Bogdan Popescu

Create company's HR Reporting & Analytics & HRIS strategy:

• Mission and objectives
• Team structure, role & responsibilities
• long-term / short-term roadmap

Build & lead a team of 9 people:

• 5 HR Reporting & Analytics (Data Engineer, Data Analyst, Data Scientist, Business Analyst & Data Quality Lead).
• 4 HRIS Specialists (Success Factors)

HR Reporting & Analytics:

• Thought leader for HR Analytics topics - consult, partner & advise company's leadership to provide key insight to help drive company strategy, through data-driven decision making to enable the next gen HR leaders.
• Own all external reporting - Annual Report, S&P 500, Sustainalytics.
• Build the management reporting process for HR (from group level to local & functional level).
• Lead the development & deployment process of HR reporting & analytics tools (models, dashboards, reports, scorecards) that drive the company strategy (Azure data warehouse + Power BI).
• Lead the migration of all HR Reporting & analytics developments from a data warehouse environment to a data lake house environment.

HRIS (SuccessFactors):

• Collaborate with business stakeholders to define system requirements for new technology initiatives, translating needs into actionable project plans.
• Manage priorities and implement new modules as per business requirements
• Manage new SuccessFactors releases (from impact assessment, testing & deployment)
• Implement continuous improvement process for all HR process in SuccessFactors
• Continuously improve all HRIS process
• Ensure integration between HRIS & other systems (Payroll, IT access management, Global Workforce Planning, etc.)

Create company's HR Reporting & Analytics strategy:

• Mission and objectives
• Team structure, role & responsibilities
• long-term / short-term roadmap

Build & lead a team of 5 people (Data Engineer, Data Analyst, Data Scientist, Business Analyst & Data Quality Lead).

Thought leader for HR Analytics topics - consult, partner & advise company's leadership to provide key insight to help drive company strategy, through data-driven decision making to enable the next gen HR leaders.

Own all external reporting - Annual Report, S&P 500, Sustainalytics.

Lead analytics and insights processes within the Specialty Diagnostics & Microbiology space of Thermo Fisher Scientific. Act as internal consultant to all HR analytics matters to the top management team.
- Provide advanced analytics consultancy for key strategic analytics areas and enable the organization to move towards an data driven HR organization;
- Present to Top Management key insights that lead to actionable measures across the candidate / employee lifecycle;
- Identify business needs (HR dashboard development, maintenance and enhancement);
- Internal HR enablement to educate the HR community on how to use, read and interpret the dashboard insights toward defining local, regional and global strategy;
- Predictive and prescriptive analytics projects proposal and management;
Achievements:
- Expansion of the division to double the number of employees and revenue
- Part of project team of ramping up 2 manufacturing sites (1000+ employees)

Lead global analytics and insights processes within BAT covering a database of 55k employees and delivering high level and detailed insights for the entire HR leadership, including Talent Managers, Heads of HR, HR Directors and Management Board.
- Lead a global team of 4 People & Organizational Analytics Specialists.
- Define People & Organizational Analytics strategy and priorities .
- Advanced analytics for key strategic analytics areas, presenting to Top Management key insights that lead to actionable measures: employer branding, talent acquisition, onboarding, talent management, succession planning, learning and development, talent retention.
- Self-service HR dashboard development, maintenance and enhancement.
- Internal HR enablement to educate the HR community on how to use, read and interpret the dashboard insights toward defining local, regional and global strategy.
- Predictive and prescriptive analytics projects initiation and management - employee turnover risk, employee vs vacancy match data model, training impact evaluation.
- Developed first HR proof of concept data model that matches vacancy requirement with internal candidates' profiles to increase workforce efficiency, knowledge and people retention and meet business goals.
- Lead the development of multiple self-service BI dashboards / reports / scorecards for the HR community in BAT globally focusing on the employee lifecycle.

- Build, maintain and enhance the quarterly global, regional and functional Talent Dashboards and Scorecards.
- Define and set up data collection process for the Learning & Development budget exercise through SharePoint, consolidate data and build global and regional dashboards, analyze data, present insights and propose actionable measures.
- Redefine BAT exit interview process, data collection process, HRSS procedures and ways of working and implement SharePoint solution.
- Provide quarterly talent insights to the EEMEA Regional Team and the Global CoE and shape the short-medium term EEMEA strategy.
- Manage the EEMEA talent review meetings form an analytics perspective.
- Create a Power BI self-service dashboard for the Talent Acquisition community based on data from Kenexa recruitment system.
- Build global and regional recruitment insights;
- Consultant for the Workforce Analytics implementation team, responsible for translating talent metrics into Workforce Analytics talent metrics.
- Conduct trainings to the EEMEA and Western Europe, Asia-Pacific HR Leadership Teams, HRBPs, Talent Managers, HRDs in Talent Dashboard functionalities, metrics definitions, data interpretation.
- CoE for all HR Analytics matters in the EEMEA region.

- Ensure HR reporting for Oracle Business Partners in all HR related matters - recruitment, performance, turnover, compensation and benefits, span of control, leave of absence, etc.
- Customize and automate reports using VBA (Oracle HR TX).
- Partner with EMEA HR community, highlight trends on key HR metrics in order to facilitate strategic decisions.
- Visualize data and present key insights to EMEA Leadership Team.

Conduct the end to end recruitment process:
- Increased the Bucharest branch's headcount by 150 in 13 months;
- Job posting;
- CV screening;
- Direct search and headhunting for niche roles;
- Conduct phone and face to face interviews;
- Provide shortlist to line manager together with candidate profile;
- Ensure interview logistics;
- Ensure candidate communication;
Special projects:
- Develop the company's onboarding process.
- Compile, analyze and interpret HR exit interview data for the company's management at global level.
- Analyze and interpret company's engagement survey data at local level.

Implement a Competency and Performance System - Lumesse Talent Management:
- Define company soft skills and advise the department managers in defining the hard skills.
- Implement all competency catalogue into Lumesse Talent Management.
- Instruction manual for system users - manager service, self-service and HR service.
- Train users in using the system.
- Helpdesk for Charisma Talent Management.
- Periodic gap analysis reporting, performance objective completion and bonus calculation, training plan preparation for the following period.
End to end recruitment:
- Create job requirements in collaboration with line managers
- Job posting
- CV screening
- Phone / face to face interview
- Shortlist candidates and ensure interview logistics
HR Admin:
- Update employee data in the company's ERP (Charisma HCM).
- Prepare and send employee certificates.
Side projects:
- Prepare, distribute and interpret of the company's engagement survey.

- Prepare business plan and define company strategy;
- Business development;
- Business management;
- Customer negotiation - prepare / negotiate offers;