As a part of the HR Center of Excellence team, I am responsible for the initiatives aimed at improving employee experience.

• Optimizing HR business processes, policies, and procedures.
• Fostering a positive, inclusive, and collaborative work culture. Initiating and maintaining programs that support company values and promote a sense of belonging among employees.
• Overseeing performance management processes, ensuring they are fair, consistent, and aligned with organizational goals.
• Developing and managing programs that support employee well-being.
• Analyzing HR metrics and surveys and conducting interviews to provide reports to the leadership team on employee experience initiatives and their impact.
• Designing and supporting the Veterans' reintegration program.
  
  Key achievements:
• Developed and presented the structure and strategy of the HR Center of Excellence: vision, functions, roles, and roadmap.
• Optimized and updated the Soft Skills Competency Matrix and developed the Soft Skills Development Guide.
• Conducted a 360-degree feedback survey for the Leadership Team according to the highest standards.
• Optimized Performance Management Process: approach, 360-degree feedback forms, and automated reports for visualizing the results.
• Designed a Development Guide for People Partners' upskilling based on the Competency Matrix.
• Developed and Launched the Wellbeing Program.
• Described and optimized HR Business Processes: Onboarding (company/project), Offboarding, and Performance Management (Performance Appraisal, PDP).
• Responsible for People Analytics and Reporting (Turnover, Retention, Headcount, Employee Engagement and Satisfaction reports).
• Developed and launched the Veterans' Reintegration Program.
• Created a Knowledge Base to support HR initiatives: Veterans' Reintegration Program, Wellbeing, HR upskilling, AI in HR, and Soft Skills Hub.

Main areas of expertise:

• Assistance in building HR Strategy aligning with overall business needs. Conducting facilitation sessions to determine HR strategy.
• Auditing the company's current state (regarding HR processes, policies, procedures, organizational structure, and performance indicators).
• Description of HR processes as they are from the top level to the level of each performer. Support in HR processes optimization with the participation of key employees and development of a transition plan to updated process schemes. Assistance in business processes automatization and HR software selection.
• Designing Learning and Development Strategy. Developing a program for business tasks and participant cases, considering the experience and the company's specifics. Selecting the format and helping organically translate the method into video, methodical materials, and digital solutions. Providing pieces of training and workshops under request.
• Creating and supporting the Internal Communication Strategy.
• Support in building a compelling employer brand.

Key Achievements:

I’ve been consulting local businesses/SME (PR and communication agencies, IT companies, Professional Services, Tourism Businesses, Startups, and Educational Institutions) on establishing initial HR processes and further developing them into full-fledged systems to improve efficiency, productivity, communication, and employee engagement.

The clients got the best market practices and a new look at familiar things due to the combination of my experience from various business areas.

І was Responsible for leading Adsapience's Talent Management and Organizational Development: Recruiting, Adaptation, Internal Communications, Learning and Development, Succession Planning, and Performance Management. Led the effort to bring the company's strategy, brand, and culture to life in People Management and Talent Acquisition processes, creating a powerful Candidate and Employee Experience. Managed a team of three HR specialists.

Key Achievements:

• Successful experience in HR strategy development and implementation for a company with 150+ employees’ company in a period of transition.
• Developed and implemented HR policies, procedures, and processes for the employee lifecycle.
• Led the project on HR Business Processes Optimization and Automation (BambooHR System).
• Designed and implemented Learning and Development Strategy. Designed and facilitated training programs on topics such as Conflict Resolution, Effective communication, Collaboration in distributed teams, Resilience, and others resulting in a 90% employee satisfaction rate. Realized such initiatives as School for managers, Academy for marketing specialists, Corporate Library.
• Coached middle management and executive leadership in developing tasks for continuous improvement and organizational effectiveness.
• Developed a refreshed employer brand.
• Implemented an effective communication strategy to support the company during the period of organizational changes and quarantine.
• Developed and was responsible for Mental Health Program.
• Updated the Compensation and Benefits policy. The salary system for employees was developed and introduced in accordance with personal qualifications and team results in accordance with OKRs and STIPs.
• Implemented a new performance management system, resulting in a 20% increase in employee engagement and productivity. The system included such elements as Competence Model, PDPs, 1:1 meetings.

As a solo HR practitioner, I managed all areas essential to the HR function. I partnered with key Directors across different business verticals to drive employee performance, engagement, and morale (Shared Service Group) and ensure the company had the right people in the right roles. I established and implemented short- and long-term corporate HR plans, including maintaining or improving employee relations, talent acquisition, and development, succession planning, workforce planning, devising a new compensation strategy, and performance management.

Key Achievements:

• Shaped the HR strategy and company policy. As a result of its implementation, One Philosophy Group of Companies received the Award of BEST AGENCY TO WORK FOR, EMEA, in 2018.
• Managed the Full employee life cycle (including the Hiring process, Onboarding & Adaptation, Employees Engagement, Performance Review, Appraisals, L&D, and Off-boarding). Recruited and onboarded more than 60 employees.
• Developed and implemented a new employee adaptation program, resulting in a 30% decrease in turnover during the first year of employment.
• Led a team in the development and execution of diversity and inclusion, resulting in a 20% increase in diversity within the organization.
• Designed and implemented procedures and politics of compensation and benefit. Assisted managers in conducting performance reviews and prepared assessment reports, KPIs, and STIPs.
• Was responsible for career management planning for all the employees: PDPs, Competency Model review, and coaching. Provided over 250 hours of 1-on-1 meetings and individual or team training/ coaching.
• Led the project of the description, modeling, and automation of OPGC business processes. 20+ company business processes were described, optimized, and automatized (Odoo ERP and CRM system).
• Developed and fully supported the effective Learning and Development Strategy. Organized and facilitated more than 50 weekly learning sessions, a Training program for managers (8 modules), pieces of training, and workshops necessary for effective work. They received a high response rate of satisfaction (90%) and participation (80%).
• Facilitated knowledge sharing across the organization.
• Designed and implemented Internal Communication Strategy, which served both employee engagement and business goals (monthly town halls and leadership team meetings, internal FB group, printed materials).
• Created HR Dashboards representing all employee lifecycle stages: General Workforce Metrics, Recruitment Metrics, L&D Metrics, employee performance metrics, etc.
• Designed and coordinated Well Being initiatives. Coordinated the Work of the Administration Department (9 people

I developed and implemented main HR business processes, policies, and procedures from scratch to support the company’s long-term growth.

Key Achievements:

• Managed the employee lifecycle, including employee relations, recruitment, performance management, reward management, and other Human Resources functions in collaboration with Leadership Team depending on the business need.
• Managed employee relations, including employee grievances and disciplinaries. Provided advice on employment legislation and kept up to date with employment law while maintaining cordial relationships with internal and external stakeholders.
• Led recruitment by identifying relevant candidates, connecting them with the hiring manager, interviewing them, conducting reference checks, issuing offers, drafting contracts, and onboarding them efficiently. Recruited and onboarded more than 25 specialists of different levels.
• Administrated office and working environment issues.

Working as a lecturer at the University prepared me for all the challenges an HR professional may face. I learned to excel in project management, leadership, relationship building, people management, and communication, which enabled me to present complex issues in a simple and relevant manner.

Key Achievements:

• Delivered innovative teaching using a blended learning approach and a broad range of other methods).
• Was responsible for teaching English for Specific Purposes (ESP) at the faculties of Applied Mathematics and Computer Science being in charge of designing the curriculum, developing teaching materials, and supervising the staff.
• Designed and conducted training seminars on Business Ethics, Cultural Differences, Emotional Intelligence, and Interpersonal Communication for instructional staff and students.
• Developed and managed the Distance e-learning program (Moodle system).
• Took an active part in scientific, tutorial, and administration activities of the department and the University.