Engagement Partner, Serbia

As an Engagement Partner at ABBYY, your primary role involves collaborating with local and global leaders to enhance employee engagement and satisfaction. This includes developing strategies that retain top talent, analyzing engagement metrics, and implementing various initiatives to foster a positive workplace culture. You'll help to create and execute on people-centered plans that cover the employee lifecycle.

The Engagement Partner position at ABBYY requires strong business acumen, excellent interpersonal and communication skills, and the ability to manage projects effectively. You'll also need a solid foundation in HR best practices, local labor laws, and experience in performance management. Additionally, proficiency in the local language is essential to connect with team members.

Yes, the Engagement Partner role at ABBYY is a remote position based in Serbia. We embrace flexible working options which allow you to maintain a healthy work-life balance while contributing to a global team.

ABBYY offers a range of benefits for the Engagement Partner position, including private health insurance, sports memberships, Volunteering Time Off, and flexible working hours. We prioritize employee well-being and offer paid parental leave to ensure you and your family are supported.

As an Engagement Partner at ABBYY, you will work on various projects related to employee engagement, retention strategies, performance management, and change management initiatives. This may also include organizing team-building events, onboarding processes, and diversity and inclusion efforts.

ABBYY fosters a culture of respect, transparency, and innovation. With a diverse team reflecting over 30 nationalities, our collaborative environment encourages teamwork and growth. Employees are celebrated for their unique contributions, and we emphasize a positive work atmosphere.

At ABBYY, we are committed to employee development through tailored individual and team development programs. The Engagement Partner will work closely with functional leadership to create impactful professional development opportunities, ensuring that employees have the resources and support needed for their growth.

When assessing employee engagement, it’s essential to gather qualitative and quantitative data. This can be achieved through surveys, one-on-one check-ins, and analyzing engagement metrics. Be prepared to discuss specific tools or methods you've used in the past to evaluate engagement levels among employees.

In an interview, share a specific initiative you've led, detailing its objectives, how you rolled it out, and the results. Use quantifiable outcomes to demonstrate its success, such as improved engagement scores or increased retention rates, showcasing your strategic approach and impact.

Handling conflicts requires empathy and strong communication skills. Describe your approach to conflict resolution, emphasizing active listening and mediation techniques. It's valuable to illustrate with a specific example where you successfully resolved a conflict within a team.

To promote diversity and inclusion, I focus on creating awareness, providing training, and implementing recruitment initiatives aimed at diverse groups. Discuss any specific programs or policies you have developed or supported in previous roles that enhanced inclusion in the workplace.

Measuring the effectiveness of engagement initiatives typically involves setting clear KPIs and using employee feedback tools. Discuss your experience with metrics and surveys, illustrating how you analyzed data to evaluate the success of an initiative and made adjustments as needed.

Employee feedback is critical to shaping HR strategy. It allows for the adaptation of policies and initiatives to better meet employee needs. Explain how you've encouraged feedback and the steps you've taken to utilize this information to improve engagement and morale.

Developing performance improvement plans involves setting specific, measurable goals tailored to individual employee needs. Talk about your process of collaborating with managers and employees to identify areas for growth, establish clear action steps, and regularly review progress.

In your response, detail your involvement in designing and implementing talent development programs. Emphasize how these programs align with the business's strategic goals and how you ensured their effectiveness through feedback and evaluations.

My approach to change management involves thorough communication and engagement with stakeholders at all levels. Discuss strategies you've used to guide employees through transitions, focusing on how you address concerns and foster a supportive environment during changes.

Staying updated on HR trends requires continuous learning. Share the resources you rely on, such as industry publications, webinars, and professional organizations. Discuss how this knowledge has informed your HR practices and compliance measures in previous roles.