- Look ahead and challenge executive leaders to ensure that the right organisation and capability is in place to deliver the results in the immediate and longer term.- Implement appropriate processes to ensure that the organisation has people in sufficient numbers, in the right places and with the right responsibilities to deliver the goals of the organisation now and in the future- Articulate the need for changing the design of the organisation and gathers data, both factual and intuitive, to build the business case required. Clear view of the strategic requirements that the new structure must fulfil- Use a range of analytical tools, personal experience and management information to develop a deep understanding of what’s happening in the organisation.- Support the implementation of change and coach managers to help them drive and sustain changes in the culture of the organization- Develop action plans to mitigate risk emanating from the implementation of situational HR solutions

- Develop strong and trusted partnerships with organisation’s leadership team to provide challenge, legal guidance and advice. Support senior managers to deal with difficult people issues without delay- Lead in identification of organisation performance that will inform managers whether they are on track to deliver goals and objectives- Propose new operating models for Children food Business Unit that build agility to business, contextual and organisational challenges and opportunities- Educate and support managers in managing reward decisions and in defining measurable objectives and targets that are aligned with the strategy and plan. Help managers to resolve individual performance/capability issues.- Lead the costs vs. benefits conversation of the performance and reward function and demonstrate the expected return- Work with managers to develop a specific learning and talent development plan to close key gaps for their area that aligns with the organisation's learning and talent development plan and priorities. Assess current professional capability and capacity of team and individuals.- Lead the development and ongoing management of an organisation-wide succession planning process and methodology that integrates fully with other critical processes such as performance management and talent identification- Work with line management to deliver career management processes, in line with organisation's talent management principles and ensure that they provide fair access to opportunities- Manage employee satisfaction/feedback process, encouraging managers and staff to participate. Recommend proposals and implement appropriate initiatives in response to key messages and insights. Develop measures and monitor results across the organisation- Support affected individuals by providing relevant information to them about the process, next steps and their options.- Drive a culture of service excellence, customer care and value for money

Responsible for whole process of recruitment (int./ext.), promotion and onboarding. 20+ production sites, 16.000 ees. 4 countries.

- Ensure that the right organisation and capability is in place to deliver the results in the immediate and longer term- Provide managers with insight into the current risks or benefits of decisions or actions with respect to the long-term reputation and health of the organisation- Support the change in culture by amending existing policies, processes and communications.- Assess and review the impact of solutions, stay alert to changes in context and make appropriate corrections to strategy and solutions

- Design and lead Recruitment function and ensure its performance.- Develop and manage recruitment function budget in line with business expectations, allocating funds for high-priority, high-impact activity. Manage delivery of in-year plan against budget- Support managers in making the right resourcing choice and final candidate to fill need- Seek feedback from managers to identify areas of concern around talent quality, time-to-hire, cost and other metrics.- Ensure recruitment policies and approaches are regularly refreshed to be cost-effective, transparent, remove bias and prevent discrimination- Articulate and communicate the HR value proposition to the organisation and externally- Build recruitment brand-book for external communication goals- Design new technology solutions to monitor effectiveness once in place

Manage group of recruiters and researchers to operate the wide range of hiring requests (multinationals and leading russian companies).

Scentific research and programm development