Hannamay Lagemaa

Omniva's management structure became pan-Baltic, and with that my role as HR partner also became partly pan-Baltic. I mainly support the Technology (IT) unit, Production technology and sorting in Estonia.
I am a partner for managers in all topics related to people and management, such as workforce planning, harmonization of positions in a pan-Baltic view, compensation and benefits, labor law topics, satisfaction surveys (including eNPS) and creation of action plans to increase employee satisfaction, employee onboarding/offboarding, etc.

Supporting operations, logistics, and parcel machine teams. Acting as a strategic partner to leaders in all people-related matters: recruiting managers and specialists, workforce planning, onboarding, collaborating with leaders on compensation systems, etc. Managing the office support project during peak seasons (Christmas) and supporting additional temporary workforce planning. Participating in various cross-company projects (The Joy Ambassadors project aimed to improve customer service quality, implementing the Values Game, etc.). Collaborating closely with other HR teams (Talent Acquisition, L&D, People Ops, etc.).

Leading training and development initiatives for employees, organizing activities related to workplace health and safety, coordinating performance reviews, recruitment, and participating in various other HR projects (such as recognition programs, internal surveys, employer branding, engaging and training volunteers, etc.).

Handling topics related to employee training and development activities, from identifying training needs to implementing training plans; Developing and coordinating the onboarding process for new employees; Organizing occupational health and safety activities; Participating in various HR development projects.

Coordinating training and development initiatives; identifying training needs and creating a strategic training plan in collaboration with leaders; advising leaders and employees on training and development topics; planning, implementing, and evaluating development activities; creating and monitoring budgets; developing and leading the onboarding process for new hires; coordinating annual performance reviews and employee satisfaction surveys.

Analyzing training needs across various departments and collaborating with leaders to develop a training plan. Providing guidance to leaders on training and development matters and managing the training budget. Coordinating the onboarding process for new employees and organizing language and computer training sessions. Participating in various development projects within the HR field (updating leadership competency models, setting strategic goals for the HR department, developing internal trainers, preparing officials for the EU Presidency, etc.).

Administering employee relations; advising and supporting managers on HR-related matters; coordinating training programs, performance reviews; organizing internal training sessions; employee recruitment and selection.

Coordinating areas related to the development of personnel work (trainings, professional standards, certification exams, organizing seminars, etc.). Additionally, managing association members, communicating with members, and coordinating the work of working groups. Achievements: This position has provided excellent knowledge in the field of human resource management, allowing collaboration with industry professionals. I have been involved in developing training programs, updating professional standards, organizing seminars, and working with the PARE leadership on developing the association's strategic directions.