Çetin Sadıkoğlu

Organizational Structure

• Assess and design organizational structures that support strategic goals and improve efficiency.
• Facilitate reorganization and restructuring processes to optimize resources and talent utilization.

Process Improvement

• Analyze and streamline HR and business processes to enhance productivity and reduce redundancies.
• Implement change management initiatives to support process improvements and new systems.

Executive Coaching Programs

• Provide one-on-one coaching to senior leaders to enhance their leadership capabilities.
• Offer guidance on leadership challenges, personal development, and strategic planning.

Leadership Training Programs

• Design and deliver leadership development programs tailored to different levels of management.
• Facilitate workshops and seminars focused on key leadership skills, such as communication, decision-making, and strategic thinking.

Mentorship Programs

• Establish mentorship programs that connect emerging talents with experienced mentors
• Encourage knowledge sharing, professional growth, and leadership skill development through mentoring relationships.

Performance Management

• Develop and track key performance indicators (KPIs) to measure organizational effectiveness.
• Use data-driven insights to inform strategic decisions and improve operational efficiency.
• Use feedback to create personalized development plans and address areas for improvement.

Career Development & Succession Planning

• Create clear career paths and development opportunities for employees.
• Offer mentoring, coaching, and training programs to support employee growth and career progression.
• Identify and develop high-potential employees for future leadership roles.
• Create succession plans to ensure continuity and preparedness for key leadership positions.

Employee Engagement & Retention Strategy Development

• Develop and execute engagement programs to enhance employee satisfaction and commitment.
• Organize regular feedback sessions and surveys to gauge employee morale and address concerns promptly.
• Design and implement comprehensive employee retention strategies aligned with business goals.
• Conduct exit interviews and analyze data to identify trends and areas for improvement.

Compliance and Risk Management

• Ensure compliance with labor laws, regulations, and company policies.
• Manage risks related to employee relations and workplace safety.
• Handle employee grievances, investigations, and disciplinary actions.

Termination

• Develop clear and compassionate communication plans to inform affected employees and remaining staff about the lay-offs.
• Ensure all lay-off processes comply with local, state, and federal laws, including Worker Adjustment and Retraining Notification (WARN) Act requirements where applicable.
• Collaborate with senior management to plan and execute lay-offs in alignment with business needs and strategic goals.

Employee Engagement

• Develop and execute engagement programs to enhance employee satisfaction and commitment.
• Organize regular feedback sessions and surveys to gauge employee morale and address concerns promptly.

Hiring

• Identify and utilize various sourcing channels to attract top talent, including job boards, social media, employee referrals, recruitment agencies, and networking events.
• Build and maintain a pipeline of potential candidates for current and future needs.
• Write and post job descriptions that accurately reflect the requirements and responsibilities of the position.