
Jun. 2010 - May. 2011Bucharest, RomaniaSustain the company strategic objectives by leading HR Department, develop management team competencies, identifying Hi-Po for production team and sales force and implementing a proper Performance management system.
• Be part of creating mission/vision/values/performance drivers and linked them with a Performance Management System • Prepare management team with proper tools and language in order to sustain a decentralized organizational culture instead of actual “power culture” • Overviews current situation on employee and management competencies and ensure the alignment to company performance drivers. Ensures proper resolution of under-performance.
• Ensure appropriate communications among stakeholders #production business#FMCG #change culture#salesforce effectiveness#align business strategy with HR kpi#
Smartree Romania & Mystaff IT software company Shared Services Lead & HR Group Director
Aug. 2009 - Jun. 2010BucharestSustain the companies group objectives by creating and leading HR processes and practices inside the group, at all companies level, preparing it for M&A.
Actively participate in the diligence process for selling the companies from the Smatree Group. Prepare all data necessary for stakeholders and negociation. Ensure consultancy and expertise for strategic clients of the group, in order to implement HR systems and processes at high quality standards.
• organizational structures and (re)design; • performance management system & tools • HR metrics • Cultural change
• Agilization #HR metrics#ROI#Due Dilligence# strategic negociation#cultural change#Agile sulture implementation# VUCA#organizational redesign# BPO#
Sensiblu and Mediplus- A&D Pharma Holdings- Retail and DistributionLeadership and Organizational Development Director
Jun. 2008 - Aug. 2009Leading the design and development of the A&D Pharma organization group model in order to enable and facilitate the delivery strategic global objectives.Ensuring the development and implementation of appropriate professional programs and systems for pharmacists and sales teams top performers and hi-potential; managing staffing, training, career management, and introducing a new Performance Management System and compensation& benefit frame. Develop a culture of cross functional cooperation, with the HR group and across all functions of the company.Develop a retention strategy for decresing turnover (18% decrese/year after1 year from its implementation) #integrating distribution and retail#FMCG model#retaining pharmacist#decreasing turnover# pharma business#restructuring#conp&ben system and frame# creting international teams# working intrenationaly Managing a great HR team: #human capital management#stakeholder management staffing, training, career management, Performance Management System
Sensiblu Romania - part of A&DPharma Group- Retail divisionHuman Resources Director
Sep. 2007 - Jun. 2008Leading and measuring the development and implementation of specific and realistic recruitment and retention methods, employee relations programs and systems; recommending appropriate organizational structures; leading the development and implementation of appropriate professional development and employees related communication policies, programs and systems. Managing and building a performing HR team which become a partner for business and a trustful advisor for employees.
GTS Telecom RomaniaHR Manager
Oct. 2006 - Sep. 2007• Managing the development of effective and highly motivated teams based upon business needs, to the benefit of external customers, shareholders and employees themselves.
• Create and implement the retention strategy for key people inside the company
• Respond to business needs and preserves across the company the equity, consistency and efficiency within the use of policies and processes by providing coaching and advice to internal departments’ senior management on them.
- Paticipating in the first due diligence process organized for the company selling in Romania.
#internet provider# internet transportation#engineering# due diligence#organizational redesign
Vodafone RomaniaHR Business Partner Manager
Jun. 2005 - Oct. 2006Bucharest, Romania
ConnexHR Organizational Development Consultant & Coach
Oct. 2002 - Jun. 2005-Counseling directors, managers and employees on various subjects including professional development, career planning, organizational alignment,performance management
-Coordinating Business Process Management at company level as team
-Participating in assessment centers for management positions
-Providing support for strategy and development planning for managers and teams
-Vendor Management for external training companies Identifying training needs for internal clients and offer solutions to meet requirements
-Developing and delivering of in-house training programs;Implementing development projects as:Performance Management, Business Process Management,Competency Models –Career Architect, Learning Resource Center,Assessment Center, Self Managed Learning Groups,Quality Circles, Career Counseling, Succession programs,Management Development programs, Creativity Programs,360 degrees projects; e-learning programs, Intranet HR page design and maintenance; Employee Opinion Surveys;
ConnexTraining and Development Specialist
Oct. 2000 - Oct. 2002Sustain company culture and delivred tools for management and employees in order to make their work easy.
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