Kat Cernik

Helping both individuals and companies with various HR tasks including:

HR Marketing & Employer Branding- Introduced proactive employee relations and communications programs to resolve previous Labor and management issues and restore the credibility and employee-centric focus of the HR organization.
Talent Acquisition & Management - re-inventing Recruitment Strategy and saving both recruiting and interviewing costs by finding new and more efficient ways to attract, contract and retain TOP Talents.
KPIs and Performance Management - helped develop an entire Performance Review tool from a design to implementation - from hand written to electronic version with measurable results and automatic follow-ups.
Learning and Development - cutting costs by using different technology, developing and implementing various e-learning tools for both hard and soft skills, currently working on the application for Onboarding and Offboarding.

Talent Management
- designed and implemented the entire Onboarding and Offboarding Package for both employees and Line (Hiring) Managers – including Guidelines, Process Map, Manuals, Welcome Books including country parts in all company languages, Brochures, Checklists, various Templates etc.

HR Marketing & Employer Branding
- continuous strengthening of the Employer Brand and reputation using various internal and external communication channels,
preparing/organizing various events from copywriting, design, the entire technical side including websites and different IT tools.

Social Media – continually raising awareness of our Brand on LinkedIn Page increasing our page views by 630% in the last year.

Careers - recreating website for Next Clinics Group at the moment, make it more appealing not only for our potential employees, but for all visitors as I find truly important to treat our employees like our clients, as we never know when an employee will become a satisfied client and vice versa.

Performance Management
- successfully implemented a Performance Review tool - apart from the tool itself, I have also created a simple website for both ENG and CZE version including the most important information about this topic and once again redirecting them to Notion. I tried to make it as visually pleasing for our employees and by using the latest trends I made a short Video Tutorial that I think is worth a thousand Guidelines in Word.

Day-to-day management of a small team of 3 and all HR operations for 200+ employees including:

• Talent Acquisition & Management - completing all phases of full-cycle recruiting from sourcing/targeting to supporting the integration of the new employee in the company, candidate experience, offboarding etc.
• HRBP/HR Generalist - consultancy to management and employees on HR-related issues, assessing and anticipating HR related needs etc.
• International Employment - Visa process for foreign employees including a Program Qualified Employee, Employment cards and all related tasks including a relocation package
• Payroll - responsibility for payroll, benefits administration and employee recognition programs, implementation of new systems.

• Talent Acquisition - Re-invented and implemented the full cycle Talent Acquisition process - significantly lowered hiring costs by implementing new Recruitment strategies by not relying on personal agencies - using active search on various platforms, effective interviewing process and new Referral Program.
• HR Marketing - Helped to build and reinforce employee engagement by introducing HR Dashboard, Sharepoint and various platforms for employee´s engagement.
• Performance Review - Worked closely with the VP in areas of performance management - designed and implemented new Performance Review tool based on their needs - increased effectivity by 74%.
  

• developed a new pipeline of 200 highly qualified candidates during a peak period (primarily for Admin, HR and entry/mid level finance) implementing new Recruitment strategies,
  
• filled all open positions during this peak period plus placed other available candidates to current but also to prospects using new techniques.

Day-to-day management of HR functions for 600+ employees

• as the only HR FTE at that time (2015, 2016) increased Headcount from 400 to 500 during my 1st year and cut the lead time for recruiting by 46%, later focusing only on Senior positions - including the entire IT Department (Infrastructure, IT Campaigns, and new Security department) and constantly improving all the processes,
  
• advised, partnered and coached Head of departments and Managers in key HR processes, resulted in a constant improvement ( e.g. lowering interviewing cost by 25 - 53%, absenteeism and turnover),
• as a "People Brand Ambassador" - started, built and communicated the employer brand to current employees/Head of departments, prospective candidates and recruitment parties (management, personal agencies, suppliers, high schools and universities) - including internal and external communication, job fairs and couching. - increased the volume of active and referred candidates and more importantly retention (31%) and employee satisfaction.
  

• Learning & Development

- identifying and assessing training needs within Law, Finance, Compliance and Risk management department

full responsibility for L&D for 2 out of 7 divisions, languages related education and Talent Programs in the biggest Czech bank

Launched several programs to build high-performance workforce and develop future leaders.

Increased a participation rate of their departments by 35%, created various teaching materials and online courses (e-learning)- raised training effectiveness, lower various costs and increased employees´engagement.

• responsible for various administrative, financial, marketing and HR tasks,
• Office management, daily accounts reconciliation, preparation of various financial reports, EB, preparation of billing documents, invoicing etc.

• providing FULL LIFE CYCLE recruiting for various positions - meeting with hiring managers to determine position, specifications and staffing need, internet postings and searches, direct sourcing, social network tools, passive candidates, soliciting and pursuing referrals from internal employees, preparing and taking part in job fairs, conducting phone/in person screening/ interviews, designing and leading AC and DC, complete background check for all new hire, preparation of all paperwork, handling all administrative tasks including open/closing requisitions, creating/editing job posting, generating offer letters etc.