AYSEGUL IYISAN

Current

• C&B and Account Management at Turkcell Teknoloji

Past

• Human Resources Manager at Volvo Construction Equipment
• Compensation and Benefits Supervisor at Cadbury plc.
• Plant Human Resources Generalist at Colgate Palmolive

• Recruitment, Training and Development Specialist at Colgate Palmolive
• Human Resources Assistant Specialist at Colgate Palmolive

see less...

2 more...

Education

• Marmara Üniversitesi
• Marmara Üniversitesi

Recommended

9 people have recommended AYSEGUL

Connections

500+ connections

Industry

Human Resources

AYSEGUL IYISAN’s Summary

• Ability to maintain the highly confidential nature of human resources work.
• Proven training and development skills and competencies.
• Ability to implement, deliver and evaluate training and development programs.
• Ability to develop and implement effective recruiting strategies in order to attract, screen and select highly qualified candidates.
• Extensive knowledge and experience in interviewing techniques.
• Proven compensation & benefits skills and competencies.
• Excellent communication and interpersonal skills.
• Ability to work effectively with all levels of the organization.
• Strong proficiency in Microsoft Word, Excel and PowerPoint.
• Knowledge of employment laws.
• Proven ability to work in a fast paced environment and manage multiple projects simultaneously.

AYSEGUL IYISAN’s Specialties:

personnel budget and planning, industrial relations, plant human resources, recruitment, training and talent development,compensation and benefits, project management, organizational development

AYSEGUL IYISAN’s Experience

• C&B and Account Management

  Turkcell Teknoloji

  (Human Resources industry)

  October 2009 — Present (3 months)

  •Reporting to the HR AGM, Provide guidance about Turkcell Group’s Human Resources applications and processes (such as compensation and benefits management, performance & competency management, education and career development etc) to professionals, managers and assistant general managers.
  •To raise satisfaction, commitment and work efficiency, implement proactive human resources’ actions into these groups.
  •Responsible for recruitment, job analysis, organizational development in these functions.
  •Employees’ from these functions, lead career movement such as transfer, promotion, rotation within Turkcell Group.
  •Make analysis and do reports related to HR processes (Turnover, HC planning, all C&B related reporting etc)
  •Implementing and delivering Compensation and Benefits programs throughout the company.
  •Coordinate, implement and interpret compensation guidelines, processes and practices in line with Turkcell Group Policies.
  •Manage C&B processes on Oracle ERP (salary increases, flexible benefits)
  •Assess internal and external equity, identify trends and formulate action plans to maintain integrity of compensation structure through benchmarking and other standard compensation practices.
  •Participate in selected compensation and related surveys (WW Group Salary Survey) analyze the market results and propose adjustments to company compensation & benefits package.
  •Prepares & follows up Company Personnel Expenditures & Headcount Budget
  •Managing 50 billion YTL HR payroll budget for indirect employees.
  •Prepares C&B package for new hires & promotions.
  •Reviews and prepares all C&B related policies & procedures.
  •Administration of Salary Increases for employees, preparing merit matrix for salary increases.
  •Administration of company provided benefits (private pension plan, health, life insurances etc)
  •Design and Implementation of Sales Incentive Plan

• Human Resources Manager

  Volvo Construction Equipment

  (Public Company; VOLV B; Machinery industry)

  March 2008 — January 2009 (11 months)

  •Reporting to the Country CFO, worked as part of the Shared Service management team in implementing and delivering HR programs throughout the company.
  •Coordinating and leading the management team to achieve their goals and objectives.
  •Work closely with the senior management to assess needs for talent acquisition and deployment as well as supporting growth and development of people through leading Management and Talent Development. Consult with managers on hiring/ redeployment, job re-design decisions.
  •Implementing organizational HR initiatives to improve organizational effectiveness, including performance management systems (compensation, year-round performance management process), talent development, and culture development.
  •Implementing new HR System with all modules
  •Undertaking continual analysis of the people needs of the organization to ensure business strategies are met.
  •Assess needs within management team and provide consulting to managers on performance management, employee and leadership development.
  •Implement training and development programs given assessed business needs in assigned business areas.
  •Provide consulting and training to managers on compensation plans and decisions.
  •Conduct job evaluations and respond to questions and issues regarding compensation.
  •Ensuring all administrative tasks are completed timely, efficiently, and correctly.
  •Develop employee relations and communication strategies while working closely with senior management to foster employee morale and engagement.
  •Participate in selected compensation and related surveys (MERCER Group Salary Survey) analyze the market results and propose adjustments to company compensation & benefits package.
  •Ensure compliance of all laws, employment practices and company policies.
  •Manage, coach and develop Payroll staff.
  •Respond to auditing and regulatory inquiries
  •Directly supervise two full time employees.

• Compensation and Benefits Supervisor

  Cadbury plc.

  (Public Company; Consumer Goods industry)

  December 2006 — March 2008 (1 year 4 months)

  • Reporting to the Compensation and Benefits Manager, worked as part of the HR team in implementing and delivering Compensation and Benefits programs throughout the company.
  • Coordinate, implement and interpret compensation guidelines, processes and practices in line with International Cadbury Policies.
  • Communicate complex concepts, findings, and analysis to management in a useful and friendly user format.
  • Assess internal and external equity, identify trends and formulate action plans to maintain integrity of compensation structure through benchmarking and other standard compensation practices.
  • Participate in selected compensation and related surveys (HAY Group Salary Survey) analyze the market results and propose adjustments to company compensation & benefits package.
  • Create and evaluate job descriptions, managing Job Evaluation Process with HAY.
  • Create tools and processes to support implementation of special projects.
  • Prepares & follows up Company Personnel Expenditures & Headcount Budget
  • Perform other duties as requested.
  • Managing 70 billion YTL HR payroll budget for direct and indirect employees.
  • Prepares & follows up of Expatriate Expense Budget.
  • Prepares C&B package for new hires & promotions.
  • Reviews and prepares all C&B related policies & procedures.
  • Administration of Salary Increases for White Collar employees, preparing merit matrix for salary increases.
  • Administration of company provided insurances (health, life, accident & fiscal responsibility insurances).
  • Labor Union experience.

• Plant Human Resources Generalist

  Colgate Palmolive

  (Public Company; CL; Consumer Goods industry)

  January 2002 — December 2006 (5 years )

  • Supports the Manufacturing Unit Leadership and Plant Production Director to achieve business targets by developing, promoting, implementing, managing and maintaining effective HR policies, programs, procedures, and practices.
  • Develops a positive Employee Relations climate in this organization that has Non-Union site location. Strong focus on Employee Relations.
  • Preparing Plant Human Resources budget for Direct and Indirect Labor and reporting.
  • Performance Management of Blue Collar employees.
  • Develop HPWS (High Performance Work System) Bonus Plan for Plant Blue Collar employees.
  • Design and Implement Assessment Center application for Blue Collar employees.
  • The scope of responsibility includes a focus on Labor Relations, Communications, policies, programs and activities to support the business requirements, team development, internal and government compliance.
  • Interpret, communicate the interpretation of, and ensure adherence to all provisions of company policies.
  • Provide day-to-day leadership and guidance regarding employment issues including but not limited to corrective action, grievance resolution and other labor/employee relations functions.
  • Communications--including company newsletter, internal communications.
  • Conduct internal trainings for both hourly and salaried employees.
  • Work closely with managers and employees to encourage practical and meaningful application and utilization of tools and training.
  • Mentor other human resources team members.
  • Handling all EOHS related tasks of Human Resource like; Prepare an Emergency Action Plan, prevent injuries and illnesses; provide training and proper equipment; ensure employees participate in medical screening and immunization programs applicable to their jobs ; model and reward safe and healthful work practices; Support the development and maintenance of a healthy workforce etc.
  • Directly supervise two full time employees.

• Recruitment, Training and Development Specialist

  Colgate Palmolive

  (Public Company; CL; Consumer Goods industry)

  August 2003 — July 2005 (2 years )

  • Implemented SAP (SAP HR Module) which was a division wide project realized with the participation of all countries within the division.
  • Responsible for leading and managing the full life cycle recruiting process.
  • Works closely with managers to define and qualify requirements and to design and implement recruiting strategies.
  • Partners with managers to determine sourcing strategies.
  • Sources, screens and evaluates quality candidates.
  • Facilitates the interview and selection process, offer negotiation and closing.
  • Maintains applicant tracking system and reports for assigned open requisitions.
  • Manage vendor relationships related to staffing and other projects as needed, including applicant tracking system, job postings / packs, etc.
  • Consults with managers and business leaders to diagnose and analyze current and future talent needs, human capital challenges and priorities, and identifying and advising on appropriate solutions.
  • Assist HR Director with budgeting and forecasting for HR training and recruitment budget.
  • Assess and prioritize the company’s training needs.
  • Develop and implement an effective succession planning and development programs in partnership with Senior Management.
  • Identify practical, cost effective training sources and coordinate/track all training activities for Colgate employees.
  • Develop training curriculum and conduct training as required.
  • Assist in the development and maintenance of job descriptions.
  • Advocate and promote employee referral program
  • Participate other HR projects as requested including:
  o data analysis on new hire metrics
  o university recruiting and internship programs, career fairs presentation
  o delivering competency based interview training
  o delivering “Valuing Colgate People” training
  o ensure compliance with all audit requirement
  • Directly supervise two part time employees.

• Human Resources Assistant Specialist

  Colgate Palmolive

  (Public Company; CL; Consumer Goods industry)

  January 2002 — August 2003 (1 year 8 months)

  • Administration of Annual Vacations.
  • Intern management (recruiting, reviewing resumes, scheduling interviews, visa paperwork, new hire orientations, terminations, maintain budget spreadsheet).
  • Travel arrangements for visitors and interview candidates.
  • Organizing meetings and special events.
  • Centralized filing of all HR documents.
  • Resumes: send out rejection letters, update database, filing.
  • Career fairs assistance.
  • Background checks.
  • Salary survey.
  • Assisting Salary Increase studies.
  • Organization of local, on-site training.

AYSEGUL IYISAN’s Education

• Marmara Üniversitesi

  Human Resources Management 2009 — 2010 (expected)

  Activities and Societies:

  Thesis; Main factors and trends that will effect the future of HRM and a research on expectations of HR Professionals about HR Functions and HR competencies in the future.

• Marmara Üniversitesi

  BA , Economics , 1997 — 2002

Additional Information

AYSEGUL IYISAN’s Groups:

•    Networked Recruiter (34,197+ total network) 3rd Largest Recruiting and HR & 2nd Largest Agency Group
•    Linked:HR (#1 Human Resources Group)
•    FMCG Professionals (World Wide)
•    Society for Human Resource Management (SHRM)
•    The Recruitment Network
•    H.R. Professionals
•    Compensation Professionals Network
•    Compensation & Benefits Professionals
•    Incentive Compensation
•    NETWORK IN TURKEY
•    Colgate-Palmolive Alumni Network
•    Volvo Alumni
•    Corporate Recruiters. #1 Group for Corporate Recruiters.
•    HR & Talent Management Executive
•    linked HR emea | 2100+ - 60+ countries - 15 local chapters - 4 partner communities
•    Compensation Professional Network
•    Turkey Business and Professional Network
•    Cadbury Affiliates Alumni (1000+ members)
•    Human Resources Global Executives
•    HRM Today
•    Total Rewards (Compensation and Benefits) Network
•    HR Leaders Turkey
•    TURKISH BUSINESS NETWORK
•    E-Recruitment Group Jobs & Resumes
•    Training Professionals Turk
•    i discuss
•    Global Compensation & Benefits Professional Network
•    social development
•    HILL International Executive
•    Multicultural HR Challenges
•    The Future of HR
•    Bilgi Yonetimi Grubu - Turkiye