Tina Đurić i Leo Vukić
Episode · #805
RITAM POSLA Tina Gjuriš i Leo Vukić
Guest Tina Đurić i Leo VukićHosted by Lidija KiseljakJune 3, 2026
About this episode
What you'll hear in this conversation
Attracting and retaining young talent is a central challenge for businesses across Europe. This conversation explores how Nestlé addresses it, not just through programs, but by fundamentally reshaping its approach to people development. We hear from Tina Đurić, Nestlé's HR Lead for Croatia, Slovenia, and Bosnia and Herzegovina, and Leo Vukić, a former participant in their Summer School program who is now a full-time employee. Tina, with a twenty-year career at Nestlé that began in supply chain rather than human resources, brings a unique, operationally grounded perspective to talent strategy. Their discussion offers a clear view into how a large organization evolves its culture to meet the dynamic expectations of today's workforce.
Insights from the conversation
What to take from this episode
01
Tina Đurić began her two-decade career at Nestlé in supply chain management, not human resources. That operational foundation, understanding logistics and inter-departmental relationships, proved crucial before she ever stepped into an HR role. The best HR leaders often understand the business from the inside out, having worked the processes they now help staff.
02
Where stability and security once defined employee expectations, Tina notes today's talent prioritizes flexibility, a sense of purpose, visibility, and clear development paths. The employer-employee contract is no longer just about a steady paycheck; it's about a dynamic ecosystem of growth and meaning.
03
Nestlé Summer School doesn't just let students observe; it immerses them in practical team projects, each with a mentor, in a multinational setting. The program isn't about theoretical learning; it's about building confidence through direct, responsible participation.
04
Leo Vukić's progression from Summer School participant to full-time Nestlé employee, and then to a promotion, highlights a clear talent pipeline. When an internship is designed as a genuine talent incubator, expressing interest often leads directly to an open role, demonstrating the program's real-world value.
05
Leo recalls working with students from across the region, including peers studying in London, all sharing diverse experiences. An internship that intentionally builds cross-cultural, cross-border teams creates a rich learning environment and a lasting professional network.
06
The Summer School combines remote work with in-office days in Zagreb for Croatian students. Blending online and in-person experiences ensures both accessibility and the essential face-to-face interaction that builds team cohesion and company culture.
Tina Đurić i Leo Vukić