Jan 2026 – Present · 3 mos

May 2025 – Jan 2026 · 8 mos

• Took an active role in the Compass Leadership Development Program, designed to people managers to strengthen leadership capabilities and managerial effectiveness.
• Key point of contact to employee and managers for HR related queries, self-service transactions, HR portal navigation, policy interpretation and process support
• Accountable for having deep functional and domain knowledge, enabling the advisor to provide high-touch support for key moments that matter throughout the employee life cycle
• Support and guide all employees and people managers (plant and BU) in all HR processes.
• Accountable for completing relevant research to support employee query resolution
• Coordinating of ongoing HR initiatives and HR projects at the plant and BU
• Responsible for focusing on employee experience and continuous improvement of end-to-end operational HR services
• Managing HR Projects cross-functionally.
• Performing the related control for month end closing of payroll
• Super User of Workday

Dec 2022 – May 2025 · 2 yrs 5 mos

• Recruitment- Managing the end-to-end recruitment process from searching to preparing offer.
• Supporting global recruitment projects.
• Onboarding-Managing the onboarding process for new employees.
• Employer Branding-Managing youth communication and campus events. Creating employee contents.
• Key User of Workday & Phenom
• Providing specialist technical expertise to lead both proactive and reactive Recruitment activities in accordance with MDLZ policies, standard operating procedures and guidelines,
• Driving the end-to-end recruitment process, partnering with the People Manager and People Lead providing market insights and accountable for candidate experience, including tracking, assessment, feedback and offer (for externals) and assists with internal offers as needed,
• Working with People Managers to establish business requirements and to determine applicant requirements, leads and coaches managers throughout process to drive identification, selection and landing of best talent,
• Sourcing the best candidates for vacancies using range of mediums and channels- owning the creation and execution of a sourcing strategy to generate both active and passive talent for current and future vacancies,
• Acting as a candidate relationship manager during hiring processes for immediate needs while proactively building talent pools for future hiring needs and provide high-touch support for key Recruitment moments that matter to candidates and hiring,
• Collaborating with BU Talent Acquisition Lead an/or TA Lead to understand and implement processes, drive continuous improvement and provide quality service. Driving operational efficiency with a focus on continuous improvement, candidate and hiring manager experience and meeting SLAs. Support BU TA Lead and/or TA Lead with candidate and hiring manager satisfaction monitoring and implementing continuous improvement initiatives.