Edina Kőmüves

Leading the HR function and processes of the site and partnering with leadership to support company growth, strengthen culture, and enhance employee experience.

• Creating and redesigning HR strategy in support of achieving site mission & vision.
• Workforce management -maintain 100% headcount coverage.
• Managing employee engagement activities.
• Transforming HR processes with a new approach.
• Development of onsite Communication plan.
• Implement and coordinate HR-driven training plan and agenda.
• Provide coaching to SMT members to enhance senior role modelling.
• Managing the Morgan Engineering Academy.

• Manage HR Department of (2 colleagues) 3 factories (different legal entities with the same ownership background) of Versele-laga Group.
• Working out HR strategy in line with the Company’s strategy.
• Working out culture changing projects.
• Supervision of the outsourced payroll.

• Support the managers of the Business Administration area in HR related topics (R&D, Quality, Purchasing, IT, Finance, Controlling, HR – 250 employees).
• Support HR organizational restructuring process.

Manage the plant’s Talent Management Agenda and Team of 2.

• Managing of Recruitment-selection, Onboarding and Employee development,
• Managing the local talent management and succession planning process,
• Ensuring the right number of employees for the business goals (management of external companies, tendering),
• External and internal communication appearances related to the area,
• Holding internal trainings
• Planning and monitoring of HR costs and KPIs,
• HR project management: HR process reviews and development, Employee satisfaction survey, Expert program, Workforce availability, Skill matrix, Buddy and Onboarding programs
• Implementing of HRIS (Successfactors Recruitment, ONELearning and Talent module),
• Development and consolidation of Talent Management team.

Representing HR in front of the local and global management from Nov 2021 until Oct 2022.

Provide professional support for managers and employees, and give guidance in every HR processes and activities (SPOC).

Supports various Human Resources activities, ensuring the quality of services provided, including, but not limited to:

• Coordinated recruitment to maintain full headcount at the site.
• Ensure the development of employees in line with the individual development plan and the company’s training plan.
• Managing the annual employee engagement with action planning.
• Managing Talent Review process and meetings.
• Supporting the Floor Care Factory’s collective redundancy process.
• Ensuring compliance with global and local policies.
• Managing the annual salary review process.
• HR project management.
• Budgeting process.
• KPI, HR metrics management.

Support the senior management in HR related questions during the absence of the HR manager (6 months).

• Managing overall HR activities (labour law related issues, recruitment, reporting, HR systems).
• Managing the company’s learning& development activities.
• Leading the preparation for audits to ensure compliance.
• Working out the recruitment strategy, selection, induction programs.

• Responsible for the whole blue-collar end-to end recruitment.
• Managing the recruitment marketing activities.
• Working out processes and policies related to the recruitment.
• Supervision of the whole recruitment activity from 2015 (got promoted from assistant to specialist).
• Hiring 950 blue collar employees in a year to start the 2nd factory.