Analyzing the feedback from the Top Employers Undelucram.ro Conference, we were delighted to find that one of the most highly appreciated moments of the event was the HR Round Table Series.

The 16 interactive sessions, held concurrently by labor market experts, indeed played an essential role in creating that “safe” space for the open exchange of ideas and know-how that we all enjoyed on the day of the Conference.

Therefore, while reviewing the notes and photos from the event, we extracted 16 Key Takeaways from the HR Round Table Series that can serve as a benchmark for your professional activities this year.

And if you enjoyed last week’s article featuring the 11 Key Takeaways from the Conference speakers, we invite you to take five minutes today to read the insights from the experts at the forefront of the HR industry (and beyond) in Romania.

The moderators are listed in alphabetical order.

   Anca Amariei: The Impact of Leaders on Employee Well-Being

During the HR Round Table session, moderator Anca Amariei addressed the influence of leaders on employee well-being, emphasizing the importance of mental health and work–life balance. The discussion underscored the crucial role of leaders in shaping organizational culture and creating a stimulating work environment. Key points included:

- Leaders Are Also Human: Although often perceived as all-knowing, invincible, and possessing unlimited power, leaders need to be fueled physically, emotionally, and relationally—much like an engine that requires maintenance to function optimally.

- The Complementarity of Leadership Roles: Leadership is not limited to formal positions; informal leaders also play an essential role. Authentic collaboration between both groups leads to genuine well-being, as the leadership journey can often be solitary.

- Emotional Intelligence and Psychological Safety: There is an increasing demand for leaders with emotional intelligence, capable of promoting psychological safety and a mindset oriented toward balanced mental health—fundamental elements in creating a “safe” ecosystem.

- Cultivating Well-Being and Cultural Compatibility: Well-being and cultural compatibility must be nurtured both proactively and reactively. This involves integrating these values into the recruitment process and addressing challenges swiftly and effectively to prevent the spread of disruptive behaviors.

   Luiza Banyai: Building Trust Between People & Technology in the AI Era: Smarter Work, Better Results

Moderator Luiza Banyai explored how trust between people and technology can transform the work environment in the digital age. The discussion highlighted the importance of adopting AI as a strategic partner—not a threat—to foster a growth mindset and achieve remarkable results:

- Optimization Through AI: AI-based tools optimize repetitive tasks, enabling employees to focus on creativity, problem-solving, and human interaction. Intelligent automation reduces pressure on teams and prevents burnout caused by overload.

- Challenges and Resistance: The fear of job displacement by AI fuels resistance, especially when employees feel unprepared for change. A lack of unified understanding of AI’s capabilities and limitations highlights the need for clear communication.

- Ethics and Responsibility in Use: Misusing AI—such as incorporating personal data without consent—raises major ethical risks. To mitigate these dangers, it is essential to understand AI’s limitations and potential and implement clear policies for responsible data use.

   Oana Botolan: Salary Transparency – From Confusion to Clarity

Highlighting how salary transparency can redefine organizational culture, the discussion moderated by Oana Botolan emphasized the need for proactive preparation for the mandatory implementation of salary transparency, which will come into force in the summer of 2026 in both Romania and the European Union:

- Proactive Preparation: It is essential to prepare ahead of the mandatory implementation of salary transparency, set to take effect in the summer of 2026 in Romania and the EU.

- Cultural Transformation: The change is not limited to new legislation; it involves a profound transformation of organizational culture.

- Gradual Process: Implementation occurs step by step—from internal salary audits and the establishment of clear salary grids to effective communication.

- Internal Communication: Open dialogue between HR, business leaders, and employees is crucial to prevent misunderstandings and manage expectations.

   Iulia Buciuman: The HR Processes That Truly Matter for Business in 2025:

   How HR Influences Business  Performance

In an innovative approach, Iulia Buciuman challenged participants to redefine the essence of human resources in the context of 2025 business. She emphasized that HR processes must evolve to become a strategic engine for growth, especially in an environment with increasing cost pressures. Key ideas discussed included:

- Efficiency of HR Processes: Effectiveness is reflected in how processes contribute to achieving performance—how easily objectives are met and how engaged staff are in achieving them.

- The Essential Role of Organizational Design: The true value of Human Resources lies in how the organization is structured—clearly defining roles, responsibilities, workflows, and benefits to enable people to maximize their potential.

- Truly Impactful Processes: Among the processes discussed, onboarding (reducing time to productivity) and performance management (continuous feedback and goal setting) stand out as having the greatest impact on organizational performance.

- Evaluation of Complementary Processes: Other processes such as administration/payroll, recruitment, L&D, and benefits are important, but they can either be managed by other departments or do not generate a significantly differentiating impact on overall performance.

   Raluca Culda: Strategic Career Coaching in Organizations

Moderator Raluca Culda highlighted the importance of Strategic Career Coaching in strengthening the link between employees’ professional goals and organizational strategy. By identifying essential skills and creating personalized career paths, the discussion underscored how this tool can transform organizational culture into a space conducive to innovation and growth. Here’s how:

- Career Changes and Technological Impact Are Realities: The rapid evolution of professional roles requires adaptability and continuous learning.

-Integrating Strategic Thinking: Professional success depends on the ability to integrate strategic planning into one’s career journey.

- Competitive Advantage Through Agility and Planning: Organizations that combine flexibility with a well-defined strategy will better face future challenges.

- Strategic Career Coaching as an Alignment Tool: This process facilitates the creation of personalized career paths, strengthening the connection between employees’ goals and organizational strategy.

- Transforming Uncertainty into Opportunity: Through clear methods and strategic vision, professionals and companies can navigate changes, turning uncertainty into a growth engine.

   Mihaela Feodorof: The Authentic Leader – A Source of Inspiration and Hope in Difficult Times

In an empathetic and inspirational approach, Mihaela Feodorof discussed the role of the authentic leader, highlighting how, in times of uncertainty, a leader can become a true anchor of stability and hope. By exemplifying strategies for support and closeness, the discussion opened new perspectives on how leaders can keep their teams united and confident in the face of economic challenges. Key ideas included:

- Effective Communication: The authentic leader is an excellent communicator who listens actively and communicates in a way that everyone understands.

- Personal Involvement: It is essential for a leader to understand the work of their teammates in order to recognize and appreciate each individual’s value.

- Authenticity in Leadership: Acknowledging one’s own limitations, mistakes, and vulnerabilities creates psychological safety within the team.

- Integrity as a Central Pillar: An authentic leader honors their promises and uses constructive feedback to support team development.

- Performance Analysis: Identifying behaviors, actions, and results provides a valuable framework for analyzing and continuously improving performance in complex situations.

   Cristina Florescu: Breaking the Rules: How New Fiscal Measures Are Changing the HR Game

Cristina Florescu discussed the recent fiscal changes and their impact on HR, emphasizing how the new measures control the way companies manage human resources. Participants discovered how to turn these new regulations into an opportunity for organizational growth while maintaining employee motivation. Key ideas included:

- Rewriting the Rules in HR: The new fiscal measures fundamentally change the way companies manage human resources.

- Immediate Effects: Employees and companies, especially in the IT sector, will directly feel the impact of these regulations.

- Adaptation Strategies: Organizations must adopt innovative strategies to remain competitive in an ever-changing fiscal context.

- Growth Opportunities: Turning fiscal challenges into opportunities can stimulate development and motivate employees.

   Diana Hart: The Return on Investment in Employer Branding

In a captivating presentation, Diana Hart explored the return on investment in Employer Branding, emphasizing how an authentic strategy can transform talent recruitment and retention. The session addressed both the challenges arising from the lack of a clear strategy and practical solutions for measuring the impact of investments, providing participants with useful tools for calculating ROI:

- Employer Branding as a Strategic Asset: A well-defined employer brand redefines organizational identity and positively influences performance.

- Clear Positioning Through Company Insight: A deep understanding of each company’s strengths and specific challenges is essential for an effective investment in Employer Branding.

- The Importance of Quantifying Turnover: The hidden costs of employee turnover underline the need to invest in strategies to reduce turnover.

- Measurable ROI Through Cost-Benefit Efficiency: Even modest improvements in cost efficiency can generate significant ROI in the realm of Employer Branding.

- Collective Responsibility: Maximizing the impact of investments in Employer Branding requires the involvement of everyone, from leadership to HR and recruitment teams.

- Practical Tools for Evaluation: The use of specific formulas and tests allows for a personalized evaluation and continuous optimization of the ROI of employer brand investments.

   Bogdan Ioniță: Unwrapping Engagement:

   How We Understand and Leverage Employee Engagement for Business Growth

Bogdan Ioniță challenged participants to understand the evolution of engagement in companies, addressing techniques for data collection, analysis, and application to improve employee performance. The discussion covered the differences between disengagement and hate, and how engaged employees can be protected from potential cultural issues. Key ideas included:

- The Evolution of Engagement Dynamics: In the context of recent phenomena such as the Great Resignation, Quiet Quitting, Quiet Firing, and now Great Detachment, it is imperative to continuously reassess how employee engagement is measured and managed.

- The Influence of Organizational Changes: Rapid changes, the transition between remote and on-site work, and the lack of feedback and recognition significantly affect employee morale, requiring adaptive and proactive approaches.

- Revising Measurement Methodologies: The significant reliance on annual or bi-annual eNPS highlights the need for more agile tools, such as pulse surveys, which allow for real-time satisfaction indicators.

- Modernizing Technological Infrastructure: The use of standard solutions (Google/Microsoft Forms) limits the frequency and accuracy of data; investing in internal or specialized tools can facilitate the collection and analysis of employee feedback.

- Turning Data into Concrete Actions: Implementing short-term intervention programs (6 months – 1 year) based on constant feedback can improve employee performance and organizational culture, demonstrating the company’s commitment to the team’s needs.

- Leveraging Instant Feedback: Frequent monitoring of satisfaction through pulse surveys allows for rapid adaptation to seasonal changes, workload fluctuations, and other variables, ensuring prompt responses to employee needs.

   Diana Iosu: Crisis Communication – The Chance to Be Forgiven or Loved

Diana Iosu shared her expertise in crisis communication, demonstrating how well-thought-out strategies can turn difficult moments into opportunities for image reconstruction. In a discussion filled with concrete examples and profound reflections, the subtle difference between being forgiven and being loved was highlighted, offering participants a new perspective on managing critical situations:

-Managing Crises During Massive Layoffs: In situations of massive layoffs, crisis management becomes extremely challenging, requiring careful and empathetic communication to mitigate the negative impact on employees.

- Differentiated External and Internal Communication: Honesty and promptness in dealing with journalists are essential, but in internal communication with affected employees, the focus is on empathy and tangible support, such as providing compensatory salaries and assistance in finding new employment.

- Transparency and Vulnerability in Communication: The example of Howard Schultz, former CEO of Starbucks, who revealed that he cried in 2008 when announcing the layoff of 12,000 employees, underscores the importance of transparency and vulnerability; a sincere explanation of the reasons, constraints, and support measures can build trust and humanize the communication process.

- The Risks of Indirect Communication: Indirect communication via the media can worsen the crisis, leaving employees feeling excluded and disoriented, thereby amplifying the sense of uncertainty.

- Tools and Crisis Preparedness: A well-structured crisis manual, regular simulations, and an agile response team are indispensable tools for effectively managing critical situations and minimizing their impact.

- Rebuilding Post-Crisis Trust: Experience, empathy, and maintaining a clear mind are essential in reconstructing the organizational image and regaining trust, even after the crisis has passed.

   Constantin Măgdălina: Managing Multigenerational Teams

In a discussion full of insights, Constantin Măgdălina analyzed the challenges and opportunities of managing multigenerational teams, emphasizing the importance of leveraging the diversity of each generation. The need to promote intergenerational collaboration and turn differences into competitive advantages was highlighted. Key ideas included:

-Challenges of Multigenerational Teams: Differences in experience and negative attitudes toward change can generate tensions and hinder collaboration.

- Ongoing Motivation: It is essential to keep employees motivated and to encourage adaptability to the constant changes in the labor market.

- The Impact of the Pandemic: The reduction in face-to-face interaction has accentuated generational differences, highlighting the need for solutions to restore team spirit.

- Intergenerational Collaboration: Creating mixed teams that leverage diverse skills turns differences into a competitive advantage.

- The Role of the Leader: An effective leader supports the team by promoting a collaborative environment, providing constant feedback, and encouraging the exchange of ideas.

- Performance Management: Establishing clear KPIs, periodic evaluations, and personalized objectives are fundamental to maintaining motivation and increasing efficiency.

- Strategic Integration: Distributing responsibilities according to each employee’s strengths ensures an easy adaptation to technological and organizational changes.

   Corina Neagu: Design Thinking in Human Resources: Innovation and Employee-Centricity

Corina Neagu illustrated how the principles of Design Thinking can revolutionize HR processes by placing the employee at the center of organizational decisions. The discussion highlighted the impact of empathy, rapid prototyping, and continuous iterations in transforming onboarding, performance evaluations, and organizational culture:

- Defining Design Thinking: The concept can be explained through the five fundamental steps: Empathize, Define, Ideate, Prototype, and Test.

- Addressing HR Challenges: Empathy can be an effective tool to understand employees’ real issues, such as onboarding difficulties, low retention, and lack of engagement.

- Innovation in HR Processes: Applying Design Thinking principles can improve recruitment and other HR processes.

- Employee-Centric Organizational Culture: Feedback must be transformed into concrete initiatives, contributing to a positive experience for employees.

- Optimizing Onboarding: It is recommended to develop digital prototypes that meet the real needs of new employees, facilitating rapid and efficient integration.

- Innovation in Benefits and Retention: Creating personalized benefits packages has proven effective in increasing engagement and loyalty.

   Mădălina Samoilă: Storytelling in Business. The Story That Endures

In a session full of creativity, Mădălina Samoilă demonstrated how storytelling can be a powerful tool in building an authentic brand. The discussion explored ways in which well-told stories can bridge the gap between businesses and clients, transforming communication into a source of leadership and influence. Key ideas included:

- Storytelling as a Strategic Tool: Well-told stories build an authentic brand and bridge the gap between businesses and clients.

- The Neuroscientific Impact: Understanding how the brain processes stories highlights the emotional and persuasive power of storytelling.

- A Preparatory Approach: Identifying the right questions before crafting a story is essential for clearly defining the purpose and message.

- Debate and Experience Sharing: The exchange of perspectives among participants highlights the diverse ways in which storytelling can be integrated across various fields.

   Oana Sav: Marketing in Recruitment and Retention

Oana Sav presented an integrated perspective on how marketing strategies can be applied to recruitment and retention in order to attract and retain talent. The discussion covered digital campaigns, personalizing the candidate experience, and innovative tactics that transform challenges into organizational success. Key ideas included:

- Integrating Marketing in Recruitment and Retention: It is important to explore how marketing strategies can be adapted to attract and retain talent within an organization.

- Innovative Digital Campaigns: The effective use of digital campaigns helps promote the employer brand and attract the right candidates.

- Personalizing the Candidate Experience: An individualized approach in communication and interaction enhances candidate engagement and loyalty.

- Tactics Inspired by Loyalty Programs: Employing strategies similar to those in loyalty programs can increase the efficiency of recruitment campaigns.

   Diana Stafie: GenZLandia: Gen Z as the Future Workforce

Moderator Diana Stafie initiated a revealing discussion about GenZLandia, a Foresight project conducted last year for HR Club, highlighting how Generation Z is redefining workplace expectations and work styles. During the GenZLandia roundtable, the moderator explored six Gen Z typologies, derived from qualitative and quantitative research conducted with over 100 members of Romania’s HR community. The study used specific Foresight methods to imagine what Gen Z professionals might look like in the future.

- The Diversity of Gen Z Expectations: The research emphasizes that Gen Z members bring fresh perspectives, distinct work styles, and specific expectations, requiring organizations to adapt their policies to today’s digital and cultural realities.
- Technology as a Native Language: For Gen Z, technology is not just a tool but an essential language for communication and collaboration, making the full integration of digital solutions in the workplace a necessity.
- Focus on Impact and Purpose: Generation Z seeks jobs that offer more than just a paycheck—they want opportunities to contribute to meaningful causes and make a real impact on society.

- Adapting to the Current Context: Starting their careers during a pandemic, Gen Z has demonstrated a unique level of flexibility, highlighting the need for dynamic and innovative recruitment and retention strategies.

- Key Conclusions: Gen Z are digital natives – Technology is not just a tool; it's their native language. They prioritize value and purpose – They want more than just a job, aiming to make a real impact on society. They faced unique challenges – What other generation started their career in the middle of a pandemic?

   Adina Teleucă: How the European Accessibility Act Is Transforming HR Strategy:

   Digital Accessibility, Inclusion, and Impact

Adina Teleucă discussed how the European Accessibility Act, which will come into force on June 28, 2025, imposes new standards for digital accessibility. The discussion emphasized the importance of adapting HR strategies to promote inclusion and diversity, ensuring a work environment that is accessible to everyone. Key ideas included:

- Adopting the European Accessibility Act: Organizations must integrate the new digital standards into their HR strategies to ensure an accessible work environment starting June 28, 2025.

- Compliance with Specific Regulations: Companies with over 10 employees or a turnover exceeding 2 million euros must adapt their digital infrastructure to comply with the legislation, which covers websites, mobile applications, payment terminals, and electronic documents.

- Digital Accessibility for Inclusion: Ensuring the accessibility of career platforms and online tools facilitates the hiring and retention of people with disabilities, turning the recruitment process into a real opportunity for diversification.

- HR Awareness and Training: HR professionals need to familiarize themselves with the new requirements and participate in internal training sessions to develop the skills necessary for effective communication and interaction with people with disabilities.

- Identifying Integration Solutions: Organizations must explore innovative ways to integrate people with disabilities into suitable roles, particularly in support departments where digital tools are heavily used.

- Leveraging Financial Incentives: The fees paid to the state for the handicap fund represent an important financial incentive, providing a solid business case for implementing accessibility and inclusion measures.

We hope you enjoyed these key ideas that will guide your steps through the job market throughout 2025. Essentially, the 16 Key Takeaways extracted from the HR Round Table Series at the Top Employers Undelucram.ro Conference outline a comprehensive picture of today’s trends and challenges in human resources. They highlight the need for authentic leadership, transparent communication, and the integration of modern technologies to create sustainable and inclusive work environments.

In an era marked by rapid changes and digital transformations, each insight—from optimization through AI and Design Thinking in HR to adapting to new regulations such as the European Accessibility Act—represents a strategic milestone for professionals who want to remain relevant and turn challenges into opportunities.

We invite you to reflect on these ideas, integrate them into your practice, and become an active part of redefining the future of HR. Together, through innovation, empathy, and collaboration, we can build organizations where performance and care for people go hand in hand, paving the way for a more balanced job market.