My key task is to build the HR function from scratch and work with the involvement of the team

My key priority is to optimize the team and build an effective organizational structure that allows teams and leaders to complete tasks successfully and achieve business results. I was responsible for Revenue per employee, all hiring metrics, and turnover rate, performance review compliance, employee engagement score. Reported to CEO directly. Regions: EMEA, MENA, LATAM 1. Created and implemented a Talent acquisition strategy to attract, hire, and retain the right talent in the insurance and tech spheres in 2 months; 2. Implemented recruitment dashboard with metrics to measure performance: completion of the recruitment plan 85-90%, turnover rate (24%), time to hire (3-4 weeks), cost per hire (decreased 2 times), offer acceptance (increased in 25%);3. Created and implemented a Performance management system for all units ( G&A, Product, R&D, Sales, and Marketing) based on metrics and skill sets;4. Created and implemented effective onboarding and offboarding system;5. Built an effective system for working with HR admin function: set up a payroll system for remote employees, a benefit system and PTO, and stock options rules;6. Implemented companies’ values and principles of work and quarterly engagement survey;7. Supported leaders in implementing the OKR system in the company: conducted training sessions with teams, facilitated weekly meetings on key tasks of the heads’ teams;8. Led all cross-functional communications and communication in the company (Q&A sessions with CEO, All hands meetings, strategic and facilitations meetings).

My key priority was to build an onboarding and offboarding system, and performance review system for Sales and Customer Success units as well as automate these HR processes in all regions. Reported to the Chief of Staff directly and for some projects to the CEO and VP of Sales. Regions: USA, LATAM, EMEA, APAC. 1. Analyzed the current onboarding system for the sales team and prepared an updated strategy to increase the efficiency of onboarding new employees. It allows to increase the speed of adaptation and achieve visible results within 1 month of work;2. Implemented a system of offboarding to create a fast and high-quality replacement cycle if an employee fails to cope;3. Created and implemented a training and development system for the Sales team based on metrics and skill sets;4. Created from scratch and implemented corporate competencies and units skill set for performance review goals and increasing efficiency of the hiring process;5. Created a reward system for the Sales team and implemented to work;6. Supported leaders in the OKR process and team to achieving goals ( performance coaching);7. Made market research analysis to choose an HR platform, and automated the performance review system in the company in 2 months.8. Implemented a training system for leaders to increase their engagement and productivity.

My key priority was to create an effective communication strategy within the company to support leaders in implementing a new business strategy and scaling, building systematic work to increase employee engagement. Reported directory to Chief of staff and Founder.Regions: CIS countries and Cyprus. 1. Launched the corporate digital portal and increased traffic by 25% by creating useful content and automated HR services;2. Systematized email communications and created new communication channels based on business needs;3. Transfer of employees to remote work and created of a unified information space during the pandemic;4. Implemented values in the daily work of employees according to the product approach;5. Implemented cycle of engagement surveys;6. Increased the percentage of engagement by 30%.

I was an HR business partner for an international b2b team that launched a project in EMEA and China. I helped stakeholders build an HR system from scratch to achieve faster results:1. Implemented mass hiring and executive search process in 2 months. Key metrics:% completion of the recruitment plan, NPS, the cost of closing the position, the time of closing the position, the time of accepting the offer, % of refusals for each region;2. Implemented a system of training and development for all regions:Key metrics - NPS, % of plan execution (typical positions), % of turnover after training, correlation with the implementation of sales plans, ROI;3. Supervised the employees' engagement project (via Happy job platform);eNPS-average 3,8 (4 point scale) for recruitment, eNPS-average 3,2 (4 point scale) for training programs;4. Implemented performance review cycle;5. Created strategy for developing HR brand for different regions. The project was closed by investors.

My main priority was to support the CEO in the transformation and digitalization of the company and the implementation of a new business strategy through1. Implemented an HR system for all key HR processes, this allowed to increase the % completion of the hiring plan by 25% and reduced the closed period by 2 times from line to TOP positions;2. Increased employee satisfaction by 20% due to transparency of HR policies and procedures and automated requests;3. Increased 15 % HR brand awareness in the professional community helps to close vacancies 2 times faster;4. Implemented performance review cycle and grades for all company levels;5. Implemented company values to support new company business strategy;6. Created an HR dashboard and implemented a data-driven approach.

Developed and implemented an effective system of training and development from scratch and increased the % of employees' compliance with their positions by:1. Developed and implemented a competency model based on Lominger approach2. Implemented performance appraisal cycle for all levels and units (Sales and marketing, R&D etc)3. Implemented LMS and formed more than 10 remote programs for managers4. Implemented onboarding system for increasing % of turnover in Sales department in 2 times5. Automated HR business processes6. Implemented grading system by Hay approach

Increased the efficiency of the retail sales department of employees, sales for small and medium-sized businesses and corporate clients by:1. Conducted an analysis of business training needs2. Implemented the performance review process3. Implemented Learning management system (LMS) for all regions4. Reduced the costs of adaptation and development of new employees by 3 times due to the internship and mentoring program

Created high-quality training programs to increase sales and develop customer service1. Developed 15 programs for sales and development of leadership skills, team management, etc.2. Conducted performance review