Marie Pavelka

Marie Pavelka

HR Director CEE Region at Medtronic

Location
Lausanne Area, Switzerland
Industry
Medical Devices

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Marie Pavelka's Overview

Current
Past
Education
Connections

500+ connections

Websites

Marie Pavelka's Summary

Multilingual Senior HR Leader with international management experience.
Strongly driven to maximise potentials and talents of all to create added values, both economic and human.

Strong at building bridgess between people and at building teams.
Strong at managing through challenges and risks.
Strong at generating creative and original ideas to help organisation to move forward.
Strong at developing vissions.
Strong at learning fast from diverse perspectives and at leveraging the learning when complex solutions are needed.

Skills, knowledge and experience:
* Building HR Partnership with Multinational Senior Management Teams
* Coaching and Mentoring
* Change management & Organisation development
* Managing improvement projects
* Creating and implementing new processes
* Working in cross-functional and cross-cultural global teams
* Talent Management and Talent Strategy
* Compensation & Benefits
* Strategic analysis of: Employment markets conditions, International social laws, Talent Resources, Organisation Capabilities, Employee Engagement and Motivation, Outsourcing, Organisation design, Performance management, Evaluations of HR policies and practices, Evaluations of suitable markets to enter from HR perspective, Creating and delivering trainings, Employees Relations

Fluent in English, French, Czech and Slovak, Communicate in Russian and German.

Marie Pavelka's Experience

HR Director CEE Region

Medtronic

Public Company; 10,001+ employees; MDT; Medical Devices industry

July 2013Present (1 year 3 months) Lausanne Area, Switzerland

- Leading HR function for an emerging market region, one of eight global regions with Medtronic.
Accountable for:
- Quantifying measure and continuously improve HR impact on company’s financial results.
- Helping the organisation identify critical business processes, talent pools and strategic job families to enable execution of the business strategy.
- Providing the right talent decision models to the defined businesses/region to ensure the right talent decisions are made.
- Supporting business to understand the talent implications of alternative business models, organisational structures and design, competing talent market value propositions, and the value of HR investments.
- Ensuring that proposed talent plans support the organisation growth, budget and financial capex and identify potential talent risk factors for the organisation.
- Coaching organisation leaders to develop their competencies in human capital management.
- Focusing on investment returns from human resources to the organisation and drive their optimisation.
- Driving effective talent segmentation of the organisation to help businesses to focus on investing in pivotal talent tools.
- Driving alignment of an organisation’s intellectual and human capital behind defined goals.
- Helping the organisation build models reflecting links between customer satisfaction, employee commitment and economic value growth.
- Helping leaders to identify a simple statement of strategy, communicate it effectively and align human capital behind the strategy.

Head of HR CEE & Central Asia

Medtronic

Public Company; 10,001+ employees; MDT; Medical Devices industry

May 2011June 2013 (2 years 2 months) Lausanne Area, Switzerland

Partner with Regional VP, Business and Functional Directors and Country Managers in developing and executing business strategies for 25 countries.

Lead HR initiatives covering the following disciplines:
- Organizational design, development, change and facilitation
- Leadership development
- Employee orientation/training/development
- Compensation and benefits
- Talent management including talent acquisition, retention and performance management
- Workplace laws and regulations, policies and legal requirements
- Communications and employee relations and employee engagement
- Workforce planning
- Employees diversity, inclusion and engagement
- HR continuous improvement & HR operating principles.

Lead Regional HR team.

Talent Acquisition Manager Europe

Cummins Inc.

Public Company; 10,001+ employees; CMI; Automotive industry

January 2006May 2011 (5 years 5 months)

* Created and executed new European Recruitment Strategy
* Created and implemented new European recruitment process
* Lead significant change and united fragmented European recruitment processes across 13 countries under a new central corporate process and migrated talent acquisition responsibilities from local HR teams to a corporate team without negatively impacting local dynamics and relationships
* Acted as a Strategic HR Business Partner in several highly confidential strategic initiatives in Europe – provided talent resources analysis, employment markets analysis, critical evaluations of suitable markets to enter or to vacant from HR perspective
* Introduced succession planning initiatives to foster internal talent visibility and mobility
* Introduced new internal vacancies notices and drove improvements of a corporate jobsite
* Introduced new Web2.0 technologies as an innovative tool for talent acquisition and employer branding
* Developed new innovative sourcing strategies to help attract high quality candidates
* Created and manage Cummins Global Career Networking Group to foster global talent mobility
* Provide European Talent Acquisition Functional Excellence for 30 sites, 13 countries across 4 time zones
* Created and lead a recruitment team responsible for all professional vacancies
* Selected and negotiated contracts with 1st and 2nd tier suppliers and created PSL
* Introduced employee referrals schemes across Europe
* Significantly improved recruitment KPIs
* Created and delivered training materials to standardize position profiles and salary grades
* Created and deliver Recruiting Skills training material for line HR and leadership teams across Europe.
* Lead and sponsored several successful Six Sigma recruitment improvement projects

Vice-President Education with Anglia Communicators

Toastmasters International

Nonprofit; 51-200 employees; Nonprofit Organization Management industry

July 2009June 2010 (1 year)

* Co-ordinate Toastmasters International Communication Skills and Leadership Development Program for all club members
* Co-ordinate mentoring scheme
* Member of the Club Committee
* Lead Education Sub-committee
* Responsible for organising Club level Speech Contests and participate in organisation of area/district Speech contests
* Deal with US Toastmasters International Head-quarter on Education matters
* Stand in a role of a Club President during Club President’s absence.

Recruitment and Development Manager

Cummins

Public Company; 10,001+ employees; CMI; Automotive industry

January 2005January 2006 (1 year 1 month)

* Ownership of multiple recruitment assignments and projects across Cummins UK sites
* Build strong partnership with Executive leaders, line HR and hiring managers across functional lines and business units in the UK.
* Coach and develop managers in recruiting and assessment techniques
* Coach managers how to create position profiles and use Cummins Management Performance System
* Advise Senior Management on labour market conditions in Europe and availability of overseas talent

Regional Manager

Sky Select Int.

August 2001April 2003 (1 year 9 months)

* Business development, P&L responsibility, achieved 140% revenue growth vs LY
* Achieved exclusivity with key clients
* Built portfolio of international customers: FMCG, Engineering, Manufacturing, Services, Telecommunication, Pharmaceutical
* Over 80 successful projects delivered: Professional Recruitment, Out-placements, Graduate Recruitment, HR audits, Psychometrics

HR Consultant

Sky Select Int.

October 2000August 2001 (11 months)

* HR consultancy
* Out-placement consultancy
* Graduate Recruitment
* HR Audits
* Psychometrics
* Significantly contributed to successful start-up of the company
* Contributed to company business development strategy
* successful acquisitions of new customers

Statistician & Reward Specialist

Ministry of Education, Culture and Science

Government Agency; 1001-5000 employees; Government Administration industry

May 1999October 2000 (1 year 6 months)

* Comp & Ben policy owner for 200 employees
* Headcount statistical analysis and reporting for annual budget submissions
* Comp & Ben budget responsibility - 6M
* New Pension scheme introduction
* Union negotiation

Business Executive

Pet Food Distribution

January 1997April 1999 (2 years 4 months) District Usti nad Labem, Czech Republic

* FMCG start up in pet food market
* Full P&L responsibility
* Tax and Statutory reporting
* Identified market opportunity and customer needs, identified suitable product
* Successfully launched new product brands from the US and Canada in Northern Bohemia territory
* Built customer portfolio from zero to 200 regular customers over 2 years
* 100% revenue growth vs LY

Marie Pavelka's Languages

  • French

    (Professional working proficiency)
  • English

    (Full professional proficiency)
  • Russian

    (Limited working proficiency)
  • German

    (Limited working proficiency)
  • Czech

    (Native or bilingual proficiency)
  • Slovak

    (Native or bilingual proficiency)

Marie Pavelka's Skills & Expertise

  1. Talent Management
  2. Performance Management
  3. Talent Acquisition
  4. Organizational Development
  5. Employee Relations
  6. Employee Engagement
  7. Succession Planning
  8. Human Resources
  9. Leadership Development
  10. Change Management
  11. HR Consulting
  12. HR Policies
  13. Coaching
  14. Project Management
  15. Six Sigma
  16. Diversity, Inclusion & Engagement
  17. Recruiting
  18. Cross-functional Team Leadership
  19. Training
  20. Management
  21. Organizational Design
  22. Onboarding
  23. Leadership
  24. Strategy
  25. Workforce Planning
  26. Process Improvement
  27. Employer Branding
  28. Employee Benefits
  29. Deferred Compensation
  30. CRM
  31. Business Development
  32. Outsourcing
  33. Personnel Management
  34. Strategic Planning
  35. Start-ups
  36. Negotiation
  37. Sourcing

View All (37) Skills View Fewer Skills

Marie Pavelka's Education

OU Business School

MBA, Strategic HR Management, Business Strategy, Creativity, Innovation & Change

20072010

OU Business School

Postgraduate Certificate, Business Administration

20072008

Fundamentals of Senior Management - Finance, Marketing, Operations, Supply Chain, HR Management, Leadership

Université Paul Valéry (Montpellier III)

Certificate, French Language, French Economy

20032004

Jan Evangelista Purkyně University in Ústí nad Labem

MA, Theory of Education, Psychology, Fine Art, Czech Language

19901997

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