Yaprak Boysan Ayyıldız

• Reduced employee turnover rates by creating targeted retention strategies and fostering a positive work environment.
• Boosted team morale through the facilitation of regular team-building activities and workshops.
• Strengthened leadership capabilities within the organization by developing targeted coaching programs for managers.
• Developed high-impact succession planning strategies to ensure continuity in key leadership positions across the organization.
• Designing the process for the efficient implementation of the performance evaluation system and launching a sustainable performance management system tailored to evolving needs.
• Conducting competency-based assessments, ensuring the optimal implementation of competency management within the company, and aligning processes with company-specific behavioral indicators; efforts towards digitalization of these processes.
• Creating career maps and aligning processes with competency management, conducting training needs analyses, digitizing training management and evaluation systems, designing e-learning processes.
• Managing Sertrans Academy initiatives, preparing and managing the training budget.
• Performing job analyses and conducting periodic meetings with department directors; conducting analysis interviews, implementing process improvements departmentally, and managing balance discussions.
• Conducting Succession Planning and Critical Position Studies; coordinating and monitoring at the directorate level.
• Identifying gray areas in processes, restructuring effective process management, establishing procedures and instructions for implementation - ensuring they are not merely left as procedures.
• Managing end-to-end recruitment processes, consolidating reports on all recruitment metrics, conducting coordination meetings with my team to identify improvement areas, preparing recruitment projects and assigning them to HR and relevant department teams.
• Managing Social Compliance audits, conducting HR reporting for international clients, holding daily, weekly, and monthly meetings for international operations, managing internal audits and ensuring organizational compliance.
• Implementing Turquality projects and conducting international project work.
• Collaborating with the Corporate Communications department to conduct employee experience and motivation initiatives and effectively carry out related work.
• Managing the Human Resources budget, conducting budget and cost analyses, and reporting, and conducting work on the Compensation Grade system.

• Conducting job analyses and creating job descriptions and processes.
• Implementing company reorganization based on processes and objectives.
• Ensuring seamless and optimal execution of departmental processes with digitalization support.
• Preparing HR metric reports.
• Establishing multi-skilled and talent pools.
• Setting KPIs at departmental levels to ensure alignment with goals and control performance management systems.
• Integrating HR systems and managing Procedure and Instruction processes.
• Conducting workforce planning analyses to determine recruitment needs; creating succession plans for suitable positions.
• Ensuring the comprehensive implementation of the Orientation Program.
• Leading the strategic development and restructuring of company culture in line with organizational goals for organizational development.
• Facilitating coordination across all functions between departments.
• Analyzing and determining training needs and identifying training requirements for positions; creating the training budget.
• Leading the full implementation of all Human Resources functions through team collaboration.

• Conducting job analyses, creating and revising job descriptions for the entire company, and integrating them with the Competency Management System (CMS).
• Ensuring the comprehensive implementation of workplace discipline and personnel warning-reward systems, redesigning processes.
• Establishing and analyzing the Norm Staffing system, and ensuring training and coordination between departments, creating and updating career development plans in line with the organizational structure.
• Creating and updating the competency pool, integrating it into performance and recruitment processes using appropriate techniques in line with strategic plans and goals.
• Designing and implementing processes such as Performance Management, Talent Management, and Succession Planning.
• Creating, reviewing, and ensuring the control of Procedures, Instructions, and Policies. Actively participating in Quality Management Systems and audits (ISO 9001:2015:14001).
• Designing projects for motivation initiatives and benefits implementation.
• Developing HR Business Partnering strategies and creating HR Strategy Plans.
• Preparing for Employment Cases, Mediation meetings, ensuring compliance of GDPR practices in all HR processes, and conducting periodic audits.
• Conducting Corporate Ethics and Culture initiatives.
• Ensuring error-free payroll and personnel affairs management.
• Preparing all kinds of HR metric reports and creating strategic plans with management based on the results.
• Leading the digitalization and systematization of HR processes, especially Recruitment, Training, and Competency Management, coordinating system development efforts with the IT department.
• Controlling the processes carried out by the HR support team and providing support when necessary.

As the Human Resources Manager at 3F Textile Design Co., renowned for exporting 80% of its products to famous brands in the apparel and design sector, my responsibilities include:

• Ensuring the seamless operation of all personnel and payroll processes.
• Managing all legal processes (SSK, MUH-SSK E Declaration, İŞKUR, KOSGEB) and handling arbitration meetings for labor disputes.
• Overseeing the recruitment, competency-based interviews, and orientation processes for both white-collar and blue-collar workers, including database creation and monthly reporting.
• Conducting exit interviews and root cause analysis for terminations, followed by reporting.
• Collaborating with the research unit to objectively and systematically evaluate performance appraisal processes by analyzing production performance and efficiency outputs.
• Developing and reporting on competency analyses and KPIs for white-collar personnel.
• Participating in social compliance audits such as SEDEX, CPI, BSCI, preparing the company for technical and social compliance audits, generating reports, and implementing improvement actions based on audit findings, as well as conducting internal audits.
• Keeping job descriptions updated through job analyses, conducting job evaluations, maintaining their relevance, and establishing job titles/grading structures.
• Formulating employee motivation policies and activities, conducting periodic satisfaction surveys, and preparing monthly/periodic HR metric reports (departmental cost reports, overtime cost reports, recruitment and turnover costs, turnover reason analyses, etc.).
• Analyzing all HR and related process cost reports for suitable analysis, presenting monthly reports using dashboards, and preparing budgets for processes, including the training budget.
• Implementing a salary system in line with market and company dynamics, ensuring its sustainability, and establishing a salary scale. Additionally, creating standards for salary and additional benefits for promotions and new hires.

• Directed hiring and onboarding programs for new employees.
• Educated employees on company policy and kept employee handbook current.
• Provided updates on HR policy changes to employees to satisfy compliance and state laws.
• Managing all payroll processes smoothly.
• Overseeing personnel affairs management.
• Planning, approving, monitoring, and reporting overtime, external duties, and annual leave.
• Ensuring the implementation of processes and improvement plans related to occupational accidents.
• Managing the monthly SGK accrual process and other official procedures without interruption.
• Preparing the candidate application pool, conducting candidate selection and placement processes, and conducting exit interviews.
• Revising and effectively implementing orientation programs tailored to each department.
• Ensuring compliance with legal regulations related to occupational health and safety (OHS), as well as monitoring and control.
• Revising and restructuring salaries in line with the wage policy.
• Creating and revising job descriptions, establishing process maps.
• Generating monthly reports, reporting employer personnel costs, and implementing cost reduction efforts.
• Supporting organizational development initiatives.

• Facilitated annual performance reviews that offered constructive feedback, setting goals for professional growth and development among staff members.
• Conducted thorough investigations into workplace complaints, resolving conflicts fairly and efficiently while maintaining confidentiality.
• Maintained up-to-date knowledge of labor laws and regulations to ensure company-wide compliance with industry standards.
• Playing a role in the design process of personnel selection and placement processes and actively participating in all Recruitment Processes.
• Conducting competency-based interviews and managing the entire process from hiring to placement for both blue-collar and administrative staff.
• Planning and organizing training programs, conducting training needs analyses, and implementing plans accordingly. Additionally, measuring the effectiveness of training and deriving analysis.
• Designing the orientation process and planning and organizing it based on company/department/position.
• Conducting Employee Satisfaction Surveys and analyzing the results.
• Organizing intern acceptance and intern planning.
• Monitoring the validity of organizational charts, participating as a partner in re-organization and revision situations.
• Reviewing organizational structures in coordination with departments, providing support for restructuring as needed, and conducting internal communication and motivation activities.