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Ana Maria Stanciu Manolescu

  • Bucharest
  • +0766440082

Work History

Sep 2015Present

HR Business Partner

Kruk SA
  • Builds HR strategy basing on the company's (area's) business goals;
  • Is a "single point of contact" for the designated areas of business;
  • Closely co-operates with managers in regard to all the actions related to personnel management, also optimizes the actions taken;
  • Actively participates in the area's activities (strategic, operational, integration meetings);
  • Supports execution of area strategy by recommending and implementing adequate HR solutions (systems, processes, products);
  • Identifies and supports key changes that are taking place or must take place within the area;
  • Identifies potential threats for the area (external and internal ones), and collaborates with the managers in eliminating them;
  • Identifies training needs reflecting long term area development plans;
  • Enforces personnel procedures and supports circulation of documentation and dealing with duty-related matters;
  • Participates in ensuring human resources necessary to accomplish goals of the area;
  • Provides coaching and mentoring for managers (especially new ones);
  • Helps managers in identifying those skills and abilities (in themselves as well as in their workers) that are necessary for market success;
  • Identifies individual and extraordinary skills among team members within the area, and then ensures that they are in fact utilized;
  • Supports persons of high growth potential, plans career development paths and initiates necessary development tasks;
  • Helps in communicating and implementing organizational changes within the area of responsibility;
  • Helps in solving conflicts and improving cross-divisional communication;
  • Intermediates in communication of the Management with the managerial personnel, which translates into building organizational culture, atmosphere of openness to constructive feedback and engagement;
  • Evaluates consistence of area operations with the developed organizational culture ("protection of values"), conformance to law and company strategy;
  • Acts as trusted listener in difficult matters related to managing people;
  • Is an internal consultant for various personnel-related matters - for individual, as well as for team issues;
  • Advises on remuneration raises upon employee assessment;
  • Participates in budgeting remunerations (collecting data, advising on planned changes in remuneration policy, advising on employment growth);
  • Supports new/young managers in building team management strategy;
  • Advises on applications, i.e. employment need application, employment application, contract termination application, employment terms change application, contract extension application, etc.
  • Participates in recruitment meetings (stage II - short list) - to be discussed with the manager from time to time whether this applies to all position levels, or only selected ones.
Dec 2013Aug 2015

HR Business Partner

Telekom Romania Mobile Communications S.A.
  • Takes part in building and communicating HR overall directions, representing the business in HR program strategy and design;
  • Participates in strategic planning with BU leadership, including identification of business unit strategic initiatives, addressing business needs and feedbacks into HR requirements;
  • Collaborates in creating and managing the HR service delivery strategy, negotiating and managing SLA of delivered services with the business lines;
  • Evaluates HR services delivered to the business units and takes part in workforce planning supporting current resources assessment(inventory of capabilities, competencies and composition of the current workforce);
  • Takes part in defining and communicating to employees the compensation & benefits structure and strategy, supporting the Compensation &Benefits department for ad-hoc compensation requests;
  • Facilitates the organizational change enablement, supporting the communication and the assessment of the transition progresses;
  • Contributes to improvement of HR processes and systems to support high performance work teams and drive waste and inefficiencies out of process;
  • Participates in creating recruiting strategy and employer branding according to business needs and market perceptions;
  • Offers support to Managers on the Performance Management process to drive a culture of continuous performance management within the organization;
  • Advises Management and employees in human resources issues, recommending appropriate decision or course of action;
  • Supports HR departments in:
    • communicating Talent Management(performance management, career development, succession planning) strategy and criteria to the organization;
    • identifying career path enabling opportunities/solutions to fulfill competency gaps(i.e. training, internal transfers, etc.);
    • developing and conducting exit programs;
    • designing, implementing and communicating policies, corporate culture and values; managing recruitment selection and hiring steps(requests of hiring, screening and selection for top management positions, salary and compensation package for new hires);
    • assessing and analyzing learning needs;
    • assessing and measuring employee satisfaction.
Dec 2012Dec 2013

Organizationl Development & Training Specialist

Cosmote Romanian Mobile Telecommunications
  •  Research, design, coordinate, facilitate and evaluate training and development programs;
  • Design, develop and manage specific systems/processes to support tracking of training data, metrics and evaluation;
  • Track and analyze course evaluations in order to judge effectiveness of training sessions and to implement suggestions for improvements; make recommendations to management on needs assessment and evaluation results;
  • Analyze the required changes in the organizational structure, formulating recommendations regarding their expected effectiveness across the entire organizational framework;
  • Regularly update the organizational charts according to the organizational change;
  • Responsible for the performance management process(communication, implementation, support to internal customers, forms and reports);
  • Supervise the training budget execution in order to assure accordance with the approved budget and Training Plan;
  • Responsible for regularly follow up on updating the Job Descriptions according to the organizational/roles changes;
  • Developed a strategic frame for the career planning system in Technical Division.
Jan 2011Dec 2012

Head of Recruitment  - Acting

Cosmote Romanian Mobile Telecommunications
  • Organize the recruitment and selection process for all available positions-at each hierarchical professional level;
  • Plan, organize, direct and control employment and staffing policies and programs;
  • Provide professional support and advice on recruitment to line and department managers;
  • Permanently maintain reporting information regarding the open head count, candidate tracking, offers status and additional recruiting metrics;
  • Create a staffing and hiring plan that supports business plans in partnership with the management team;
  • .
Apr 2006Jan 2011

Recruitment Specialist

Cosmote Romanian Mobile Telecommunications
  •  Organize the recruitment and selection process for all available positions-at each hierarchical professional level;
  • Manage the relation with recruitment agencies and staff leasing personnel suppliers;
  • Establish the proper methodology for recruitment(networking, data base search, CV screening, direct search or advertising);
  • Plan, run and evaluate selection processes including interviews, tests and other related activities; 
  • rack the orientation and integration of new employees in the team.
Jun 2005Apr 2006

Junior Recruitment Specialist

  • Responsibilities:selection process which includes screening applicants, interviewing, assessing candidates and recommending finalists to managers;
  • Coordinate the recruitment ads;
  • Participate in the development/sourcing of recruitment assessment tools/tests;
  • Provide recruitment reports and recommendations.
Jun 2004Jun 2005

Collection Officer

  •  Process all collection actions according to the collection time table: make outbound calls for collections purpose; issue collection letters; take restriction actions.
  • Process daily candidates for reactivation, remove restrictions and apply charges;
  • Check all incoming proofs of payment and take actions accordingly; corrections to customer balance.



Bachelor Degree

Academy of Economic Studies

International Business and Economics



Cambridge Certificate in English

Cambridge University

Text Section


  • 2013 Certified SHL Assessment Centre design/ Assessor, provided by 42 Romania, the approved SHLdistributor for Romania
  • 2013 –Public Speaking, provided by Oana Pellea
  • 2012 –Steps 2 Leadership, provided by Revela – general leadership concepts
  • 2010 –Job Evaluation on Hay Methodology, provided by Hay Group
  • 2009  - How to Successfully Recruit & Select Workshop, provided by HART Human Resource Consulting
  • 2008  - Recruitment, Selections and Interviewing Techniques, provided by Seneca College
  • 2004 - Achieving Extraordinary Customers Relations Training, provided by AchieveGlobal


Excellent communication, influencing and interpersonal skills.  Leadership skills in driving high performing teams  Very good Project Management, Process Management and Change Management knowledge  Very good business understanding and the capacity to transfer business needs into Human Resources Strategies.  Excellent planning and organizing skills and the ability to work simultaneous to multiple projects and requests.