- Improving the company’s operational efficiency:o Introducing HR metrics and analytics as a tool for making decisions on the company’s HR policieso Payroll cost managemento Workforce planning and optimizationo Workforce performance management- Design and development of people management practices focused on recruitment, training and development, C&B at all organizational levels:o Employee acquisition and retention, re-design of the selection processo Development and implementation of compensation and benefits policies for various staff categorieso Conducting regular market research to define the company’s market position in terms of C&Bo Implementation of performance assessment instruments for individual employees and teams, evaluation of blind zones and designing long-term development planso Design and implementation of learning and development plans for different staff categories, transition to micro-learningo Career management and succession planning design, enabling talent retention and development- Managing cultural transformation programs to increase employee awareness of business processes and their influence on the company’s operations:o Raising awareness of the corporate culture model and corporate valueso Implementing instruments for developing an integrated corporate culture (such as corporate events and awards)o Updating major corporate navigators (corporate values, Code of Ethics and Conduct)- Organizational development: o Implementation of new organizational initiatives aimed at meeting the company’s strategic goalso Facilitating the top management team in improving their individual and team performance in a changing environment

- HR strategy development and implementation based on business priorities; transformation of HRM (with the basic functions of administration and recruitment) into the Human Capital Management function- Implementation of grading system, including the Responsibility Matrix gap and overlap analysis, with subsequent organizational structure optimization - Development of Compensation & Benefits from scratch: base remuneration aligned with the grading system; variable remuneration programs for various staff categories (both front office and head office); benefits programs- Development of Learning & Development: from unsystematic occasional training to an integrated system of training, development, mentoring and career planning; introduction of e-learning and LMS (the deployment project is still under way) as key L&D instruments- Promotion of Corporate Culture; bringing Corporate Communications to a qualitatively new level through the development of corporate media as a comprehensive source of information for all staff categories- Planning, organizing, controlling and evaluating the operations of Human Resources Department based on a system of HR metrics- Planning human resource requirements in conjunction with other departmental managers, and budgeting HR costs- Development and implementation of policies, programs and procedures regarding all aspects of human resource management- Advice and assistance to other departmental managers on interpretation and administration of personnel policies and programs

- Development and implementation of a comprehensive learning and development system for operating personnel and managerial staff throughout the employee lifecycle- Development, implementation and further support of mentorship at the workplace- Succession planning and talent pipeline implementation

• Development and implementation of Performance Management policies and processes from scratch;• Development and implementation of motivation programs for various staff categories (both front office and head office), ensuring compensation is aligned to individual performance within the Performance Management programs;• Development and implementation of social benefits programs ensuring the benefits package is aligned with grades;• Budgeting HR costs (including payroll budget, L&D and corporate events, etc.), ensuring budgets are met;• Promotion of corporate culture via corporate media, corporate events management;• Providing HR support to the Board members and Department heads on all HR-related issues;• Development and implementation of L&D strategies and plans for different staff categories at all levels (from front office personnel to senior management);• Development and implementation of HR analysis system, monitoring key HR metrics, analysis and reporting.

• Analyzing L&D needs, planning L&D budgets, ensuring efficient budget tracking;• Developing L&D programs and plans for different staff categories and ensuring these plans are implemented using in-house and external trainings, e-learning;• Developing training courses and delivering in-house training;• Coordination of external learning: analysis of training programs/courses, methods of delivery, vendor, venue and cost; conducting tenders and liaising with training providers;• Development of L&D policies, procedures and template documents; • L&D analysis and reporting;• Full organizational support of in-house and external training;• Analysis of feedback, post-training support;• Participation in development and implementation of Performance Management program, Recognition Rewards program.

Providing administrative and organizational support for the FM research team;Establishing and maintaining contacts with local and international monetary authorities, organizing meetings of the Bank’s clients and investors with top officials;Monitoring the news wire;Conducting primary research as per requests of the Head of the Department;Maintaining data bases relevant to the efficient performance of research analysts;Translating the reports prepared by the research team from English into Russian, ensuring strict deadlines are met;Interpreting during meetings and presentation.

Prepared materials for the risk management and ALCO to determine fixed income exposure limits for certain issuers;Responded to both domestic and foreign investor queries regarding bond issuers;Provided administrative support for the bonds origination team, ensured their efficient internal and external interaction;Drafted investor materials, presentations;Translated financial analytics, presentations for investors

Supported the Head of T&CM in organizational and business matters;Prepared materials for the Head’s meetings, prepared reports, presentations;Controlled implementation of the Head’s orders and instructions, analyzed and tracked results, prepared follow-up in important issues;Handled business correspondence with domestic and foreign partners;Managed the Head’s daily schedule, planned and organized meetings, negotiations, presentations;Translated different documents, interpreted during meetings;Ensured efficient interaction of Treasury with other departments of the Bank.