Helga Kaszás

Peoples Culture Director @Metro Cash and Carry

Hungary

Helga Kaszás is a seasoned professional currently serving as the People's Culture Director at Metro Cash and Carry company. Throughout her career, she has displayed a keen understanding and application of human resources, strategic planning, and employee engagement strategies. Helga's role at Metro Cash and Carry underscores her commitment to nurturing a positive and productive workplace culture. Her expertise lies in developing and implementing HR strategies that support business objectives, fostering an environment of growth and continuous learning. Helga is known for her ability to improve employee performance through her innovative and dynamic approach to people management. She is a key figure in shaping the company's culture and ensuring it aligns with its overall mission and vision.

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Network Power<100 people

Roles

💸50%

Marketing

✔️50%

🧑‍💼50%

C-level Executive

Geos

🇭🇺100%

Hungary

Work Background

METRO MagyarországPeople & Culture Director

Aug. 2022HungaryResponsible for P&C activities around Employee Experience Life-Cycle.

METRO MagyarországHuman Resources Director

Jun. 2021 - Jul. 2022Budaörs, Pest, Hungary

METRO MagyarországHead Of Human Resources

May. 2020 - Jun. 2021Budaörs, Pest, Hungary

VodafoneLearning Development Manager

Dec. 2017 - Jan. 2020Budapest, Budapest, HungaryTo lead the L&D impact team VSS Europe and ensure delivery of induction, functional and leadership capability development across VSS Budapest and VSS Romania.

Eurest HungaryDirector HR

Dec. 2010 - Dec. 2017BudapestDemonstrated ability in Human Resources Management and Organization Development. Wide range of experiences in all facets of HRM, extended by practice in marketing and communication especially in a VUCA environment. Responsible for the complex HR function of the company. Focus on strategy planning and organisational development and flexibility: 2017: Management development (in house developed curriculum, toolkit, development plan) focus on individual approach and real needsAttract and integrate divers employee groups. Focus on retention: discover new and improve existing communication channels, develop line-managers leadership skills. 2016: Internal classroom and on-site cook training for kitchen helpers, special master training for chefs, organise learning-circles. Vocational program, scholarship. 2015: change management and front-line incentive scheme (corporate best practice: from server to seller). Career and succession planning (MyOpportunity) Adapt the corporate training and development programs. Leadership and management technique training for unit managers. Honors and Awards: 2017 - Responsible Employer: "The most creative career opportunity" 2016, 2014, 2012 - Positive about Disabled 2012 - HR Oscar „ The Best HR-Team“ 2011 - Dolphine Award During the employment I had to opportunity to develop myself as a supervisor, which enrinched my leadership toolbox.

Eurest HungaryMarketing-communication Manager

Mar. 2009 - Dec. 2010Budapest, HungaryDiscovering myself in a new and trendy field, which requires out-of-the-box-view, flexibility and understanding customer's view. New experiences and skills gained in the following fields: Marketing - Brand development - Partner Retention - Loyalty Programs PR - internal and extrenal communication - CSR

Eurest HungaryHuman and Organizational Development Manager

Feb. 2004 - Dec. 2006Budapest, HungaryAll kind of HR activities, especially Organization Development (knowledge management, performance management, DACUM and HAY job-evaluation/rating, management development, organization fittness review) and common HR activities (recruitment,remunerations, industrial relations). Responsible for Public Affairs too.

Musashi Europe GmbHHR Manager

Dec. 2002 - Jan. 2004HungaryI was responsible to implement the plant's complete HR-strategy and set up HR-processes in a green field environment.

Philips Assembly Centre HungaryHR generalist

Jun. 2000 - Dec. 2002Székesfehérvár, HungaryI joined to the SAP implementation projekt team as a training officer. After the successfull implementation I learned the processes, the way of thinking and working of a multinational company and acquiered new skills. As an HR generalist I was accountable for - the implementation of a new performance management process, - development of white collar staff - training of blue collar staff - job evaluation and relevant grading - HR controlling - recuitment for white collar (especially procurement) positions

Brunswick Bowling Products LLCExecutive Manager Assistant

Jan. 1997 - Jan. 2000As executive assistant my daily task was to support the MD's and management team's everyday work. I was responsible for the Y2K-project. My work was acknowledged by the Flexible Manufacturing Award of the Company.

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