At Popcorns, we don't just talk about something; we take ownership and get things done. Our hybrid model goes way beyond traditional consultancy or IT solutions; it integrates next-generation People Management concepts with direct involvement in our clients' workflows, ensuring a seamless and effective rollout of processes that drive real results. As the creator of this innovative concept, I lead the charge in designing, communicating, and implementing a system that not only addresses, but… Show more At Popcorns, we don't just talk about something; we take ownership and get things done. Our hybrid model goes way beyond traditional consultancy or IT solutions; it integrates next-generation People Management concepts with direct involvement in our clients' workflows, ensuring a seamless and effective rollout of processes that drive real results. As the creator of this innovative concept, I lead the charge in designing, communicating, and implementing a system that not only addresses, but anticipates the unique challenges faced by modern organizations.As the founder and project director, I wear many hats:• Crafting and refining the Popcorns concept, ensuring it remains at the cutting edge of People Management.• Building and guiding a team of experts dedicated to delivering unparalleled People Management solutions.• Continuously evolving our approach to integrate the latest in organizational design, performance management, leadership, data analytics, and talent development.• Clearly articulating the value and benefits of our model to clients, partners, and stakeholders.• Addressing and overcoming the unique challenges this concept faces, ensuring our solutions are both effective and sustainable.Popcorns Concept ensures that companies of all sizes can access top-tier People Management solutions, typically reserved for large enterprises, at a cost that fits their budget. With a focus on direct involvement, scalability, and flexibility, you will find that our ROI, stability, and performance impacts far surpass conventional approaches.The Popcorns concept is built on specialized segments we call "Popcorns," each focusing on a distinct area of People Management. Here are some of the key Popcorns that I’m working on:• Organizational Designer• Performance Management Booster• Competence Constellation• HR Business Partner• Data-Driven Popcorn• Talent Management Strategy• Selection and Recruitment• Assessment Expert• Leadership Lighthouse• Culture Catalyst Show less

- Establish and oversees strategy, goals realization and operations of an organization's internal service department, which includes organizational development, HR functions, employee and performance management, human resources development, legal, IT, and parts of administrative assistance.- Steer the establishment and analyze implementation of organizational wide business strategies, plans and procedures.- Establish HR efforts that effectively communicate and support the company's… Show more - Establish and oversees strategy, goals realization and operations of an organization's internal service department, which includes organizational development, HR functions, employee and performance management, human resources development, legal, IT, and parts of administrative assistance.- Steer the establishment and analyze implementation of organizational wide business strategies, plans and procedures.- Establish HR efforts that effectively communicate and support the company's mission and strategic vision.- Develop HR development plans and strategies to support the achievement of the overall business operations objectives.- Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues.- Work with the company's executive management team to establish a sound plan of management development and succession.- Steer the development comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.- Provide overall leadership and guidance to the HR function by overseeing performance management process. - Set-up requirements for making HR relevant PR and promotional strategies. - Establish policies that promote company culture and vision.- Set comprehensive goals for optimal performance and growth.- Drive organizational development to fit company needs, and defines necessary steps, actions and timeframe in order to maintain planed growth while maintain company’s stability. - Establishment and implementation of overreaching data-driven performance management and employee management systems. - Defining optimal services that should be provided by legal, IT and HR administration departments and monitoring internal service implementation with department managers. - Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective. Show less

Leading HR service company specialised in development and implementation of advanced employee and performance management systems, organisational and employee development and specialised trainings. Leading major projects and coordinating business operations. Developed various standard and cutting-edge systems that are implemented at more then 150 companies.Portfolio included working with small, medium-sized and large companies from various industries, such as IT, telecommunication and… Show more Leading HR service company specialised in development and implementation of advanced employee and performance management systems, organisational and employee development and specialised trainings. Leading major projects and coordinating business operations. Developed various standard and cutting-edge systems that are implemented at more then 150 companies.Portfolio included working with small, medium-sized and large companies from various industries, such as IT, telecommunication and production companies, large financial institutions, insurance, hospitality industry, pharmaceutical companies, retails, sales & distribution companies, but also with public companies, government bodies and agencies.Systems are usually developed and implemented in phases and include several methods and subsystems. Details information and expertise is given in "Projects" section. Show less

Involved in preparation and overview of large projects, such as project financed by government, international instructions and large companies. Majority of projects are related to employment, competence development (retraining projects) and IT industry. Role is more advisory, but on some projects involvement includes decision making, negotiations, control and some highly specialized operational activities.

Main goal was to provide professional HR services to international clients and to enable optimal HR support to domestic costumers. Primary services included design and implementation of performance management systems, specialized recruitment services, organizational charts design and detailed job descriptions. Services were supported by more than 30 different educational programs and professional courses. During that period, company successfully completed 350 projects (57 of which were… Show more Main goal was to provide professional HR services to international clients and to enable optimal HR support to domestic costumers. Primary services included design and implementation of performance management systems, specialized recruitment services, organizational charts design and detailed job descriptions. Services were supported by more than 30 different educational programs and professional courses. During that period, company successfully completed 350 projects (57 of which were longer-than-a-year projects) and organized 700 training sessions (averaging at 125 training days per year). Main duties included:- Being responsible for all major business and technical decisions - Leading performance management team- Leading employee management system division/team (from 2012)- Leading employee development team- Coordinating all projects that included more than one specialized team - Sales & negotiation with key clientsAfter 2011. the strategic decision was made and "Performance management team” was transformed into “Employee management system team”. Team was than able to develop more complex system and to provide overreaching solutions and support to clients. Show less

Running established Internet job service. At its peak, company had 132.000 active members and more than 2000 companies as clients. Main duties included:- Being responsible for most of business, technical and financial aspects of company - Defining and executing strategies- Internal organization, job descriptions & KPIs- Establish and overview main processes- Sales and negotiations with strategic clients- Team development- Defining ethical standards and company… Show more Running established Internet job service. At its peak, company had 132.000 active members and more than 2000 companies as clients. Main duties included:- Being responsible for most of business, technical and financial aspects of company - Defining and executing strategies- Internal organization, job descriptions & KPIs- Establish and overview main processes- Sales and negotiations with strategic clients- Team development- Defining ethical standards and company culture- Developing HR procedures- Leading HR services department- Leading Performance management team as main part of HR services department Show less

Establishing start-up company from defining vision and goals, product and process development, to complete coordination of all teams that have been working on initial service.The main company’s goal was to provide a modern internet job service to both individual users, domestic and international companies.

Marksoft was established as a daughter company to integrate major competences development projects, give software support and take over training marketing activities. My main roles were to develop and improve training organization and to work as part of training team. The detailed processes were established to maximize and speeds-up employee personal development. The key procedures in those processes later become important part of company business model, and are still being used today for… Show more Marksoft was established as a daughter company to integrate major competences development projects, give software support and take over training marketing activities. My main roles were to develop and improve training organization and to work as part of training team. The detailed processes were established to maximize and speeds-up employee personal development. The key procedures in those processes later become important part of company business model, and are still being used today for employee development in more than 50 companies, including all prime clients. During 3 years, we have organized more than 400 courses, while I was trainer at almost 200 of them, with 353 training days in total. Almost half of those training courses were open sessions that gave me very important experience and perspective for later work and personal development. During that time, I've specialized in working with small groups, up to 7 participants, and developed practice of making highly customizable training, adjusting it to participant skills and needs. Show less