Katalin Vass

• Enhanced company culture through the design of competitive benefits packages tailored to employee needs.
• Advised senior management on strategic decisions related to compensation, benefits, and performance management practices.
• Performed job evaluations and salary structure reviews to maintain internal equity within the organization.
• Implemented innovative recognition programs that increased employee engagement and retention rates.
• Evaluated incentive plan effectiveness by analyzing participant feedback, making necessary adjustments for future program success.
• Developed and maintained comprehensive job evaluation system for equitable compensation.
• Help create and optimize salary structures and bonus programs.
• Conducted wage and salary surveys to build competitive compensation plans.

• Originate and lead practices and objectives that provide an employee-oriented, high performance culture
• Insure that every aspect of human resources incorporate the vision, values, and culture of the organization
• Coordinate implementation of services, policies, and programs through HR staff, assist and advise company managers about HR issues
• Set up and manage processes like: recruitment and staffing, performance management, compensation and benefit
• Create organizational development programs, employee engagement projects and training plans
• Manage the human resource management and payroll system (outsourced service) and providing staff and directors with the essential reporting in order to help them in managing their employee resources
• Set up measurement method of HR activities and investment (People Scorecard)
• Participate as a leadership team member in bi-weekly Directors’ Meetings in order to develop and discuss organizational procedures and policies

As HR Business Partner:

• Manage the annual HR processes, be the trusted advisor of people managers and employees
• Support Recruitment process by conducting final interviews with candidates, prepare final offer for candidates
• Develop on-boarding program – leverage the EMEIA on-boarding process and enrich it with local specific on-boarding program
• Conduct thematic trainings on different HR related topics to ensure manager readiness
• Taking actively part and contribute to programs like: people review, succession planning and HiPo identification and development

As Compensation and Benefit Manager (CEE regional role):

• Drive the salary and benefit planning process

• Market analysis of competitive position
• HR Budget Management & monitoring, collaborate with Finance
• Own and drive C&B and PM communication and messaging to local business and HR
• Partner with corporate C&B team to develop and implement the salary planning timelines & project plan

• Manage and coordination the recruitment and selection process
• Establishing competency based grade system, loyalty program
• Headcount and HR budget planning
• Manage HR Controlling, Balanced Scorecard
• Manage exit process and follow up probational period evaluations
• Taking part in remuneration benchmarks (Watson Wyatt, Hewitt, KPMG, Hay Group), representing Avis on remuneration club surveys
• Preparing policies

• Active participation in establishing HR strategy
• Managing different areas of HRM: recruitment, motivation and retention, HR controlling, performance management
• Participation in compensation surveys
• Active participation in establishing bonus system, budget-, salary planning

• Conducted thorough interviews and assessments to identify top talent, ultimately increasing employee retention rates within the company.
• Partnered with external agencies to supplement internal efforts when necessary, expanding talent pool reach while maintaining control over the selection process.
• Analyzed recruitment metrics regularly to identify areas of opportunity for improvement, implementing necessary adjustments to enhance overall performance.
• Met with managers to discuss vacancies, applicant qualifications and characteristics of top candidates.

• Documented human resources records and maintained confidentiality of sensitive personal information.
• Updated Human Resources Information System (HRIS) database, maintained data accuracy and assisted with system changes.
• Reviewed and screened applicant resumes to identify qualified candidates.