Yaki Friedland

Experience

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  Technion - Israel Institute of Technology

  Oct 2006 - Oct 2008

  Research and Teaching Associate

  • Practical research in industrial ergonomics, developing training modules and coaching government work-place inspectors to identify ergonomic hazards• Counseling managers to improve safety climate in industrial work spaces• Teaching Assistant in Graduate and MBA courses of Organizational Behavior and Leadership

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  AKT Human Capital Solutions

  Nov 2009 - Dec 2016

  Experienced Consultant, Organizational Development and Human Resources

  Employee Engagement • Leading AKT's Engagement solution. Implementing Engagement surveys and processes • Using advanced analytics to focus on what is important for employee engagement • Coaching leaders to create action plans to improve engagementHuman Resource Excellence (HRE) • ­Designing and implementing full employee lifecycle processes (Hire to Retire), including creation of forms and supporting tools • ­Building role definitions, including Roles & Responsibilities, interfaces, requirements • ­Supporting change management, training on processes and re-structuring of HR unitsOD Processes • Designing and implementing global cross-company processes such as Performance Management, Talent Reviews, Competency based career paths and Succession planning. • ­Adapting and applying best practices from leading organizations to fit the needs and capabilities of the client • Creating forms, tools and supporting aids for end users in the processes • Training managers and employeesHuman Resource Information Systems (HRIS) • ­Managing HRIS implementation projects (SuccessFactors) • ­Identifying user requirements, managing configuration team, QA and go live support • ­Guiding clients through system adoption period, including change management, training and monitoring user acceptance Show less

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  ADAMA Ltd.

  Apr 2017 - Apr 2020

  Leading ADAMA's global people processes, from design, through training and communication, to implementation and monitoring. Including processes such as:• Learning - Building and implementing ADAMA's first global Learning Management System (LMS), including UX design, content development, developing a unique internal leader-led training application, integration with external vendor sites and implementing the system to over 5,000 employees globally.• Employee Engagement - Global survey covering all employees (+7,000) , driving action plans to improve engagement globally and locally.• Onboarding - Designing ADAMA's first global employee onboarding process that is digital and streamlined, including content development of video clips, eLearning modules and dynamic web-pages.• Leadership Framework - Developing and facilitating hands-on leadership development workshops and online training tools for leaders, as part of embedding ADAMA's Leadership model.• Talent Management - Implementing annual Talent Review processes across the company. Putting development plans in place and mapping potential, risk, succession and bench strength.• Performance Management - Implementing the process globally, including KPIs library, personal development goals, competencies, production-employees specific process, and training. Show less Organizational Development - Leading Adama's global people processes, from design, through training and communication, to implementation and monitoring. Including processes such as:• Leadership Framework - Developing and facilitating hands-on leadership development workshops and online training tools for leaders, as part of embedding the group's new Leadership model.• Talent Management - Implementing annual Talent Review processes across the company. Putting development plans in place and mapping potential, risk, succession and bench strength.• Employee Engagement - Global survey covering all employees (~7,000) , driving action plans to improve engagement globally and locally.• Performance Management - Implementing the process globally, including KPIs library, personal development goals, competencies, production-employees specific process, and training.• Competencies - defining the competency model and embedding it in people processes, with specific levels for different segments, to create a shared language and standards.HR Business Partner - Supporting VPs in people related matters in their departments, strategic workforce planning as well as hands-on day-to-day operations, including:• Supporting managers in their work with their direct reports • Recruiting - defining requirements, interviewing and supporting candidate selection• Hire to retire - from employee onboarding, through caring for their daily needs, till departure from the company• Compensation - salary cycle, bonus and merit increase discussions• Welfare Show less

  • Head of Global L&D

    Apr 2017 - Apr 2020

  • Head of Global OD & HRBP for Corporate Functions

    Apr 2017 - Oct 2018
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  CyberArk

  Jan 2021 - now

  Global L&D Manager