Experience

esthra - HR Orchestration

• Germany
• Business Consulting and Services
• 1 - 100 Employee

• Founder and CEO

  • Jul 2017 - Present

  ▶ We partner with businesses and develop leaders who are ready to maximize their creative capability and their choices resulting from 🦾High Tech and ❤ High Human approaches.▶ We are nurturing STEREO transformations – where humans and machines could develop true interfaces. Where they are not competitors but co-creators for a better world.▶ Our Human Resources (HR) Orchestration provides new, creative ways to address the complex challenges of modern organizations and leaders in the AI age. ▶ Music is not only our framework and “instrument” even in a business context. It is our passion and the WAY we connect people, dots, and how we activate the untapped potential of organizations. “Music speaks where words fail.” (Andersen). We show the power of the fusion of being smart online and creative offline - aka UNPLUGGED.▶ Our ambition to impact the World of Work is to guide HR organizations towards becoming Org DesAIgneHRs – and realizing the potential in applying a human-centric, responsible AUGMENTED Intelligence.We are based in Germany in the Munich area, and we enjoy working with local and international clients - even remotely. We play in Hungarian, English, and German.



Ms. AI

• United States
• Individual and Family Services

• Member Of The Advisory Board

  • Nov 2018 - Present



Coaching-Consulting-HR Solutions

• Canada
• Professional Training and Coaching

• Executive Coach, Consultant, EntreprenHR

  • Jan 2017 - Jun 2017



Microsoft

• United States
• Software Development
• 200 - 300 Employee

• Senior Human Resources Manager - Commercial Business - CEE Headquarters

  • Oct 2012 - Dec 2016

  Deep HR Business Partnership in the Commercial Business Unit of Central and Eastern EuropeFocus on the - Enterprise and Partner Group (EPG)- Public Sector (PS)- Developer and Platform Evangelism (DPE)Responsible for the Headquarters HR People Strategy execution.Landing the worldwide segment (business unit driven) people agenda in the 30+ countries in CEE.(inclusive twice taking a wonderful break for maternity and developing new leadership skills taught by my children)

• Human Resources Director - Central and Eastern Europe Headquarters

  • Nov 2008 - Oct 2012

  • Leading the HR Function for the regional headquarters• Responsible for the entire HR strategy and execution for 150+ regional employees and drive CEE wide HR and Business initiatives – World Class Selling, Talent Management, Succession Planning, Diversity etc. • Representing CEE in the WW Segment HR organization, leading project executions on the field; special focus on the Enterprise Sector, incl. Public Sector and Communication Sector. Landing the WW Building Enterprise Talent Framework in CEE.• Driving significant change management projects throughout the CEE Region• FY10: Being the Diversity and Inclusion Champion for Central and Eastern Europe• FY11: Leading the Sales Excellence chapter in CEE as part of our HR strategic initiativesDirect reports: 3 HR Business Partners (FTE), 1 HR Co-ordinator, 1 Recruitment Manager.Reporting to the CEE Human Resources Director.Accomplishments: • Drove large scale organizational projects – such as Transformation to Cloud, Consumer Organization• Key regional HR advisor for the Readiness Organization – HR partner for driving the Microsoft Sales Academy• Moved the CEE HQ HR function from HQ only focus to field enablement and business partnership – facilitated the Value Selling Strategy setting from people perspective in CEE• Introduced new CEE wide field enablement and talent processes – such as the segment lead and HQ feedback process• Established a regular segment rhythm of business• Contributed to put gender diversity strategy and execution to the next level – established a senior female network and development platform for regional female talents, achieved 30+% female representation at HQ• Significantly improved succession planning for senior leadership roles• Renewed the CEE wide communication platform – CEE Web • Very active and valued member of the MSI International HR community, leader of the International Learning Circle of Multiregional Headquarters

• Human Resources Director

  • May 2005 - Nov 2008

  Leading the HR Function in Microsoft Hungary. Responsible for the entire HR strategy and execution. Direct reports: 1 HR Business Partner (FTE), 1 HR Co-ordinator, 1 Recruitment Mgr, 1 Recruitment Co-ordinatorReporting to the CEE Human Resources Director.Accomplishments: • Established the HR Function in Hungary– vision, strategy, structure, hiring HR people• Moved HR from executional partner to a more business partner position, established the long term vision for the team and significantly increased service level• Together with the GM and the LS Team developed the long term people strategy of Microsoft Hungary• Recognized as trusted advisor for managers, run change management initiatives with the GM and the LS team• Introduced new recruitment model, ensured working recruitment engine, new assessment methods for key positions• Introduced local HIPO program, established the concept, executed talent assessment and feedback sessions – MBTI, DISC, PIAV, Assess• Microsoft Hungary- Hewitt Best Employer 2006 – Nr 1 in the medium biz, 2008 Nr 3rd place in the large biz category– HR evaluation was 85% satisfaction• Led best practice Career Model introduction in Hungary– incl. being part of the CEE implementation team, certified trainer of the Coaching for Career Model Training• Comp and Ben moved from an issue to a significant, proactive part of the HR agenda Member of Microsoft’s worldwide High Potential (EXPO) program – Tier 2 participant for 3 years,MS International Learning Circle Lead for Mature and Medium Subsidiaries.On the top of the local activities: actively contributed to regional initiatives (MS Poll Co-ordinator for CEE, HR101 and Management Excellence Presenter, ExCEEd Project – Ukraine – long term OD initiative)



PepsiAmericas

• Organizational Capability Director Central and Eastern Europe

  • Feb 2002 - May 2005

  Direct reports: 2 OC Managers in the regional HQ, 3 HR Managers dotted line in the divisions. Budget responsibility: 1-1.2 MM USDAccomplishments: • Set-up the regional Organization Capability function, hired OC managers, developing the strategy and annual operating plans • Conducted the first regional Organizational Climate Survey - design, implementation and action planning • Introduced the first regional leadership development program (Leadership Academy), 3 levels, 3 modules (Leadership, HR, Beverage Business and Finance) • Select and develop internal trainers in all divisions, develop 3 days training modules and deliver programs • First in the entire Pepsi system established E-Learning Platform (PASPORT) in the region - connected 1.500 users, in 4 countries, 4 languages and since then provide training via the platform • Led HR due diligence during 2003 for potential PepsiAmericas acquisition in Eastern-Europe • Led the change management process of the regional restructuring in 2004 (new business strategy, downsizing 15-20% of the workforce), designer of the execution plan (incl. legal affairs), implemented change management tools (communication, manager trainings etc.)• As part of developing the new organizational structure, aligned and harmonized job contents and created job descriptions for every single position in the region • Strategic contributor to the compensation & benefit redesign for the CEG Region, job evaluation committee member, trained on Watson Wyatt global grading system• Support the implementation of the new C&B strategy via designing line manager trainings upon the changes• Renewed the annual business communication process for employees, introduced new, regional communication channels, internal recognition programs (International Award), corporate culture events • Introduced new performance management and succession planning system



DHL Hungary

• Hungary
• Transportation, Logistics, Supply Chain and Storage
• 1 - 100 Employee

• Human Resources Manager

  • Dec 2000 - Dec 2001

  As a Human Resources Manager, member of the Senior Management Team my responsibility contained leading the entire HR Department (7 HR professionals), develop and implement the HR strategy and provide HR service for almost 400 employees and 5-6 MM USD HR Budget at that time.Accomplishments: • Redesigned actual HR systems, increased HR service level, ISO audited key HR processes • Led the organizational structure changes, introduced new blueprint, harmonized job descriptions • Developed new HR strategy and established a solid business plan to implement it • Introduced new development tools, established middle management development program (Millennium Manager), introduced new competencies and renewed training planning and budgeting • Renewed yearly bonus system, led the Watson Wyatt salary survey project • Increased HR planning, forecasting accuracy and delivered benchmarking data to Senior Management • Established a strong link to the European Headquarter and connected HR to the international network



Manmore Consulting

• Warehousing

• Consultant, Leadership Development

  • Apr 2000 - Nov 2000

  • Developed and delivered a competency based leadership development program for middle managers and supervisors; designed 3 modules of a 1-year program, called Millennium Manager, run the 3 days modules for the target group• Developed Competency Development Guide, Individual Development Plan, other progress measurement and communication tools • Made DHL Hungary as a pioneer country for developing a complex behavioral development program • Became a valued internal coach and consultant for the HR Manager and Department, Senior Management Team



Takarekbank Rt. - Bank of Hungarian Savings Co-operatives

• Lead of Personnel Department

  • Jan 2000 - Apr 2000

  Starting from 1997 as HR Generalist my key responsibility was to establish the Human Resources Department and function, introduce new HR services. After 3 years I was promoted to lead the Personnel Department.• First leadership role, managed 5 HR associates and the entire strategic HR function. (The other department within HR was Payroll and Employee Relations) • Prepared the fundamentals to introduce a CAFETERIA type benefit system

• HR Specialist - Training and Development, Internal Communication

  • May 1998 - Dec 1999

  Accomplishments: • Established the training strategy and policy for the bank• Developed new training programs for Orientation, Customer Focus and Co-operation, competency model for account managers in savings-cooperatives • Introduced assessment centers as key part in the recruitment process for account manager positions • Introduced quarterly internal newsletter (FOCUS) and created HR Annual Report • Contributed to design and managed the annual organizational culture survey, facilitated action planning process

• HR Generalist

  • Sep 1997 - Apr 1998

  Accomplishments: • Set-up key HR systems - recruitment, training, communication • Member of the Re-engineering Team, conducted organizational audit, facilitated OD actions and change management initiatives • Internal consultant role- conducted survey, interviews, process mapping to develop the new HR strategy after the privatization • Established new performance management system