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Mihaela Canja

HR Business Partner for Customer Operations at Vodafone Romania

Work History

Oct 2014present

HR Business Partner II Chapter Lead, Resourcing

Vodafone Romania

Apr 2019 - Aug 2019 - Manager, Resourcing & HR Business Partner for HR

Responsible for development and delivery of Talent Acquisition strategy, in line with Group Resourcing, to support Vodafone's business objectives. Member of Vodafone Romania HRLT, reporting to local HRD.

Acting as HR Business Partner for HR

Oct 2014 - Mar 2019 - HR Business Partner for Customer Operations

Responsible for the development and delivery of the People Plan for Customer Operations (more than 1000 FTEs) in order to drive the improvement of organization effectiveness and ensure we are managing changes in a professional way, improve the talent pipeline, succession planning and employee engagement. Part of an EMT member direct reports team.

Key projects/ focus areas:

  • Organisational Effectiveness  - working closely with Finance Business Partner and COPS Strategy Manager to elaborate business cases assessing opportunities of high impact change projects; 
    • operational model assessment;
    • location strategy - new call center locations opening - Craiova & Pitesti (identify and assess potential cities, business case, pilot, roll-out);
    • responsible for employment cost and FTEs budget elaboration and execution.
  • People Transformation - design, adapt and implement full cycle  transformation programs (recruitment, induction, training, assessment, reward)  for different target populations, (embedding group content as a part of the Customer Experience company wide program when was the case).
  • Employee Relations - restructuring project lead in closing one call center location - within budget, no negative PR and 0 lawsuits.
  • Reward -  identify opportunities and implement reward initiatives in critical areas for a maximum cost vs benefit ratio,  within budget, aligning and engaging business stakeholders and COEs in the process.
  • Talent Acquisition - HR interface with staffing and personnel leasing agencies (provider selection, negotiate and monitor KPIs and SLAs, elaborate action plans to improve partners performance).
    • Interface with Executive Search agency; involved in recruitment for Managers (band F and above). 
Jul 2012Sep 2014

HR Manager

Central European Media Enterprises

Jul 2013 - Sept 2014 - HR Manager for MediaPro Studios (part of CME), a heterogeneous company in terms of business units and departments comprised: Stages & Workshops Rental, Costumes Manufacturing, Set Constructions, Equipment Rental, Transportation, Catering, Production Management, Security, Firefighting, etc. It covers a large variety of functions (136 job roles) and totals a number of more than 350 FTE plus freelancers contracted by project. Reporting to the company CEO and CME HR Director at country level.

Jul 2012 - Jul 2013 - HR Manager - MediaPro Entertainment Romania - Reporting to CEO and global Head of HR, I was in charge of the HR department (7 FTE) of MediaPro Entertainment Content Production Romania, division of CME consisting of five legal entities: MediaPro Studios, MediaPro Pictures, Media Vision, Domino Production, MediaPro Magic Factory- totaling a number of 470 FTE.

Key projects:

·Organization design & restructuring: part of the CME’s transition process from the divisional to country model. Elaborate business cases and scenarios regarding the changes in operational model and consequent organization design proposals. Elaborate scenario comparative analysis with impact short – medium term (5 years) in close collaboration with the CEO and Business Analysis Manager. (Involving: business process analysis, mapping functions and capabilities required, identifying opportunities for outsourcing, forecasting the costs and timeline of the change process)

·Employee relations: leading the restructuring & layoffs process (planning the process; identifying and analyzing the restructured jobs; ensuring the right criteria was considered when deciding on the persons to be terminated; ensuring risk mitigation and compliance with labor law); supervising personnel administration, disciplinary procedures, health and safety, compensation & benefits.

·Budgeting and forecasting: elaborating the yearly HR budget (salary costs, training, recruitment, health and safety), presenting alternatives based on different scenarios and consequent variances; monthly adjusting the forecasted HR costs for the current year (and explain variances), in order to provide accurate data for business analysis; finding solutions for HR cost optimization in order to support attaining of company financial objectives and operational capabilities needed.

·Training & development: elaborating and monitoring execution of the annual training plan and budget (due to severe cost reduction it included only mandatory  health & safety and essential technical training)

·Ensuring compliance of HR processes - meeting the periodically SOX, due diligence and audit requirements

·Recruitment – supervising the internal and external recruitment projects; assessing candidates for key positions and consulting line managers

    Sep 2008Jun 2012

    HR Lead

    GMP Group

    GMP is an independent group covering all fields of communication industry: advertising, digital, public relations; totaling about 100 employees. Reporting to each company General Director, I was in charge with the HR department of the group (2 direct reports).

    Roles held:

    January 2011 - July 2012 - Group HR Lead 

    September 2008 - January 2011 - HR  Responsible Webstyler

    Reporting to the General Director (in both roles), I was responsible for conducting/coordinating all HR activities.

    Key responsibilities in GMP Group:

    · Organizational development: safeguarding and strengthening each company’s organizational culture and talent by: coaching line managers and aligning HR processes accordingly (e.g.: performance management); identifying opportunities, develop and implement internal projects to support company values; spotting top talent and best cultural fit in the market order to reinforce and promote company values.

    · Talent acquisition:  constantly developing the recruitment pipeline, determine staffing requirements, running full cycle recruitment projects and make recommendations throughout the induction process; creating and maintaining an open relationship with talents in the industry, promoting the employer brand;

    · Performance Management: Reviewing and updating the performance management policy, defining key competencies and behaviors that support company culture and values; coaching managers in assessing competencies and performance, provide feedback and plan future development of their team.

    · Training & Development - Provide cost effective solutions for professional and personal development

    · yearly HR planning; identifying designing and implementing strategic HR projects, as and when required.

      Oct 2007Sep 2008

      Training & Organizational Development Specialist

      Cosmote Romanian Mobile Telecommunications

      Being the sole employee of Training & Development Office, for a company of 1000 FTEs and reporting to HR Manager, my responsibilities included:

      ·Training related activities: centralizing annual training requests and consolidating the annual training plan; training acquisition (provider research; contract terms negotiation; enlisting participants); keeping training related records and providing requested reports

      ·Procedures: redefining training requisition workflow and internal training procedure (proposal sent for approval)

      ·Other HR activities: collaborating with line managers in defining the job descriptions; performing the induction for new employees; updating the exit interview forms; consolidating data and prepare HR related presentations.

      Mar 2006Oct 2007

      Senior Consultant/ Project Manager

      Context Resurse Umane (JobAvantaj)

      Reporting to the business owner and managing a team of two consultants, I was responsible for:

      ·Conducting and/or coordinating national and international executive search projects and recruiting mainly for management positions.

      ·Client acquisition & retention, acting as single point of contact

      Jul 2005Mar 2006

      Account Executive

      Blitz Advertising


        Education

        Certifications

        May2016

        MBTI Step I Practitioner

        OPP
        Jan 2014

        Assoc CIPD

        CIPD
        Jul 2003Present

        Cambridge Certificate of Proficiency in English

        -

        Skills

        10
        English language
        10
        Social Media
        9
        Communication skills
        9
        Microsoft Office