HR Business Partner 7.2023-04.2024 - project work, full time, remote work (international company (agribusiness)

• full cycle recruitment (the whole world);
• developed strategic recruitment plans to ensure effective search, screening, selection, hiring and retention of top talent;developed and implemented training and development initiatives;
• advised and contributed to business leaders on change management, workforce planning, talent screening and succession planning;
• facilitated the discussion of talents and productivity with the team management;
• supported management on proactive performance management issues and supported managers in consulting, career development and discipline/performance improvement actions;
• promptly resolved employee relations issues and escalated issues as necessary.conducted effective, thorough and objective investigations at the request of the supervisor;
• promote and ensure consistent support of culture and core values;
• collaborated with the leadership team to align management actions, employee behaviors, and company programs around the desired culture;
• created and implemented KPIs;
• employer branding;hr-analytics, metrics;
• administrative support for hr processes;
• using marketing in recruiting.

HR Business Partner 12.2019-08.2023 - project activities, part-time (finance, medicine, insurance, manufacture, logistics, construction/design)

• full cycle recruiting (Ukraine, America, Europe, the whole world);
• studied and worked with jobs market around the world;
• developed and implemented a strategic HR plan aligned with corporate strategy and maintaining focus on priorities in key areas such as: effective and efficient organizational structure, talent acquisition, performance management, learning and development, succession planning, culture and engagement, recognition and rewards, and retention initiatives;
• developed strategic recruitment plans to ensure effective sourcing, selection, sourcing, recruitment, and retention of high quality talent;
• identified, designed and implemented training and development initiatives; proactively provided guidance and advice to business leaders on change management, workforce planning, talent assessment and succession planning;
• facilitated discussions with executive staff on talent assessment and performance issues;participated in project management and process improvement initiatives to create, revise or improve HR policies, procedures and practices;
• provide proactive performance management guidance and support to managers with counseling, career development, and disciplinary/performance improvement actions;
• resolved employee relations issues in a timely and expeditious manner and escalated as necessary;
• conducted effective, thorough and objective investigations;promoted and provided consistent support for the culture and core values;interacted with the leadership team to align management actions, employee behaviors and company programs with the desired culture;
• studying and working American markets jobs market;
• studied of the labor legislation of America and the wrote of the provisions of the company's labor politicians;
• administrative support for hr processes;
• created and implemented KPIs;
• employer branding;hr-analytics, metrics;
• using marketing in recruiting.

HR Business Partner 11.2017 - 09.2019, international insurance company “PZU in Ukraine”

• developed and implemented a strategic HR plan aligned with corporate strategy and supporting priorities in key areas such as: effective and efficient organizational structure, talent acquisition, performance management, learning and development, succession planning, culture and engagement, recognition and rewards, and retention initiatives;
• developed strategic recruitment plans to ensure effective sourcing, selection, sourcing, recruitment and retention of highly qualified talent;
• identified, designed and implemented training and development initiatives;
• proactively provided guidance and advice to business leaders on change management, workforce planning, talent assessment and succession planning;
• facilitated discussions with executive team on talent assessment and performance issues;responsible for leading and/or participating in project management and process improvement initiatives to establish, revise or improve HR policies, procedures and practices;
• provided proactive performance management and support managers with counseling, career development and disciplinary/performance improvement actions;resolved employee relations issues in a timely and responsive manner and escalated issues as necessary;
• conducted effective, thorough and objective investigations;
• ensured consistent support of the culture and core values;
• collaborated with the leadership team to align management actions, employee behaviors and company programs;
• created and implemented KPI;
• employer branding;hr-analytics, metrics;
• job evaluation.

HR-manager 10.2016 - 10.2017, printing house “Design-print of Ukraine”

• full cycle recruitment;
• created and implemented HR policies and procedures;
• advising managers on personnel management;
• organization process (onboarding, welcome day, offboarding, education);
• one to one meetings and evaluations;created and implemented KPI;
• work with material and non-material motivation;hr-analytics;
• job evaluation;
• job documents.

HR - manager 09.2014 - 10.2016, logistic company “Park”

• full cycle recruitment;
• created and implemented HR policies and procedures;
• advising managers on personnel management;
• organization process (onboarding, welcome day, offboarding, education);one to one meetings and evaluations;
• created and implemented KPI;
• work with material and non-material motivationjob evaluationjob documents.

• full cycle recruitment;create job descriptions;
• interviewing, providing feedbacks;
• develop a pool of qualified candidates in advance of need;
• research and recommend new sources for active and passive candidate recruiting;
• build networks to find qualified passive candidates;
• utilize the Internet for recruitment;
• efficiently and effectively fill open positions;
• use social and professional networking sites to identify and source candidates.