Ludmila Civolani

We give a personalized response to the needs of the organizations to accompany them to achieve the challenges that are proposed.

We are flexible consultancy, we are Talent Partners.

Some of our clients: Novartis, Alcon, Sandoz, Mars, Coloplast, Autoneum, Bossard, HTBA, Firma, Xing.

In NonStopTalent we are certified by Gallup, Inc. to provide and work at individual level and with teams based on the CliftonStrengths® results. We´ve done more than 450 Clifton so far, working closely with teams and professionals.

The CliftonStrengths® is an assessment tool created by Don Clifton that discover the order of your 34 talents. It gives you the results of the DNA of your talents and explains you what is your way of thinking, feeling and acting. In this way, you can excel your full potential and be more productive.

We are also certified in Pro.Play Method for PLAYMOBIL Pro.

It is an innovative methodology that includes a modeling set with tools to work in professional workshops and on an individual level. It allows you to expand the number of alternatives in a given situation.

UP4Growth Cluster Implementation Lead (CEC/WEC) at Novartis. I lead the implementation of the program in this cluster, which is integrated by 6 countries Portugal, Netherlands, Hungary, Romania, Greece and Israel.

UP4Growth is a cross functional and cross divisional business program that aims to provide an integrated view of people processes, including performance, talent, capabilities and learning.

It brings about new philosophies for how we lead our people including applying a “strength-based” dialogue, regular progress tracking and forward looking support from leaders.

I lead the implementation of the program for this countries based on the Talent and Performance pillars.

• UP4Growth is a cross functional and cross divisional business program that aims to provide an integrated view of people processes, including performance, talent, capabilities and learning.

-Champion of the program and all its elements with a primary focus on Performance and Talent Management locally.

-Act as the UP4Growth SPoC, representing the country/local organization.

-Lead the cultural change related to Strength Based Approach and create a communication campaign that enhance the mindset needed it by the organization.

-Trained more than 1500 people on the "Strength Based Approach" related to the cultural change needed it.

-Define the rollout plan and reliably handle execution of that plan including local engagement, communications, process and system related activities to ensure a successful implementation of UP4Growth within the country.

-Builds and manages the cross divisional local team to ensure UP4Growth success on a country level.

-Define the change and engagement approach adapt to the different targets across the organization

-To partner with the respective line client in the development of a unit or function business plan and ensure the translation and implementation of that plan into an HR strategy

-To develop programs and policies, closely coordinating with functional heads and other HR roles to ensure effective and efficient HR programs
-Working with HR Specialists and Shared Services to ensure overall HR delivery

-Coach/drive senior leadership team on key HR processes, e.g. Performance Management, OTR, and succession planning and talent management for pre- defined population, in close cooperation with the respective TM expert.

-Coach assigned leadership team, and support them in their coaching and mentoring activities in their teams (HPT, Outdoors, etc)

-Lead the change management plan for the site (more than 600 associates). First change plan signed and approved within the TechOp community.

-Partner with Global/Divisional Change champion to prioritize and execute Quality activities in support of the 31 FDA commitments at site level.

-Partner with Project /Change Leads for a certain business domain to build their change management capabilities and to ensure changes are properly assessed.

-Execute change management activities to make change implementation effective, successful and sustainable.

-Build and lead a group of 35 change ambassadors that act as change agents through the organization (more than 600 employees)

-Lead the Change Leadership Forums, Quality Days and any other communication and event related to the Quality change initiative

-Participate in, or lead, HR Projects: Hiring, Talent, Training and Development initiatives.

-Lead the Diversity & Inclusion group (15 people) in order to achieve the D&I objective of the site aligned with the global strategy. We lead the activities for the internal associates and families to increase the engagement and the culture of diversity and inclusion within the site.

-Drive the cultural changes need it with each client.
-Drive personnel cost planning, performing periodic cost and productivity analyses to support Finance and the Line in maintaining workforce budgets.

-Ensure adherence to relevant labor and employment law and, when necessary, manage labor relations, including relations with external labor organizations.

-Ensure compliance with legal framework, SOX requirements, etc.

-Recruitment and Selection, since the updating of data, ad in the newspaper or at web sites, specify appointments for interviews, conducting interviews on the basis of competences, coordinate pre-employment examinations, administrative support income. In addition, responsible of the process of assessment center to give feedbacks of results to internal clients.

-Managing the process of induction of new employee, given the initial training and ensure that they fulfill the rest of the process.

-Identify training needs through meetings with internal clients and develop the training plans.
-Facilitate / Train partners on Performance Management, skills, competences, etc.

-To identify talents (high potentials) and generate career plan.

-Facilitate the implementation of the methodology to establish or update the map career by business unit.

-Coordinate the process of identifying action plans to reduce gaps / contingency plans for the successors in key positions.

-Implementate the plan of the organizational climate survey at the national level and support the implementation of action plans, using as a provider Great Place to Work.

-Identify training needs and career action plans and do the trainning.

-Facilitate meetings with the committee to make decisions about training abroad.

-Defining the strategy/training programs and training providers that will be available for the year.