Cristina Mancas (Schneider Electric) joins Business Review’s Working Romania HR Conference

Mihai-Alexandru Cristea 07/12/2022 | 16:19

Cristina Mancas, Human Resources Vice President for South-East Europe at Schneider Electric, will be a speaker at Business Review’s upcoming Working Romania HR Conference. She will be part of the Employer Branding | Get Inspired by the Best panel, which is set for 2 PM on December 13. Join her, and an entire roster of great speakers, in-person at the Courtyard by Marriott Bucharest Floreasca!

 

Cristina Mancaș is Vice President of Human Resources at Schneider Electric South East Europe. A graduate of the Academy of Economic Studies, with a degree in Management, Cristina joined the Schneider Electric team in January 2016, as HR Director for Romania. Her great activity and results were noticed and so two years later, she was promoted to a regional position. At Schneider Electric, Cristina brought 16 years of experience in the field of human resources, working in large companies in the banking sector and oil industry. From the Bucharest office, Cristina Mancaș coordinates all the human resources activities of the EEA region for Schneider Electric, from recruitment to talent management, building organizational culture.

This year, Schneider Electric, the leader in the digital transformation of energy management and automation, celebrated 25 years of activity in Romania through its local subsidiary. One of the most successful and longest-running organizations of the global company, Schneider Electric Romania currently coordinates a group of countries that includes Armenia and the Republic of Moldova.

“At Schneider Electric Romania we have the opportunity to nurture the loyalty of our employees through excellent career opportunities, local and international, through our global digital platform, Open Talent Platform”, said Cristina Mancaș on the occasion. “Our team, built with tenacity and care for people over a quarter of a century, is one that now supports the company’s business performance, in a market that increasingly needs solutions for energy efficiency and the transition to the digital environment. Romanian initiatives have often become international projects and programs, and this is an aspect that gives meaning to our work and contributes to the homogeneity of a healthy and competent team.”

In Cristina Mancas’s opinion, the WFH or hybrid model isn’t a bigger source of frustration than the full-time office schedule used to be. And that’s because Schneider Electric looks for people with strong work ethics, who understand that a company is just as productive and well-performing as its people are. So, they can work from wherever they need to be. Some feel more comfortable coming into the office and meeting with their colleagues or managers; others need to take care of their children or limit their time in traffic so they prefer to stay home. “We discuss and accommodate their needs based on trust and openness from both sides. And, of course, we evaluate performance and job satisfaction. We always listen and observe when it’s time to make a change. Given the results we have had lately, on both counts, I can say we’ve managed to find a balance that works well for our colleagues,” Mancas said in a BR Exclusive.

When it comes to the younger generations, Schneider Electric’s representatives often host Open Days for students to take a look at who they are and how they are organised, and also welcome students in their internship programme, called Electrify your Career, whereby young professionals can come into the organisation, work with the team, discover opportunities for themselves, and make an informed decision to either stay or pursue a different career.

“Some of our current team members started their career with us as interns. We need to remember that people are people. It’s true that the collective experience of entire generations might be different from one another, but here at Schneider we look for the things that unite us rather than those that divide us. It is the backbone of our organisational culture. The younger generations might be digitally native, but this does not mean that the older ones haven’t embraced digital transformation just as well. After all, we look for people with open minds who are able to grasp at any opportunity to evolve professionally, and the digital transformation of an organisation is just that: an evolution of people that’s supported by increasingly sophisticated and useful technologies,” Mancas concluded.

BR Magazine | Latest Issue

Download PDF or read online: December 2022 Issue | Business Review Magazine

The December 2022 issue of Business Review Magazine is now available in digital format, featuring the main cover story titled “Xclusiverse: Going Beyond the Traditional Ways of Doing Business.”
Mihai-Alexandru Cristea | 19/12/2022 | 18:45

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