Achievements:Conducted a comprehensive HR function audit.Developed an HR strategy aligned with the business strategy.Designed and implemented HR processes from scratch.Established HR policy standards, documented policies, and procedures.Automated business processes using HURMA and Jira.Automated training systems for Support and Sales departments in Confluence.Developed job profiles.Responsibilities:Management of recruitment, hiring, and onboarding.Organization of employee training and professional development.Analysis of organizational structure and recommendations for improvement.Creation of HR-related policies, procedures, and documentation.Coordination of employee performance evaluation and consultation on goal-setting aligned with company strategy.Management of employee compensation and reward systems, including budgeting, job ranking, and grading.Development of employer brand strategies.

Achievements:• Development of a corporate HR strategy and personnel policy, positive dynamics of key HR metrics• Building HR service from scratch for the three businesses of the group• Implementation of HR policy standards• A system of weekly, monthly and quarterly reporting has been introduced• Description of business processes• Formalization and introduction of a unified personnel workflow at the enterprise• Development of a project management system; setting up a strategic management systemDuties:• Management of the function of search, selection and hiring, adaptation• Organization of staff training, coordination of work to improve the skills of employees and develop their business careers• Analysis of the current organizational structure, development of proposals for its change• Creation of regulations (regulations, procedures, orders, etc.) related to personnel management, remuneration, compensation and other payments to employees• Coordination of personnel evaluation. Advising managers on the formation of target indicators for employees in accordance with the functionality and strategic goals of the company• Development of the employee remuneration system. Monitoring the implementation of the budget of the payroll fund and other staff costs. Position ranking, description of profiles, preparation for the introduction of grading• Formation of employer brand development policy

1. Developing and implementing HR initiatives in line with organizational objectives;2. Leading the organization's HR departments, including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management, HR management system (HRM) and financial planning of the department;3. Contributing to long-term goals around business and people development, including succession planning and c-suite talent acquisition;4. Policy development and documentation;5. Leading the analysis of employee feedback and data, with the aim of creating a better working environment and engaged culture;6. Taking oversight of the company's culture;7. Global responsibility for the organizations talent functions and culture;8. Promote company's reputation as "best place to work".

- Implementation of the full life-cycle recruitment process; - Personnel adaptation (conducting interviews upon completion of the adaptation period, results and feedback monitoring);,- Development and implementation of HR procedures;- Reporting;

 Search and selection of staff at various levels TOP level positions recruitment Adapting staff Staff motivation Assessment of candidates by various criteria Maintain internal reporting staff Formation and upload candidates Management of human resources productionAchievements: Reduction of vacancies %. Reduction of turnover %. The organization of motivational events: "Best Employee", "Battle of professionals", "Silpo League", New Year's performance.