Mihnea Spataru

• Oversaw day-to-day operations across multiple departments (HR, Office Management, Legal, IT) ensuring timely delivery of projects and streamlined workflows.
• Enhanced company reputation by establishing strong relationships with clients, partners, and stakeholders.
• Ensured regulatory compliance by developing policies in line with industry best practices to mitigate risks associated with legal or ethical violations.
• Mentored team members by sharing knowledge, offering guidance, and providing constructive feedback; fostering a culture of continuous learning and development within the organization.
• Negotiated contracts and agreements to secure favorable terms and maximize profits.
• Identified and pursued business development opportunities to grow organization and increase revenue.
• Guided teams through periods of significant change by providing clear communication and decisive leadership during transitions.
• Championed the adoption of new technology solutions to streamline operations, automate manual tasks, and improve overall efficiency levels.
• Established key performance indicators for each department to track progress towards organizational goals effectively.
• Improved employee satisfaction and reduced turnover through the development of effective training programs and performance management systems.
• Created succession plans to provide continuity of operations during leadership transitions.
• Led recruitment and development of strategic alliances to maximize utilization of existing talent and capabilities.
• Streamlined operations by implementing efficient processes and systems, leading to increased productivity and cost savings.
• Formulated strategic plans aligning with overall company vision; setting achievable short and long-term goals to drive growth and profitability.
• Represented organization at industry conferences and events.

• Overseeing daily operational activities in food production or service.
• Ensuring compliance with food safety and hygiene standards.
• Managing staff scheduling, training, and performance.
• Monitoring inventory levels and ordering supplies.
• Implementing and optimizing operational procedures.
• Ensuring product quality and consistency.
• Coordinating with suppliers and vendors.
• Managing budgets and controlling operational costs.
• Analyzing sales data and operational metrics to improve efficiency.
• Addressing customer complaints and ensuring customer satisfaction.
• Ensuring health and safety regulations are followed.
• Supporting new product development and testing.
• Maintaining equipment and facility maintenance schedules.
• Preparing reports for senior management on operational performance.
• Facilitating communication between departments to ensure smooth operations.

Performance Management

• Managed the Annual Performance Review process, provided guidance to leaders, and ensured all activities are completed within the timeline.
• Provided guidance, advice and training to business units on managing performance at all levels.

Deliver effective HR Services and Support

• Built relationships with the business units at all levels and provided consistent and prompt HR services
• Ensured HR initiatives or processes were communicated within appropriate timeframe and to a desired level of service.
• Provided employee relations guidance and support across all aspects of HR policy and practice (e.g. performance management, grievance, disciplinary etc.).
• Supported the development and implementation of people policies and procedures; coached managers in using these to support the high performance of teams and individuals.
• Supervised the payroll function and provided approvals when necessary
• Facilitated the relationship between employees representatives and Board members during the negotiation regarding the Collective Labor Agreement

Talent Management

• Hired the best talent for the business with an understanding of open requisitions and future anticipated needs.
• Collaborated closely with the business leaders and rewards team to ensure key talents are consistently engaged; recommended appropriate retention strategies for critical resources.
• Led talent review and succession planning efforts.

HR Team Leadership

Coached, mentored, and developed HR team to ensure ongoing high performance.

Human Resources

Responsibilities

• organizational planning;

• performance management and improvement systems;

• Recruiting and staffing

• organization development;

• employment and compliance to regulatory concerns;

• employee orientation, development, and training;

• policy development and documentation;

• employee relations;

• company employee and community communication;

• compensation and benefits administration;

• employee safety, welfare, wellness and health;

• Employee services and counselling;

Core activities

Development of the Human Resources Department

• Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies
  
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving and administration
  
• Selects and supervises Human Resources consultants, attorneys, and training specialists
  

• Leads the development of department goals, objectives, and systems

• Establishes departmental measurements that support the accomplishment of the company's strategic goals
  
• Participates in executive, management, and company staff meetings and attends other meetings and seminars.
  

Training and Development

• Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
  
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs
  
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on-boarding  management development
  
• Assists managers with the selection and contracting of external training programs and consultants.
  
• Assists with the development of and monitors the spending of the corporate training budget
  

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
  
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  
• Conducts investigations when employee complaints or concerns are brought forth.
  
• Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  
• Reviews, guides, and approves management recommendations for employment terminations.
  
• Leads the implementation of company safety and health programs

 Compensation

• Establishes the company wage and salary structure and oversees the variable pay systems within the company including bonuses and raises.
  
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  
• Monitors all pay practices and systems for effectiveness and cost containment

 Benefits

• With the assistance of the CFO, obtains cost effective, employee serving benefits
  
• Leads the development of benefit orientations and other benefit training.
  
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  

Team Management 

• Implement team goals or objectives
• Develop team strategy
• Supervise, train and guide team members
• Mediate any interpersonal issues
• Inspire and motivate team members
• Provide effective feedback
• Manage remote teams
• Utilize technology effectively
• Conduct performance appraisal for all team members

Organization Development

• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters and one-on-one meetings;
  
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Makes recommendations to executive management.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
  
• Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
  
• Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
  

Achievements

•   Restructured the HR Department from scratch: in-sourced HR Admin & Payroll processes and implemented an HR online platform;
  
•   Managed recruitment process 100% internally (2 recruiters) for all kinds of positions from call center agent to CEO for APS branches located in Serbia, Croatia, Hungary and Romania; (over 200 employees hired between 07.2015 – 04.2017
  
•   Implemented different HR practices in all APS branches; Appraisal system, Early Warning System in order to prevent high turnover, “HR Pulse” for all employees;
  
•   Created internal training culture: founded “Internal Insolvency & Enforcement” Academy, through which, over 40 employees were trained and prepared for jobs in “Corporate Recovery”;
  
•   Developed new benefits scheme and upgraded the already existing ones;
  
•   Improved the performance management system;
  

Office Management

Responsibilities

• Overseeing and supporting all administrative duties in the office and ensuring that office is operating smoothly
• Coordinating a team composed of: receptionists, administrative officers and auto fleet administrators
• Managing the office budget
• Managing office supplies inventory and the procurement process if necessary
• Developing office policies and procedures, and ensure they are implemented appropriately
• Identify opportunities for process and office management improvements, and design and implement new systems

Achievements

• Implemented a series of new office practices, increasing efficiency by 60%
• Singlehandedly managed 4 offices: Bucharest, Cluj, Timisoara, Iasi
• Implemented unique communications and outreach initiative, improved ties with agencies and suppliers consequently
• Cut supplies cost by 45%, by negotiating discounts and by creating competitive bidding between new suppliers;
• Met procedure implementation deadlines consistently during the last year, thereby, received accolades from the higher management
• Successfully handled relocation for Bucharest offices between "Sky Tower" building and "Globalworth Business Campus"

 HR Business Partner

Responsibilities/Core activities

 (A) Drive HR processes and integration with business.

 (B) Drive Leadership Development and Organizational Capability

 (C) Front line HR responsibility for a specific customer group

• Develop human resources policies and procedures in order to create a transparent and merit based organization.
  
• Manage, optimize and implement controls for HR processes.
  
• Monitor competitiveness of human resources process with local labor market practices.
  
• Co-ordinate work with the recruitment team in order to achieve the employment of the best quality labor and leadership.
  
• Manage the employee relationships in order to maintain a motivated workforce.
  
• Actively participate in the long term business planning process in order to align the human resources strategy in accordance to the business plans.
  
• Implement corporate designed human resources processes in order to build and maintain a strong organizational culture.
  
• Develop and implement people development plans and strategies that prepare the workforce and management for future business challenges.
  

 Training Manager

Responsibilities/Core activities

•  Manages the Pre-OJT program: creates and validates the Pre OJT plans together with the customer and operations, drives Learning Path  completion (assessment for KTI computation included) in order to ensure team’s readiness prior OJT
  
•  Starting from the standard OJT framework, creates personalized plans and establishes the OJT agenda together with the SMEs and Operations
  
•  Maintains a close relationship with the customer during OJT in order to collect feedback on the training’s progress and actions whenever required as per the specific demands
  
•  Offers support both to the team and process trainers whenever requested during the Pre OJT and OJT phases
  
•  Coordinates process trainers in order to maintain accurate LTO records as per the ISAE requirements
  
•  Responsible for risk assessment and mitigation plans related to training, in all transition phases, to ensure a smooth knowledge transfer
  
•  Ensures proper communication to the customer with respect to all relevant training updates by establishing regular calls and reviews
  
•  Along with Ops works on predicting NPS scores, is responsible for elaborating a coherent action plan based on customer’s feedback and requirements, connects with NPS respondents in order to describe the methodology and bring up clarifications where needed
  
•  Initiates Training Needs Identification (TNI) and Training Needs Analysis (TNA) within the assigned accounts and proposes action plans based on the findings in order to meet and satisfy operations or clients requirements
  
•  Ensures the timely publication of Training Newsletter, if applicable in the assigned accounts
  
•  Provides Audit evidences and ensures 100% compliance to the ISAE requirements on all training controls
  
•  Delivers product/soft skills training and workshops if required
  

• Monitoring on daily basis the staff performance and ensures meeting their individual objectives and

perform to establish standards;

• Recognize and reward individual and team level achievements;

• Customer relationship management in a remote type of operation

• Ensure Key Performance Indicators are met with the pre-defined objectives;

• Minimize Customer issues and concerns proactively;

• Build strong communication and close working relationship with the key stakeholders at Customer

site just as with internal Genpact enabling functions;

• Identify and drive process improvement opportunities, projects aligned with business initiatives and

customer needs;

• Identify training, coaching opportunities and needs for all team members;

• Ensure the full understanding of the existing company policies among employees;

• Ensure understanding of the company’s disciplinary process, implement as and when required

• Manage effectively multiple and conflicting priorities;

• Attend meetings and present performance indicators on internal operational reviews;

• Drive standardization and productivity improvement within the team;

• Share best practices across teams;

• Improve process capability;

• Attend meetings, give presentations and participate in projects in order to ensure smooth

introduction of changes and satisfactory resolution of problems;

• Supervision of team performance – coach, support and appraise;

• Act as point of contact for all process/people related escalations.

• Fully understand and master the team’s scope of all activities and related business processes

Achievements

• Decreasing Financial disputes amount from 45 MM EUR in 2007 to 1,5 MM EUR in 2010, while managing the Customer Financial Servicing team for customer Kimberly Clark (FMCG) for Germany, Swiss, Austria and Italy markets, leading a team of 15 people;

• Growing more than 10 employees from execution to management, some of them reaching an impressive stage of their career, either internally or externally (ex. Operations Manager at Coca Cola);

• Implementing development program called “Emerging Managers” through which high potential employees have been up-skilled and made ready for promotion to higher roles; at least 150 employees were promoted after graduation;

• Delivering training sessions like: Presentation Skills, Coaching skills, Performance Management, Art of Delegation form more than 300 employees

Responsibilities/Core activities

• Resolving customer disputes.

• Processing credit/debit notes for customers.

• Creating agreements for rebate discounts, adjusting the accrual rate or posting accrual into the agreement.

• Calling customers for missing copies of invoices, receiving customer queries by phone.

• Processing customer queries (analyzing the query, contacting sales representatives for validity, creating credit note or invalid claim letter)

• Performing audit reports whenever necessary.

• Inputting, changing and deleting prices in the system, as per approvals received

• Communicate with other departments: Credit Control, Customer Services, Customer Management or Cash Application.

• Inform Customer Management of recurring issues when handling disputes.

• Create reports.

• Drive continuous improvement.

Responsibilities/Core activities

• Identifying the company's target audience and their goals.
  
• Collaborating with different medias in order to promote company's products.
  
• Attracting new customers.
  
• Ensuring the participation of the company at the most important fashion events
  

Responsibilities/Core activities

Participation to sport competitions