Martyna Tochowicz

• Creating an HR strategy aligned with long-term business goals
• Collaborating with the Executive Board
• Designing and implementing HR processes to prepare the company for future global hyper-growth
• Full responsibility for all HR functions, including HR Operations, Payroll, Compensation & Benefits, Talent Acquisition & Management, Employee Experience, Organizational Design, Data Analysis, Performance Management, etc.
• Building and fostering a company culture that supports innovation, engagement, and diversity
• Implementing HRIS systems and driving HR process automation
• Defining and monitoring HR KPIs and using data-driven insights to support strategic decisions
• Managing the HR department budget and optimizing personnel-related costs
• Leading global HR projects in an international environment
• Overseeing administration and travel processes (e.g., office management, travel management)

Full responsibility for strategy and all initiatives globally (600 employees in 10 countries):

• Leadership, Transformation and Change Management
• Organizational Development incl. Talent Management, Talent Acquisition, People Development, Employee Engagement & Experience
• Corporate Culture, Wellbeing, DEI & Employer Branding
• Co-responsibility: Organizational Design, Compensations & Benefits, Data Analysis

Main Responsibilities/Projects:

• Co-design of People Strategy 2022-2024
• Strategic collaboration with top executives on key transformational projects (for ex. post M&As integrations, collective redundancies, executive team transformation, gaming studios transformations, leadership)
• Co-design of the new bonus scheme and compensation strategy
• Design and implementation of the new approach to HR Processes (performance management, competency model, potential diagnostic tools, succession, development plans)
• Design and execution of the recruitment strategy
• Design and implementation of a new approach to leadership development at all levels of the organization
• Engagement Program incl. engagement survey and continuous way of working with the results
• Programs & solutions supported employees' wellbeing and engagement in difficult moments (war in Ukraine, IT market breakdown, waves of the COVID 19 pandemic)
• Strategic work around sense of belonging in the distributed organization working mostly remotely - design and implementation of solutions (enhancing engagement, new role of the Executive Team, Site Leads, training programs for remote team leaders, wellbeing program)
• Design and implementation processes around the new Employee Life Cycle with strong focus on employee experience (from candidate experience to off-boarding)
• Recruitment Operational Excellence – transformation of the recruitment process and function
• Building solutions enhancing remote collaboration and leadership
• Building effectiveness indicators in all areas of responsibility. Monitoring and creating data-driven actions.
• Training/action learning/team coaching facilitation
• Full responsibility for the budget and its efficiency.

Full responsibility for strategy and all initiatives in CEE&Russia Cluster (2250 employees, 6 countries, complex matrix structure):

• Learning & Development incl. Leadership Development
• Talent Management (Performance Management, People Survey, Talent Review, etc.)
• Culture, Employees Engagement, Wellbeing, Diversity & Inclusion

Strategy:

• Audit in all areas of responsibility (spring 2019)
• Design of CEE&Russia Talent Strategy 2019-2021
• Strategic support for business and top executives
• Driving D&I agenda: LGBT+ initiatives, international diversity, a well-being offer (in close relation with Internal Communication Team).

Development:

• Full responsibility for strategy and all L&D initiatives and processes
• Building foundation for L&D unification and efficiency in Cluster - implementation of one Learning Management System, common policies and budget solutions, etc.
• Design, implementation and adjustments in all development program for leaders, managers, new joiners
• EMEA Mentoring Program - design approach and solution for EMEA region (13000 employees, 23 countries; implementation in 2020)
• Control of training costs, reporting, big data analyses
• Training/action learning/team coaching facilitation
• Constant support for people agenda in all business functions

Talent Management:

• Full responsibility for strategy and all Talent Management processes
• Full responsibility for implementation of Global Talent Circle in Cluster (2019 Goal Setting Process, Talent Review, Development Plans, Year End Review, People Survey, new IT toll in all processes)
• Implementation of the new competency model in Cluster
• Building Lessons Learned approach for constant evaluation of all talent projects in EMEA region

Full responsibility for strategy and all initiatives in Deloitte Poland (2000 employees, 10 locations in PL, complex matrix structure):

• Learning & Development
• Leadership Development
• Talent Management (Performance Management, People Survey, Talent Review, etc.)
• Culture, Employees Engagement, Wellbeing

Strategy:

• Audit of talent management area (autumn 2015)
• Co-design of Talent Team Strategy 2016-2020
• Design and implementation of Talent Management Strategy
• Strategic support for business and top executives

Key projects:

• Co-design of new Performance Management approach, process, and IT tool for Deloitte Central Europe (17 countries) incl IT tool
• 360 feedback process design and execution
• Engagement Survey coordination
• Strengthening the counseling process by new training and clarifying new role of the Counselor
• Design and implementation of development programs for newly promoted:
• Managers (2 editions, 140 participants, evaluation: 4.89/5)
• Senior Managers (1 edition, 30 participants, evaluation:4.7/5)
• Partners & Directors (2 editions, 70 participants, evaluation: 4.8/5)
• Coordination of Deloitte Learning Academy - a soft-skills oriented program for all Deloitte employees (evaluation: from 4.0 in FY15 to 4.68 in FY17, increase in the number of participants by 40%, increase in the number of trainings by 40%)
• Mentoring Program for Directors & Senior Managers - design and implementation (40 Mentors, 98 participants in 2 editions)
• Onboarding Process - design and implementation of new gamificated training program for all new hires
• Control of training costs, reporting, big data analyses
• Training/action learning/team coaching facilitation