Sana Griguer

• Guided clients through complex HR matters using expertise in employment law and employee relations.
• Oversaw high-volume annual recruiting processes, from defining job descriptions to onboarding candidates.

Define HR strategy and policies, with harmonization and alignment of HR practices;

• Create training centers to cover the needs in the regulatory, technical, managerial and practical (OJT) domains, in the different airports according to "Swissport Formula"
• Human Capital Development: recruit and integrate more than 1000 employees in 08 stations, national and international mobility, talent management and succession planning, skills matrix, compensation and benefits, communication;
• Change management: new organization of work "Swissport 2020", successful integration of employees formerly employed by the outgoing handler;
• Social policy: Animate and consolidate the social dialogue, negotiate with the personnel representative bodies (trade unions, works council, local authorities ); Implement the social report, HR procedures and performance indicators.

• Devised and implemented successful employee retention strategies, including improved exit interview and onboarding procedures.
• Led annual salary reviews, talent reviews, succession planning and performance management.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Planned, organised and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Updated HR policies and documentation in line with legislative developments and GDPR requirements to ensure compliance.
• Advised top management on appropriate employee corrective actions.

• Managed full recruitment lifecycle of job adverts, applicant vetting and new employee onboarding (130 collaborators)
• Establish a training-plan in line with global HR and group strategies (Can-Pack Poland) for technical teams abroad to ensure the start of production units in Morocco
• Improved employee productivity and organizational effectiveness by reviewing processes to ensure optimal HR service delivery.
• Maintained compliance with all local, county and national laws, as well as established organizational standards.
• Improved employee productivity and organizational effectiveness by reviewing processes for optimal HR service delivery.
• Advised top management on appropriate employee corrective actions.
• Delivered consistent and reliable service through overall administration, planning, coordination and evaluation of HR functions.
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• Decline the group's strategy in terms of organizational development and change management of the company:
• Analyze actual organizations, formalization of HR process, profiling candidates to recruit, identify needs in terms of recruitment, mobility, and promotion in collaboration with the managers
• Upgrade the system of fixed and variable compensation ensuring internal and external equity
• Lead the development of dashboard HR
• Ensure management and professional development team.

• Implement a system of career management and mobility
• Establish a new system of fixed and variable compensation, ensuring internal and external equity
• Implement a system for detection, development and managing talent
• Concurred with department managers to forecast future hiring needs and requirements.
• Designed and modified recruiting procedures to cater to applicant needs.

• Manage and analyze business operations and implement action plans with monitoring the implementation