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Bio
Elvin NOSI, Group HR Director at BALFIN Group
As the Group HR Director at BALFIN Group, one of the largest and most diversified investment groups in the western Balkan region, Elvin NOSI is responsible for overseeing the HR strategy and operations for over 5,000 employees across 10 countries and various business sectors. He has more than 10 years of experience in leading HR functions and teams in complex and dynamic environments, with a focus on people development, rewards, industrial relations and HR best practices.
My mission is to create and sustain a culture of excellence, innovation and collaboration within BALFIN Group, by aligning the HR policies and processes with the business goals and values. NOSI is passionate about developing and empowering people, enhancing their performance and engagement, as well as fostering a positive and respectful work climate.
Driving HR Excellence
I have over 10 years of experience in human resources management, starting my HR career in a banking organization as HR Manager before transitioning to HR leadership roles in BALFIN Group. My educational background includes a bachelor and master degrees in business administration and several certifications in HR management and leadership.
At BALFIN Group, my role as the Group HR Director involves overseeing HR strategies and operations across our diverse portfolio of companies, which span retail, real estate, banking, tourism and logistics. I am responsible for aligning HR initiatives with our corporate values of accountability, innovation, teamwork, consideration and partnership. This includes talent acquisition, development, retention and fostering a corporate culture that supports our strategic goals.
My current focus is on implementing our HR strategy which encompasses growing great leaders and better people managers, enhancing employee productivity and recruiting great talent fast. Each of these strategic pillars involves targeted initiatives to build a highly skilled workforce, enhance organizational effectiveness and position BALFIN as the talent destination in our markets.
HR Management Philosophy
My core philosophy centres on the belief that people are the undisputable key success factor of any organization. I prioritize creating an inclusive and engaging workplace where employees feel valued, supported and empowered to contribute their best.
"My core philosophy centres on the belief that people are the undisputable key success factor of any organization. I prioritize creating an inclusive and engaging workplace where employees feel valued, supported and empowered to contribute their best.”
Over my career, I have seen the importance of adaptability and continuous learning. Initially, my focus was primarily on compliance and operational efficiency. However, as I progressed, I began to emphasize the strategic role of HR in driving organizational change and fostering innovation. Today, my approach is holistic, integrating employee well-being with business objectives and leveraging data-driven insights to inform HR decisions.
At BALFIN, this philosophy is reflected in our commitment to strengthening leadership through enhanced development programs, focusing on strategic leadership behaviours such as accountability, agility and fast decision-making. Additionally, we prioritize up-skilling and building new technical capabilities to tackle current and future business challenges.
Overcoming HR Challenges
One of the significant challenges has been managing the diverse needs of our companies, each with its own unique cultural variations and operational requirements. To address this, we implemented a flexible HR framework that allows for customization while maintaining core HR standards across the Group.
Another challenge was enhancing employee engagement and retention in a competitive job market. We introduced several initiatives, such as personalized career development plans, comprehensive wellness programs and a robust recognition system to boost morale and loyalty.
Navigating the rapid digital transformation in HR processes has also been a key challenge. We are working to adopt cutting-edge HR technologies to streamline operations, improve data accuracy and provide a better employee experience. This shift requires significant up-skilling of our HR team, which we facilitate through targeted training and development programs.
Specifically, we have improved performance management through agile objective setting and new organization models, enhanced our Employee Value Proposition to retain top talent and continuously digitize HR processes to promote company-wide digital transformation initiatives.
Commitment to Continuous Learning
Staying abreast of HR trends is crucial for effective HR leadership. I regularly attend conferences, webinars, and workshops hosted by leading HR organizations and industry experts. Networking with peers through professional associations such as CIPD also provides valuable insights and best practices.
Also, I find helpful reading of HR journals, research papers and industry reports. Publications like Harvard Business Review and specialized HR magazines are part of my regular reading list. Continuous learning is a personal commitment. I have pursued advanced certifications in HR from renowned institutions and I encourage my team to do the same.
To enhance our leadership and managerial capabilities, I focus on improving leadership development programs to foster strategic leadership behaviors. This includes accountability, agility and fast decision-making, which are essential for navigating the dynamic business environment.
Adapting to Future Trends
The increasing integration of artificial intelligence and automation in HR processes is a trend that will significantly impact the sector. At BALFIN Group, we have already set a plan to invest in AI-driven HR technologies to enhance recruitment, performance management and employee engagement.
Another trend is the growing emphasis on employee well-being and mental health. We are expanding our wellness programs to include mental health support, flexible working arrangements and comprehensive benefits packages to ensure our employees’ holistic well-being. The shift towards remote and hybrid work models is also transforming HR practices. We are developing policies and infrastructure to support flexible working, ensuring that our employees remain productive and connected regardless of their location. This includes investing in collaboration tools and creating a robust remote work culture.
To stay ahead of these trends, we are focusing on improving our communication and benefits offering to attract the best talents in the regional markets. Enhancing our employer branding, candidate sourcing and assessment activities will ensure we build an effective talent acquisition engine. Prioritize your people. Investing in employee development, well-being and engagement will yield significant returns in terms of productivity and loyalty. Create a culture where employees feel valued and empowered to innovate and contribute.
Embrace change and be adaptable. The business landscape is constantly evolving and leaders must be proactive in adapting to new technologies, market trends and workforce dynamics. Encourage a culture of continuous learning and agility within your teams. Foster collaboration and transparency. Build strong relationships based on trust and open communication, both within your organization and with external stakeholders.
Transparency and collaboration are key to driving collective success and achieving strategic goals. Stay ahead of trends. Keep informed about industry developments and emerging trends. This knowledge will enable you to anticipate changes and position your organization for long-term success. Encourage your teams to be forward-thinking and innovative in their approach. Enhance organizational effectiveness by improving performance management through agile objective setting and new organization models. This will ensure sustainable performance and a superior employee experience through competitive rewards and digital people solutions and services.
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