• International and local recruitment for the company in Armenia and in the USA for software development, marketing, production, and sales teams. • Building rewarding corporate culture.• Finalization of HR policies and procedures to build an HR structure that will support dynamic growth and transition from Start-Up into a well-structured company. • Building Talent management and performance management system (still in process).

HR management lecturerKey subject:Talent acquisitionLearning and development managementPerformance managementTalent and career managementEmployee engagementOrganization development and job gradingEmployer brand management and corporate culture

• Intensified recruitment of rare professionals or rare skills from local and international (mostly European) labor markets.• Executive recruitment - building Executive teams for several European branches of the company• Advanced sourcing, diversification of recruitment channels, including international recruitment channels, work with target groups and communities, building external talent pools, • Drastic reduction of time-to-fill and building smooth recruitment funnel with a high conversion rate, a double increase of staff number in half a year (50->100). • Projects and initiatives to increase Employer branding and brand awareness• Improvement of employee onboarding training and adaptation process, employee probation evaluation and feedback from employee• Improvement of the professional training process for new employees and setting up the procedure of 1-on-1 refresher training for existing employees• Projects for improving employee engagement through employee empowerment • Mitigation of risk of loss of key employees, smooth succession planning, and building internal talent pools.• implementation of management development programs and fostering effective communication among managers through strategic retreats.

• Implementation of "Call Center HR project" -call center org structure development, job analysis and description, competencies analysis and description, KPis system implementation, proactive sourcing, on-boarding training plan, building CC knowledge base, continuous knowledge supervision -training - testings, team building activities/challenges/contests and staff engagement improvement, 360 degree performance assessment. •Company level Job analysis, process analysis and elaboration of Key performance indicators on department, unit, employee and process level.•Implementation of bonus system based on Key performance indicators.•Building proactive Talent acquisition process, and ensuring Best Candidate Experience through proactive sourcing and work with professional groups/universities, etc, candidate continuous contact and fair feedback.•Continuous work on employee engagement through surveys, internal communication, development of motivating benefit packages and internal challenges. Improvement of corporate culture. • Implementation of the internal currency system "NICoins" to incentivize employee initiative, involvement, and participation. •Led the "Customer Experience" project, resulting in improved customer service and efficient knowledge sharing among staff.•External employer branding - targeted communication for sharing company values and staff practices, work with universities and labor market, implementation of various events on brand promotion, "Our talented staff" blog article series, etc.•Organisation of various internal events aiming employees engagement, the teamwork, initiativeness and corporate culture development.

Supervision of HR advisory and out-staffing projects. client relationship. (major client: Philip Morris Armenia LLC )

- Staff Performance assessment process owner: supervision of individual KPIs setting practices and measurement methodologies in the company, management of process for assessment of competencies and individual KPIs. - “Distance learning system implementation” Project Manager,- Electronic courses developer by "Articulate" and "Courselab" applications- Company learning needs assessment and learning planning process owner- Learning efficiency analysis process owner- L&D budget planning and controlling process owner- “Competency model development” project member- HR business partner of IS department, (pilot project)- Participation in the development and implementation of the new performance assessment procedures and Talent management events, including assessment of company’s Talent pool via “Assessment Centre” methodology.- Member of Workforce efficiency evaluation team- Member of HR R&D Team- Member of Social Committee (internal social initiatives) team

• HRMS “HR Management System” implementation project coordination:• Analysis and optimization of all HR process flows,• Building technical specifications and automation requirements,• RFP and vendor selection, negotiation. • Implementation of 14 HR modules, and user acceptance testing, managing customization requests.• Launch and communication, users' training, technical administration.

Corporate trainer for MS Excel: basic and intermediate level

Access Conseille is an Organization of consulting on start-ups. the internship consisted on studying the french practices on startup assistance, the internship resulted to a report on "French practices for Start-up’s projects’ assessment and consulting"