Camelia Ardelean

Responsible for compensation, benefits, wellness, payroll, recognition, and retention across all 4 countries within North America business unit (US, Canada, Mexico and Guatemala).

• Partner with Finance, Legal, Talent Acquisition, People Operations and Senior Leadership to understand company' employees and their needs in relation to compensation and benefits, to design a best-in-class Total Rewards program to attract and retain the best talent.
• Drive the strategic development, design, implementation, communication, maintenance and compliance of all compensation programs - including market pricing, incentive compensation components, including executive compensation, equity, long and short-term incentive plans, while leveraging knowledge of the evolving talent landscape to ensure its position to attract, motivate and retain employees.
• Partner with finance on an annual compensation budget. Lead annual compensation planning processes - merit, bonus, equity, etc. Oversee the execution of benefit annual renewals and enrollment process, involved in all phases of renewal discussions with all vendors, benefits communication, and change management plans. Directing benefits administration process, leading to increased employee understanding and utilization of available offerings.
• Evaluate compensation structures and policies, ensuring competitive positioning within the market and internal equity among staff members. Plan, develop, and participate in area and industry compensation surveys or special compensation studies - including market-based pricing to ensure the company’s competitive position within the marketplace.
• Educate leaders, managers and employees on the company’s "total rewards" compensation philosophies.

• Worked closely with Senior Business Management of Manufacturing Industry Operations and Siemens First Account on collective HR topics of strategic/ tactical level ensuring achievements of business objectives.
• Managed employee relations issues with care and confidentiality, maintaining trust with staff members while resolving conflicts effectively.
• Ensured legal compliance in all HR practices, mitigating potential risks related to employment law violations or disputes.
• Managed two redeployments' exercises for Manufacturing Ops and Siemens First Account
• Advised and coached managers on people management, enabling them to lead and develop their teams.

• Worked closely with the Senior Business Management of Global Siemens Account on collective HR topics of strategic/tactical level ensuring the achievement of business objectives.
• Lead annual compensation planning processes - merit, bonus, equity for entire Global Siemens Organization.
• Advised and coached managers on people management, enabling them to lead and develop their teams.
• Oversaw annual Talent Review process, providing guidance to managers on setting goals and measuring employee progress. Created Siemens Organization Talent Pool and leaded the specific actions for their recognition and grow.
• Coordinated internal communications efforts, keeping employees informed of important organizational updates and changes.

• Led efforts to expand workforce from 250 to over 3000 employees by developing long-term strategy focused on recruitment and retention.
• Developed HR strategies and solutions aligned with business priorities and global HR strategy.
• Contributed to business planning and translated it into people capability planning. Monitored initiatives to attract, retain, and develop workforce capability and flexibility. Advised on redesign of organizational structures to enhance effectiveness.
• Advised on, facilitated, and helped drive change related to organizations and people. Planned, managed, and delivered results systematically on change management projects affecting staff, such as reorganizations, restructuring, HR processes, or offshoring programs.
• Collaborated with management to recognize talent and identify high-potential employees and key contributors.
• Managed employee relations issues with care and confidentiality, maintaining trust with staff members while resolving conflicts effectively.
• Optimized HR budget allocation by strategically reallocating resources based on department needs and priorities.
• Ensured legal compliance in all HR practices, mitigating potential risks related to employment law violations or disputes.
• Invested in professional development opportunities for HR team, fostering continuous learning and improvement.
• Facilitated regular communication channels between management and employees to promote transparency and engagement.
• Strengthened employer brand through targeted recruitment marketing campaigns aimed at attracting top-tier candidates.
• Spearheaded leadership development programs to support growth and advancement of high-potential employees.
• Evaluated compensation structures and policies, ensuring competitive positioning within market and internal equity among staff members.
• Distributed employee engagement surveys to identify areas of improvement.

• Delivered high-quality solutions for clients through comprehensive research and analysis of industry trends.
• Created, customized and coordinated strategic personnel planning programs. Planed and directed recruitment, screening, interviewing, selection and placement activities that meet the client company’s needs. Designed induction programs for new employees.
• Created, customized and coordinated Assessment and Development centers. Provided written and verbal feedback for the client. Identified future training needs, determined project costs / benefits.
• Designed and implemented the training programs.
• Offered career consultancy and coaching to professionals that find themselves in career-transition. Mentored and guided over 100 people in difficulty to find a job.

• Planned and directed: recruitment, screening, interviewing, selection and placement activities which ensured quantity and quality of manpower, suited for long term requirements.
• Provided continuous consultancy for employees. Helped with solving professional and private problems, provided adequate support.
• Monitored competitive trends in compensation and defined organization’s level compared to other employers. Conducted various satisfaction surveys and participated in benchmarking activities. Developed Company’s wage and reward system, including additional motivation criteria.
• Identified training needs, according to company’s objectives; determined project costs / benefits; negotiated contracts with top suppliers for customized training services. Monitored design, quality and output of main training programs.
• Responsible for performing regular, quarterly reviews of major cost-drivers within administrative and personnel operating expenses; formulated and directed appropriate measures to keep them at given budget level.