Elatra offers expert coaching and training services for tech company employees, supported by an interactive digital platform. Through individual coaching sessions, expert materials, and targeted development programs, organizations unlock the potential of their employees, elevating their professional skills to a whole new level.

Talent Acquisition: Responsibility for selecting exceptional candidates for key roles; considering high standards in experience, intellectual capabilities, and skills in decision-making within a vast ecosystem and engagement with industry leaders of the country. Retention & Engagement Initiatives: In collaboration with the Competency Center, design and execution of employee retention and engagement programs have led to a significant reduction in staff turnover.Leadership Engagement: Strengthened interactions with department leaders to reinforce partnership ties and to develop and increase soft skills for managers to lead and motivate effective teams.Executive Coaching: Implementation of 1 on 1 coaching sessions for top executives to enhance professional development (VP and above).Agile Transformation: Leading the customization of various HR practices for agile teams within the scope of a transformation project, encompassing over 30,000 employees

Established the Technology Development Center: Successfully staffed department in a short timeframe (1600 + employees) by redeployment of staff and new hire recruitment. Centralized and refined all HR processes for a very wide geographically dispersed team. Placed a strong emphasis on assessing the team's potential and cultivating a talent succession pipeline. As a result, 85% of key leadership roles were robustly safeguarded by internal successors. Provided expert HR consultation to managers on team management best practices.

Optimization and Efficiency: Led the transformation of the organizational structure of the banking business vertical aligning with the introduction of automation and AI to enhance efficiency.Building HR Service from scratch: Using a systematic approach when establishing HR functions, set up and optimize HR processes for a business vertical with a headcount of over 20,000 employees

HR support services for the Financial Corporation's portfolio of businesses (14 companies, over 3500 personnel):Recruitment of top officials and other key members to portfolio companies (including foreign)HR support for top officials and management in portfolio companiesOverseeing portfolio companies’ HR activitiesHR auditing in all companies to assess effectiveness of HR technologies and developmentOrganising and running an HR club to relay HR practices into portfolio businessesHR support for projects (research into engagement, developing systems of motivation, evaluation, optimising organisation structure, development of Corporate Culture etc.)Consulting and coaching HR managers and executives

HR support for allocated units (5 units, over 600 people):Consulting with executives/line managers over HR processes/proceduresMonitoring HR indicators in units (turnover, revenue per employee, evaluation of personnel performance and engagement etc.)Development and implementation of effective HR strategies to fit the needs of the business in allocated units (including running strategy sessions, business simulations, team building exercises etc.)Planning and monitoring expenses on payroll budgetSupport for the project of centralising the functions of the regional network in to the Central OfficeCoaching executives in professional development and team management

HR Director /Board Member of the subsidiary company 'Palisad' under FC URALSIBOrganisation of HR managementTop-level recruitment (including executive search) Coaching and consultation with top level executives on HR issues and organisational changeInvolvement in the development of the Corporation’s values and mission, formulating and developing a corporate management culture according to these valuesBudgeting, monitoring budget implementationIntroduction of a system to manage performance efficiency based on KPIsDevelopment of the ongoing (every six months) motivation system based on KPIsDevelopment and running of educational seminars and training for top level and line managersOrganising and running events and social, charity and volunteer projectsManaging organisational changes (crisis management: motivation, optimising numbers, organisation design, restructuring; preparing presentations, staff massages etc.)Results: Formed a management team, produced optimal numbers and payroll expenditure during the financial crisis, organised personnel recruitment around business needs at different times of the year, introduced a management system for variable share of remuneration, built up HR processes.