1. Strategic HR Advisor for Business lines:

• Develop HR Management strategies to support the Company's development course
• Strategic Advisor on the Human Capital management for the Heads of the Company's structural departments
• Methodology: develop and write out policies, procedures, instructions for Administrative and HR processes
• Management of the HR department (3 Employees)
• Responsible for the preparation and execution of the HR budget
• HR analytics on key metrics of the HR function for C-Level and Executives

2. Talent Acquisition

• Identify staffing needs, make Recruitment Plans
• Plan and roll-out of complex Staff Acquisition and Hunting strategies for all kinds of staff
• Create Job Descriptions and Competence Matrix for each Role
• Recruiting Top Talents for Executive positions
• Staff reserves formation (internal & external)

3. Onboarding and Adaptation:

• Create and implement complex Onboarding Study Programs for the New joiners
• Create and implement Onboarding Programs to support existing Staff appointed/relocated for the New Role
• Update onboarding materials keeping them up-to-date

4. L&D:

• Design complex training programs, considering roles demands (hard skills//soft skills/foreign languages)
• Manage L&D budget
• Make Career Path Study Plans for the Employees
• Make tenders with external Study Vendors, negotiate the best possible training solutions
• Support Internal Studies from HR Team: Mental Health studies, Management skills trainings (create content, act as a Speaker). Projects done: Business Consultancy school// School of a Top Manager// School of a Coach & Mentor

5. Staff Assessment & Performance Management:

• Develop a Concept for conducting staff assessment (quarterly/semi-annual/annual)
• Select Approaches and Tools for conducting staff assessment.
• Write-out documentation templates and instructions
• Develop a Grading system
• Develop KPI cards for each Role and a Grade
• Implement orientation trainings for Department Heads on working with assessment tools
• Responsibility for feedback support in the departments (manager-employee 1:1 and cross-divisional interaction)

6. Employee relations & engagement:

• Coordination of Corporate Culture projects
• Conduct regular staff satisfaction and eNPS surveys, collecting suggestions and requests. Data processing and preparation of appropriate action plans
• Develop a comprehensive Bonus System Concepts (quarterly, semi-annual, annual financial incentives)

7. Labour Law and Military Records:

• Ensure compliance with the Ukrainian Labour Law and Regulations
• Responsible for the Military records of the Company

8. Business Development Projects:

• Contribute to the business development projects, offer staff outsourcing solutions for the Customers from BDO-Member Firms

1. Strategy & Organizational Policies:

• Responsible for Company’s HR Strategy implementation in accordance with the Company’s Development Strategy
• Manage HR Department (7 people local and regions)
• Analysis of HR Processes, their description and optimization
• Create HR Guides, Policies and Regulations for HR Department
• Work with Regional Heads, Methodology orientation studies
• HR Metrics and Reporting

2. HR Advisory for Business lines:

• Advise Top Managers on People Management issues
• Sustain problem and conflict solving
• Resources planning support
• Consult the Department Heads on the cases of Employees discipline breach and problematic exits

3. Staff hire and retention:

• Determine the Staffing Needs, forecast the Need considering the regions’ specifics
• Develop Recruitment Plans, monitor the plans execution. Corrective measures if necessary
• Ensure that Recruitment KPIs are met
• Work on the Recruiters’ skills improvement
• Develop People Retention Measures, make solutions to reduce the mass staff turnover rate
• Responsibility for the execution the Recruitment Budget

4. L&D and Mentorship:

• Plan and implement a comprehensive Staff Training Activities (NBU regulations, Customer Service Standards, etc.)
• Establish a Mentorship Institute, organization of Mentors’ training
• Organization of a L&D quality control (certification exams, mystery shopping, etc.)

5. Retention & Motivation:

• Development of a bonus system for each category of employees (financial motivation) for back office, front office and sales
• Development of corporate culture projects, team building
• Create an Event Calendar, organize Corporate Events