Yunus Emre Yılmaz

• Development of core system where all human resources processes will be carried out

With our team of 2 people is responsible for:

• Preparing annual permanent staff/norm staffing
• Management of whole recruitment process in accordance with annual plan
• Management of Orientation Program
• Management of Process for setting goal, performance evaluation and feedback
• Holding meetings for talent management and creating succession plans and employee development plans
• Creating talent pool and management of assessment for talent employees
• Simplification of all process and leading to disseminate digitalization projects.
• Determining needs for job rotation and management of change of department/position in coordination of employee-manager.
• Making exit interviews.
• Attending annual and monthly executive board meetings and making presentations and reporting to the executives.
• Conducting and analyzing employee satisfaction survey and Determining action plans for needs with focus group meetings to summarize, Our team is responsible for all HR functions
• Used technologically relevant digital systems to manage payroll and benefits programs.
• Carrying out payroll and personnel processes
• Provided expert guidance on labor laws and regulations, mitigating legal risks for the organization.

Within the SST Sector Presidency, which has 1500 employees with our team of 3 people is responsible for:

• Preparing annual permanent staff/norm staffing
• Management of whole recruitment process in accordance with annual plan
• Management of Orientation Program
• Management of Process for setting goal, performance evaluation and feedback
• Holding meetings for talent management and creating succession plans and employee development plans
• Creating talent pool and management of assessment for talent employees
• Dissemination of the process in coordination with the center as a part of job evaluation Project
• Simplification of recruitment and leading to disseminate digitalization project
• Determining needs for job rotation and management of change of department/position in coordination of employee-manager.
• Making exit interviews.
• Attending annual and monthly executive board meetings and making presentations and reporting to the executives.
• Conducting and analyzing employee satisfaction survey and Determining action plans for needs with focus group meetings to summarize, Our team is responsible for all HR functions except personnel and training processes.

With our team, two computer engineers and HR expert and central HR with four different locations, we were responsible for:

• Conducting analysis of HR process, improvement, simplification, and standardization
• Integration of Success Factors HR platform into HR process (Recruitment, talent and career management, performance management, charging etc.) Making all proper adjustments to process and conducting system maintenance
• Making all improvements required for such as SAP HR module incentives. Conducting standardization in all regions.
  Conduction integration of host system into different regions and systems. (1C-SAP-Success Factors-EBA-Power BI etc.), conducting need analysis for the required adjustments and improvement activity.

• Determining demands for openings of 5 companies to which we provided HR service, clarification of demanded number of personnel and conducting selection-placement interviews for a position (single or with technical managers) Job Offer to the approved applicants.
• Implementation of induction program for the hired.
• Preparation of monthly and annual reports about recruitment processes of Ronesans Holding HR department. (turnover, transfers, educational background, seniority, age average, general personnel number, region numbers etc.
• As Project manager, designing conceptual document in SuccessFactors recruitment module project and management of system setup process.

• Determining demands for openings of Ronesans Industry (Istabul Central OWce, Russia, Turkmenistan, Iraq) and Ronesans Construction (Russia, Belarus, Turkmenistan and Kazakhstan) to which we provided HR service, clarification of demanded number of personnel and conducting selection- placement interviews for a position (single or with technical managers) Job Offer to approved applicants.
• Implementation of induction program for the hired.
• Setup of yüz yüzeyiz cloud software for ELBA Operating Corps recruitment, selection-placement process, improvement, and web integration of the corporation’s website. Reporting weekly status totals of all the domestic and foreign regions in short time and proper format as part of recruitment/selection- placement process. (How many candidates were proposed, how many of them were hired, number of the ones interviewed, numbers of the approved and the rejected, numbers of the one who will be employed for other positions or regions etc.).
• Integrating this system with the SAP system, which is the corporate ERP system, ensuring automatic transfer of the CV and personal information of the recruited people to the SAP / PA part