Elif Cakir Bulut

• Managing a team of 3 direct reports; 1 talent acquisition executive, 1 people operations executive and 1 people partner
• Setting and executing people programs and policies of a company with 150+ direct head count and 450+ indirect head count (outbound call center agents) in 9 different countries across GCC an APAC regions
• Designing and delivering end to end people programs and policies, from talent attraction to hiring, from onboarding to performance management, from career management to development, from talent review to succession planning, from sustainable engagement to manager effectiveness, from employee relations to offboarding
• Ensuring overall health of the organization through designing a tailor made robust lob leveling and career architecture
• Kicking off quarterly goal setting and cascading cycles; implementing quarterly performance reviews with a combination of OKRs and 360 degree evaluations
• Monitoring developmental targets and assignments of team members to be promoted; organizing career committees to discuss and vote the promotion / progression of nominated team members
• Maintaining the competitiveness of Justlife's pay policy across all markets that it operates and employs talent
• Conducting regular health check of bonus schemes for sales and operations roles
• Optimizing total rewards portfolio with monetary and non monetary reward elements such as health insurance, remote work allowance, perks, personalized learning and development budgets, extra paid time off policies, etc.
• Embedding company culture and values across all touchpoints with team members
• Analysis of key engagement drivers of different personas; developing an overarching employee engagement strategy, creating an implementation roadmap and bringing implementation actions into life in collaboration with department heads and engagement partners from each department
• Responsible for generating periodical reportings to senior leadership such as turnover, employee demographics, gender pay gap, probation performance, etc
• Admin of HR tech platforms such as BambooHR (employee info management), Leapsome (end-to-end talent management platform) and Bayzat (UAE specific benefits administration platform)
• Deploying company wide EVP (employer value proposition) to Justlife's social media communication
• Designing and delivering Justlife's Linked In communication plan on a monthly and quarterly basis
• Monitoring social media performance of Justlife Linked In account with respect to competitors.

• Periodical Data Collection, Data Accuracy and Senior Management Reporting Activities
• Head Count - Labor Cost Reporting (Monthly, Quarterly) Mid Term Planning - 3 Year Horizon Staffing Scenarios
• Unit Labor Cost Surveys, Cost Competitiveness Analysis across Renault Group manufacturing plants
• Annual Budget Planning Process, in terms of head count, labor cost and salary increase plannings at company wide
• Liaising with business functions to determine their 1year forecasts for head count
• Comprehensive internal and external compensation analysis to study alternative salary increase scenarios
• Labor cost simulations to keep labor cost competitive with respect to revenue
• Championing Job Leveling, Job Architecture and Job Family Analysis across the company, keeping Job Catalogue up to date
• Span of Control Optimization with respect to current and future organizational needs
• Turnover Management, on time reporting, action planning and follow up to be periodically reported to senior management
• Participating benchmarking surveys at Korn Ferry, Mercer and Willis Towers Watson
• Conducting salary review campaigns, running internal and external equity analysis
• Designing and variable compensation scheme, implementing the plan based on business, functional and individual KPIs
• Flexible benefits program design, portfolio management, and vendor management.

• High level policy setting and end to end process design for white collar talent acquisition (from job posting to the end of onboarding program) processes
• Designing high level principles, detailed process steps, tools and documents for in house recruitment; aligned with company's current and future talent strategies and needs
• Designing and delivering internal trainings to upskill relevant stakeholders to adapt to the new recruitment process
• Co-working with 3rd party vendors to align hiring tools (personality tests, skill tests, language tests, etc.) with Groupe Renault's values and leadership framework
• Experience mapping to ensure a continuously improving candidate experience
• Designing and coordinating recruitment marketing initiatives with 3rd party vendors, leading campaign management and talent pooling processes for critical positions
• Designing high level principles, detailed process steps and working tools for in white collar onboarding process (from acceptance of job offer to end of 6th month at the new job); aligned with company's technology infrastructure
• Performance monitoring of entire talent acquisition process; from talent attraction to onboarding
• Reporting performance results on a quarterly basis (cost-quality-satisfaction parameters) to senior management
• Introducing the concept of

Design and implementation of large scale and integrated talent and rewards projects; such as:

• Building career infrastructure and career management policies, defining critical roles and career paths
• Performance management process design and linkage with other HR programs
• Manager effectiveness; design and implementation of manager training programs
• Behavioral and Functional competency modelling design and linkage with talent assessment solutions
• Recruitment and onboarding process design; with required assessment tools and communication kits
• Succession management; name to box and talent pool approach process design for talent review meetings; developing and monitoring process success measures
• Talent analytics, workforce planning, organizational design and norm staffing
• Building a comprehensive HR activity roadmap in organizational transactions; M&A, integration and transition cases
• Employee Value Proposition; developing a compelling communication and implementation strategy
• Employee engagement surveys (annual surveys & instant pulse surveys) analysis and reporting, focus group sessions with target employee groups and action planning sessions with management.
• KPI setting; cascading and deployment of strategic priorities to individual and/or team level performance targets
• Base and variable pay (short- and long-term incentive) policy design; internal equity and external benchmark analysis
• Job Leveling and architecture solutions (Grading and Career Infrastructure) through Willis Towers Watson methodologies
• Total rewards (monetary and non-monetary) optimization; total rewards statement, building an effective communication strategy

Leading and responsible for process improvement activities performed under Purchasing Department, such as:

• Coordination of alignment with FIAT processes and documentation in direct material sourcing and supplier quality improvement processes.
• Periodical monitoring of Key Performance Indicators of Purchasing Department
• Preparation of annual budget and 5 year Strategic Plan of the Purchasing Department, organizing target deployment and Strategic Plan workshops
• Responsible for target deployment process within the Purchasing Department from management to specialist level
• Coordination of Supplier Risk Management Audits performed within 140+ direct material suppliers
• Periodical data management of supplier strategy map (a tailor-made strategy tool to monitor medium- and long-term relationships between Tofaş and its suppliers) for 140+ direct material and 120+ selected indirect material suppliers.
• Preparation of Supplier Satisfaction Survey content and methodology to be applied to 140+ direct material suppliers.
• Coordination and reporting of Purchasing Directorate short- and medium-term Competency Development Activities
• Preparation of reports and presentations to be used in top management meeting

Assisting to development and internalization of competency sets, including technical and soft skills that are required for various levels of organization in one of the leading companies in retail industry