Rafael Cindric
Strategic HR Partner with 6+ years across manufacturing, tech, and scaling enterprises, combining hands-on business partnering with full operational ownership. Currently running triple-country (Hungary/US/CA) people operations while advising senior leadership on org design, performance, and compliance. Strong grounding in Hungarian employment law, employee relations, and building HR infrastructure that scales across borders.
- ~180 FTE
- ● Ensure HR and operational compliance in both Hungarian and US environments
- ● Own Total Rewards for both Hungarian and US employee populations
- ● Manage the full employee lifecycle end-to-end, from offer through offboarding
- ● Administer full-cycle payroll for both Hungary and the US
- ● Coordinate onboarding across Hungary and the US
- ● Act as People Partner to managers across Engineering, Product, Marketing, and Design
- ● Support performance management and career-pathing initiatives
- ● Serve as primary HR point of contact for employees and managers across both countries
- ● Partner with Finance, IT, and Office Operations on cross-functional workflows; manage core HR systems
- ~120 FTE
- ● Acted as key HR advisor to department heads, directors, and the Board
- ● Led evaluation and selection of HRIS platform; defined user roles, workflows, and access levels
- ● Designed and rolled out career path frameworks and role leveling
- ● Provided HR support across Procurement, Logistics, Finance, IT, Marketing, Sales, and eCommerce
- ● Led 360-degree feedback cycles for leadership and team development
- ● Coached leaders on feedback delivery, goal-setting, and managing underperformance
- ● Supported recruitment across functions, with focus on white-collar and leadership roles
- ● Organized and budgeted company-wide events
- ~250 FTE
- ● Handled complex employee relations cases, workplace investigations, and conflict resolution
- ● Ensured compliance with Hungarian labour law and internal policy
- ● Trusted advisor to the Hungarian CEO and Plant Director on all people matters
- ● Provided direct HR support across Quality, Warehouse & Logistics, Customer Service, Procurement, and IT
- ● Contributed to employer branding and recruitment marketing to attract skilled manufacturing talent
- ● Led recruitment for both blue-collar and white-collar roles
- ● First point of contact for employees and line managers on HR matters
- ~30 FTE
- ● Partnered with engineering and product leads to define technical role requirements; ran full-cycle recruitment for developers, PMs, and UX/UI designers
- ● Built onboarding plans and educated new hires on policy and process
- ● Evaluated employee performance and recommended pay adjustments
- ● Planned and ran in-house/off-site events and team-building activities
- ● Produced HR activity reports for management; monitored budget and payroll
- ● Managed office operations, vendor coordination, and travel logistics
- ● Administrative and recruitment support; onboarding assistance; HR reporting and compliance tasks
Designed and implemented the organization's first HR Controlling initiative by integrating headcount, payroll, and financial data into a structured reporting framework. Developed key HR metrics to support workforce planning, labor cost management, and strategic decision-making.
Introduced and oversaw company-wide HRIS and time management platform, managing master data migration, process redesign, user role definition, and providing HR IT support to ensure smooth adoption across all departments and improved data accuracy.
Led successful merger of Logistics and Customer Service units in manufacturing environment, facilitating organizational alignment, redefining roles and responsibilities, and supporting leadership succession planning to ensure business continuity.
Planned and coordinated roll-out of structured career path framework including role leveling, competency mapping, and development conversations. Initiative supported employee growth, career transparency, and long-term retention strategies.
Designed and implemented performance-based rewards and compensation system improving transparency, motivation, and internal equity across the organization. Collaborated with leadership to establish clear metrics and fair distribution criteria.