NEWSLETTER,	
  SEPTEMBER	
  2012
Read	
  About
HR	
  Manager	
  of	
  the	
  month	
  -­‐	
  Bianca	
  Potyesz
IESF	
  Glo...
A	
  young,	
  cheerful,	
  idealis>c	
  and	
  op>mis>c	
  person!
Since	
   gradua>ng	
  from	
  the	
  Faculty	
  of	
 ...
IESF	
  Global	
  Meeting	
  
Milan	
  2012
Kilpatrick	
  Executive	
  Search	
  is	
  the	
  exclusive	
  member	
  of	
 ...
Kilpatrick	
  Romania	
  Summer	
  Teambuilding
This	
  July	
  Kilpatrick	
  Romania	
  had	
  a	
  summer	
  team	
  bui...
RecruFng	
  in	
  Russia
Due	
  to	
  our	
  team’s	
  skills	
  in	
  foreign	
  languages	
  (covering	
  English,	
  
G...
Kilpatrick	
  in	
  the	
  www.
Kilpatrick	
  on	
  Twitter	
  -­‐	
  http://twitter.com/kilpatrickes
Kilpatrick	
  on	
  ...
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HR Manager of the month

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A short preview on my work as a HR Mnager.

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HR Manager of the month

  1. 1. NEWSLETTER,  SEPTEMBER  2012 Read  About HR  Manager  of  the  month  -­‐  Bianca  Potyesz IESF  Global  Mee>ng  -­‐  Milan Kilpatrick  Romania  Summer  Teambuilding Recrui>ng  in  Russia
  2. 2. A  young,  cheerful,  idealis>c  and  op>mis>c  person! Since   gradua>ng  from  the  Faculty  of   Psychology  in  2001,  life   has  had  a  lot  of  pleasant  surprises  in  store  for  her.  She  has  had   a   straighLorward   professional   track,   filled   with   professional   achievements  and  her  moPo  in  life  is  “Carpe  diem!”. ATer   having   turned   down   a   posi>on   of   University   teacher,   Bianca  began  by  working  in  an  extremely  sensi>ve  and  unique   environment,  that  would  test   anyones  emo>ons  –  the  former   Centre  for  Foster  Care  in  Timisoara.  There  she  first  worked  as  a   psychologist  and  then  as  a  coordinator  for  Phare  projects.   Her   human   resources   career   began   in   2006   when   she   was   offered  the  opportunity  to  work  in  a  large  organiza>on,  with   over  100  employees  where  she  could  apply  her  organiza>onal   psychology  and  HR  processes  knowledge.  It  was  her  launching   path   to   a   new   world,   the   world   of   human   resources.  Since   then  she  has  worked  with  different  organiza>ons  which  had  up   to  300  employees,  in  different  industries  and  has  faced  all  the   challenges  this  entails.   People  around  her  say  that  Bianca  is  a  young  and  enthusias>c   manager,  with  a  lot  of  posi>ve  energy,  who  always  manages  to   find   a  balance   in   her   rela>onship   with   employees   so   that   it   becomes  a  win-­‐win  situa>on  for  everyone.  She  is  crea>ve,  she   puts   a   lot   of   passion   into   the   work   she   does,   which   is   highlighted   by  the   results   that   she   obtains.  Her  training   as  a   psychologist,  and  in  the  near  future,  as  a  psychotherapist,  is  a   definite   advantage   in   the   way  she  relates  to  people.  She  has   good  communica>on  and   nego>a>on  skills,  and  she  is  a  born   leader  who  can  take  an  en>re  organiza>on  to  the  point  where   she  wants  it  to  be! Currently  she  is  the  HR  Manager  of  Life  Care  Corp  in  Timişoara,   the   brand   name   for   BIO   in   Romania.   The   company   sells   cosme>cs,   therapeu>c   products,   food   supplements   and   cleaning   products,   all   being   organic   products,   or   are   made   with  natural  ingredients.  The  dream  and  mission  of  Life  Care  is   to  create  the  largest  interna>onal  organiza>on  where  anyone   can  be  healthy,  prosperous  and  have  the  sa>sfac>on  that  they   have  contributed  to  a  bePer  life  for  the  people  around  them  at   the  same   >me!   Bianca   genuinely  believes   in   the   dream  and   mission  of  this  company,  which  is  what  made  her  accept  their   proposal  for  collabora>on  in  2010.   The   values   which   guide   Bianca   in   her   professional   (and   personal)   life   are   self-­‐respect   and   respect   for   the   people   around   her,  along  with   her   passion  for   what   she  does  every   day! “Kilpatrick  is  a  reliable  partner  for  any  HR  manager.  They  are  a   company   of   professionals,   they   deliver   what   they   promise   within  the  appointed  deadlines,  you  can  develop  a  rela?onship   with  them  which  goes  beyond  business  and  this  does  not  affect   the  quality  of  their  contracts!  They  have  always  been  there  for   me   from   the   moment   I   first   met   them!   They   deliver   professionalism  above  all  else!”                 HR  Manager  of  the  month Bianca  Potyesz Business  experience: • 2  years  in  HR   Management   i n   t r a d i n g   automo>ve   p a r t s   a n d   accessories • 2  years  in  HR   Management   in   IT  industry     (customer-­‐ o r i e n t e d   soTware). • Present   HR   Management   in  Retail  industry   Field  of  experCse: • Recruitment  and  selec>on • HR  processes  design • Training  design  and  delivery • People  and  Organisa>onal  Development • Organisa>onal  and  Clinical  Psichology   • HR  strategy  
  3. 3. IESF  Global  Meeting   Milan  2012 Kilpatrick  Executive  Search  is  the  exclusive  member  of  the  International  Executive  Search  Federation  (IESF)  in  Italy,  The  Netherlands,   UK   and  Romania.  Kilpatrick  has  been  the  Federation’s  member   since  its  begging  in  2002.  Since  then,  the  IESF  became  the  largest   international  executive  search  federation  of  its  kind  (Search  Consult  2007)  and  Jacob  Hoekstra,  the  Managing  Director  of  Kilpatrick,   the  Joint  President  of  IESF. This  year  IESF  celebrates  its  10th  Anniversary,  a  special  occasion   for   all   IESF  Partners  around  the  world.  For   this  reason  a  special   event   has   been   organized   in   Milan,   Italy.   Alongside   IESF’s   anniversary  Annual   Global   Meeting,   Partners   and   Clients   will   join   in   exclusive  client  event.  The  client   event  has  been  organized   by  IESF’s  Partner   in   Italy,  Kilpatrick,  and  is  aiming  to   bring  together   international  clients  and  experienced  executive  search  recruiters. The  event’s  theme  will  be  “Think  Digital  -­‐  Act  Analog”.  The  event’s  key  speakers  are  Lorenzo  Montagna  (CEO  of  Yahoo@  Italy),  Jacob   Hoekstra  (JP  of  IESF),  Marco  Galbiati  (HR  LOB  Director  of  SAP),  Vlad  Bog  (HR  Director  of  Microsoft),  Peter  Hagglund  (Founder  of  Lead   2  Learn)  and  Filippo  Abramo  (President  of  the  European  Association  for  People  Management).  The  focus  of  the  event  will  be  on  how   innovation  is  important  in  all  the  aspects  of  our  life,  but  mostly  our  business.  In  a  world  of  digital  development,  innovation  is  now  a   requirement  on  a  personal  and  professional  level.   The  event  will  take  place  on  Thursday,  the  13th  of  September  and  attendance  to  the  event  is  by  invitation  only. For  more  details  visit: www.kilpatrick.eu www.iesf.com
  4. 4. Kilpatrick  Romania  Summer  Teambuilding This  July  Kilpatrick  Romania  had  a  summer  team  building  party   in   Brasov.   The   event   reunited   the   company's   shareholders   with  the  teams  from  Bucharest  and  Timisoara.  The  teams  had   a  great  week-­‐end  together  full  of  adrenaline,  fun  and  joy.   The  company  booked  a  very  elegant   and  welcoming  villa  only   for   its  team,  near  Brasov.  The  ski  liTs   and   the   Bunloc   ski   slope   were   very   close,  so  in  our  last  teambuilding  day   the  team  decided  to  make  the  trip.  A   few   of   the   brave   girls   even   tried   paragliding  from  the  hill. Brasov  was   not   really  the   target,   so   not  much  >me  has  been  spent  there.   A  one  night  tour   was  enough  for  the   team  to  enjoy  the  city  centre  and  see   the  beau>ful  Black  Church.   A   team   of   adrenaline   junkies   could   not   have   missed   PARC   AVENTURA,   a   place   of   maximum   fun.   Tree   climbing   is   an   extreme  sport  and  to  prac>ce  it  you  need  to  respect  the  rules.     There  are  six  tracks  to  be  explored:  green,  blue,  purple,  yellow,   red   and   black  with   different   levels  of   difficulty.  A  track  may   include  alpinist   ladder,  flying  trapeze,  flying  fox,  long  bridge,   power   rings,   climbing   footbridge,   liana,   bicycle,   acroba>c   crossing,  hand  bridges  and  zip-­‐lines.  The  plaLorms  are  higher,   reaching   2-­‐8   meters,   pitching   and   rolling  being   guaranteed.   Also  part  of  the  team  tried  a  zip  line  over  the  lake  near   by,  a   perfect  place  to  lose  sunglasses  or  to  be  eaten  by  “crocodiles”. The   tour   takes   three   hours,   so   the   team   was   able   to   do   different   tracks,   with   different   degrees   of   difficulty,   and   of   course  the  lake  zip  line.  Each  track  was  different  and  exci>ng,   as   you   were   geong   higher,   and   higher   above   ground.   The   funny   thing   is   that   you   cannot   quit   or   stop,   and   you   have   to   really   push   yourself   even   when   you   think   that   you   can't   do   it   anymore.   Being   >red   and   hungry,   Poiana  Brasov  seamed  lie  a   good   op>on   for   a   typical   Romanian   lunch   at   Coliba   Haiducilor.   ATer  that  some  s>ll  hungry   for   adventure   went   on   a   ATV  trip  in  the  mountains. What   bePer   way  than  a  barbeque  party  to  and   the  day,  and   celebrate  a  colleague’s  birthday. A  team  that  loves  challenges  proved  again  that  it  can  adjust  to   any  condi>on  and  just  enjoy  the  ride.   Contributed  by:  Adelina  Rosca Country  Manager Kilpatrick  Execu>ve  Search
  5. 5. RecruFng  in  Russia Due  to  our  team’s  skills  in  foreign  languages  (covering  English,   German,  Russian,  Italian   and   French)   the  Romanian   office  of   Talent  Works  Interna>onal  is  able  to  deliver  talent  acquisi>on   services  almost  anywhere  in  the  world.   One   of   the   regions   we’ve   been   present   in   right   from   the   establishing  of  the  company  in  Romania  in  2010  is  that  of  the   Russian-­‐speaking   countries.  In   one   of   our   previous   numbers   we’ve   already   talked   about   a   Business   Intelligence   project   focused  on  the  quality  of  life  for   expats  in  Turkmenistan  and   Uzbekistan.  With  that  project  we  helped  one  of  our   clients  in   the  steel  industry  to  decide  which  of  the  two  countries  would   be   more   aPrac>ve   for   opening   a   new   office   and,  using   the   informa>on  in  our   report,  aPract  experienced  managers  from   Europe  to  that  region.   In  this  issue  we’ll  discuss  about  TWI’s  Talent  Pooling  service. We  are  defining  a  Talent  Pool  as  a  group  of  people  with  whom   an  employer  maintains  a  direct  individual   rela>onship  for  the   purpose  of  future  employment.  At  its  simplest  form,  it  means   maintaining   and   managing   a   fully-­‐fledged   candidate   community   segmented   by   such   things   as   geography   and   professional  skills. This   type  of  service  is  very  useful   for   companies  that   have  a   constant   need   of   hires   for   a   specific   region   or   func>on,   or   need  to  hire  a  large  number  of  candidates  for  similar  roles  in  a   par>cular   moment.   Owning   and   managing   a   talent   pool   in   these   cases  is  far   more  cost   effec>ve  and   allows  you   to  stay   ahead  of  the  compe>>on  and  to  support  an>cipated  growth. In   this   par>cular   project,   our   client,   a   consumer   goods   company  with  opera>ons  in  more  than  165  countries,  ac>ve  in   the   category  of   household   and   personal   care   products,   was   planning  to  rump  up  their  business  in  Russia.  In  order  to  do  so,   their  main  focus  was  on  enlarging  and  reorganising  their  sales   structure,  for  a  bePer  presence  in  the  territory  and  for  a  more   efficient  and  clear  organisa>onal  chart.   We  had  the  double  role  of  geong  a  clear   view  on  their  main   compe>tors   (organisa>onal   chart   of   sales   departments,   benefits  offered  to  employees  and  way  of  managing  their  sales   ac>vi>es   all   over   Russia)   and   building  a  talent   pool   of   sales   people  coming  from  those  compe>tors,  candidates  that  could   be  poten>ally  interested  in  a  career  change  in  the  future.   The  posi>ons  in  their   internal  structure  for  which   they  had  a   constant   need   of   candidates   were   those   of   Regional   Sales   Manager,   Key   Account   Manager,   Na>onal   Key   Account   Manager  and  Sales  Director.       First   of  all   we’ve  built  a  complete  list  of  companies  opera>ng   in   the   same   market   segment   in   Russia   and,   analysing   it   together  with  our  client,  considering  their  dimension,  financial   details,  influence  in   the  market   and   other   important  criteria,   we  agreed  on  a  list  of  10  most  appropriate  companies  to  map.   ATerwards   we   proceeded   to   the   iden>fica>on   and   approaching  of   sales   people   working  in   those   10   companies   that   could   be   suitable  for   the   four   roles   to   be   mapped   and   reached  a  number  of  254  names.  While  approaching  each  one   of  them  for  poten>al  career  changes,  besides  data  about  their   professional   experience,  exper>se  and   future   plans,  we  also   sourced   informa>on   about   their   current   repor>ng   level,   number   of   colleagues,   posi>on   in   the   organisa>onal   chart,   benefits   received,   career   growth   opportuni>es   with   their   current  employer  and  other  details  that  could  help  us  achieve   our  goals. The  main  difficul>es  in   doing  so  where   related  to   iden>fying   and   approaching   passive   candidates,   people   that   are   not   ac>vely   looking   for   new   job   opportuni>es   and   are   not   that   visible  online,  but  s>ll  have  an  important  role  in  the  evolu>on   and  progress  of  their  current  employers.   However,   due   to   our   exper>se   in   this   field   and   specific   methods  related  to  passive  candidates  recruitment,  by  the  end   of   the   project   our   client   received   a  complete   report   on   the   sales  structure,  reten>on  policies  and  benefits  offered  to  sales   people  coming  from  their  main  10  compe>tors  and  benefited   also  from  a  large  talent  pool  with  prospec>ve  candidates  to  be   approached  at  any  >me. Contributed  by:  Silvia  Mancos Talent  Acquisi>on  Specialist Talent  Works  Interna>onal Project  in  numbers: 20  days 4  sales  roles 10  target  companies 254  iden6fied  candidates 68  CVs  sent
  6. 6. Kilpatrick  in  the  www. Kilpatrick  on  Twitter  -­‐  http://twitter.com/kilpatrickes Kilpatrick  on  Linked  in  -­‐  http://www.linkedin.com/company/kilpatrick-­‐executive-­‐search Kilpatrick  on  Facebook  -­‐  hOp://www.facebook.com/KilpatrickES The  Kilpatrck  Website The  new  Kilpatrick  website  has  been  launched  -­‐  www.kilpatrick.eu For  more  details  please  contact  Laura  Cruceru  at  laura.cruceru@kilpatrick.eu

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