👩‍🏫 130+ courses created | 👩‍🎓 10000 students taught | 💠 Biggest HR Community >100K☑️ EdTech Expert☑️ OpenaAI ChatGPT and Midjourney Ambassador among HR ☑️ Online courses for HRs and Business Leaders☑️ HR tools development and sharing☑️ HR community management☑️ Organizational coaching and advisory☑️ HR Software consultancy☑️ Book writing

🚀 Huge awareness Growth | 💲 Sales Boost | ⭐️ New Features and UX advisementWe are building best in class All-in-One HRM SoftwareConsulting HR and companies about HRIS/HRM System implementation and HR automationHR Technology leader

Our partnership aims to implement the best HR practices.Mike Pritula Academy: We provide the best in class HR training for all kind of HR experts. Our HR school has more than 60 HR courses on different topics. We also provide PHRi HRCI exam preparation course and HR MBA.PeopleForce is a multifunctional HRM system designed to optimize and simplify HR and Recruitment processes.

🦸‍♀️ 13 HR team | 🛠️ All HR Processes from Scratch | 🚀 Built platform for company growthI was lucky enough to form a 13-person HR team, which achieved such results in a year:- Launched the OKR system in the company- Automated processes with the following technology stack: Slack, BambooHR, Lever, 15Five, Workplace- Described the corporate culture, organized trainings on VUCA, Radical Candor and burnout, we began to select people for the company based on values- Completely dismantled and reassembled the recruitment process to hire only A-players: started to apply scorecard, evaluate competencies, conduct Role Play, use SHL tests, conduct micro-assessments- Launched the sourcing process for vacancies: the formation 200-300 candidates funnel just in a week, automated mailing to the whole funnel (nurturing campaigns), work with passive candidates, sourcing in Github, Stackoverflow, Quora, Meetup, Facebook, Slack and other sources- Implemented a policy of unlimited leave and switched from monitoring working hours with Time Sheet to monitoring results with OKR and flexible working hours- Brought a 1:1 culture to the company- Helped to equip intercoms with equipment for Zoom meetings- Conducted target audience research for the new employer brand and developed the concept of a new value proposition (EVP) based on the needs of the target audience- Achieved a 1.5-fold decrease in turnover- A number of HR processes have been built from scratch- Described the Employee Handbook- Launched two-way communication through regular questionnaires and working group meetings- Start holding All Hands Meeting monthly- Built an automated onboarding and offboarding process with notification of all services and assigning tasks to responsible persons- HR processes by a major audit company were successfully audited- Introduced grading and compensation management based on market data from KornFerry- Start measuring eNPS

📕 >1000 copies sold | 🔥#1 Book for career building | 🌐 Great media coverageThe book is about Career Building and is currently published in Russian only.

🦸‍♀️ 50⇢100 Headcount Growth in 6 months | 🦸‍♀️Full HR team formed | 🚀 Prepared company for the next investment roundThis journey started unexpectedly after my come back to Ukraine. The CEO which I'd been known for almost a year convinced me to join a small tiny startup that thought big and wanted to become another Booking.com. This shift in paradigm was and is my number one objective. Working in a startup business with young founders is very interesting yet challenging part of this journey. Now, after 1 year the company is very strong and is heading to its initial goal. And as always, the path from good to great and then to greatest is long and HR team is working hard to help the company to touch the moon.Overall business value is under NDA, YOY growth is X times.Join Preply now until it's too late: https://jobs.lever.co/preply• If you ever heard Prepler or Preplers - it was me who invented this word here• HR team formed (10 people)• HR audit performed• HR Department relaunched and HR team formed• Company Culture introduced• HR Strategy developed• HRIS upgraded (BambooHR + 15five + Workplace by Facebook + BreezyHR/Lever)• Performance Management introduced (including OKRs)• Continuous feedback introduced • Retention improved (monthly turnover 2.3 -> 2.1)• eNPS increased from 30 to 60 in just a quarter and then 70 in the next quarter• 2.5X headcount growth within 11 months• Merit increase introduced• New LTIP is developed• Productivity improvements made: CO2 meter, decibel meter, Slack policy, standing tables, etc.• GDPR Compliance delivered by the team in time

💰 $10M Saved | 💵 First ever salary survey in Belarus for Radford ran | 🚀 Strengthened company EVPAt this role I faced lots of obstacles I had to overcome in delivering business value: strong 3D organizational structure (functions, product, regions), multi stakeholders (up to 20) decisions, reporting to HQ on Cyprus and to the direct manager being in the US at that time, huge HR transformation and new company strategy implementation. I felt myself a firefighter or even a troubleshooter. But at the end a new grading system and bonus calculation were delivered and some serious people issues were solved.By doing a lot of analytics in Total Rewards and EVP some useful insights were discovered and implemented. Overall business value were dozens of millions of dollars (mostly connected to cost savings based on data driven decisions).• Built the first compensation survey in Belarus• Introduced grading system and salary ranges (which lead to cost savings)• Conducted EVP analysis to improve hiring metrics, reduce turnover and increase morale• Introduced eNPS metrics in CIS cluster• Developed Total Rewards Strategy for CIS• Developed Employer Brand improvement strategy• Helped company to save millions dollars by redesigning Total Rewards portfolioAlso as HRBP:• Shift organizational structure from matrix to the product oriented (using DACI matrix, product management skills development, job analysis and new roles creation, product leaders assessment and development, product objectives cascading)• Improve HR services excellence by developing SLA, service satisfaction survey, creating HR service catalogue. Help transform HR services to the new model (HR operations, Centers of expertize, HR Business partnership)• Grew up 2 successors from HRM to HRBP position• Create and deliver succession planning strategy for key people in the team. Roll-out personal development plan for 8 key leaders.• Built budget control approach which helped to save $200K

🦸‍♀️ 700⇢2500 Headcount Growth | 📉 Attrition 24% ⇢ 18% | 📈 Satisfaction 75% ⇢ 95%I would say these 4 years were awesome journey with great people along the way.I saw how people, staffed by my team, launched numerous TV shows: X-factor, Bachelor, Weighted and Happy, Master Chef, Vse bude dobre, etc. The incentive system we built with my compen&ben team was the most sophisticated and efficient I've ever met. It drove people to achieve the most they could. And they were fairly rewarded. The business impact here was hundreds of millions of dollars, since the TV channel became #1 button on the remote control in every family and won the competition with Inter and 1+1 TV Channels.I also helped other Starlight media companies in different ways, e.g. found a very talented head of HR for Novy TV channel.• HR Department relaunched and HR team formed• Annual turnover reduced from 24% to 18%• Employee satisfaction increased from 75% to 95%• Company Culture introduced: recruiting based on values, HR policies aligning• Helped to scale the company from 700 to 2400 employees

🦸‍♀️ 200⇢800 Headcount Growth | 📉 Attrition 50% ⇢ 30% | 📈 Satisfaction -10% ⇢ +30%I joined this company during the financial crises and it was already losing people.I began from the survey and addressed the most difficult issues which decreased the attrition dramatically: from 50% to 30%. I also helped company to launch the very success retail chain called "Polyana wine market". I was reporting to the company owner and enjoyed how quickly decisions were made.The business impact was dozens of millions of dollars. The main impact was made by focusing on the core business and forming the marketing team, as well as helping other businesses to grow and launch another one business. • Sommelier school launched• Turnover was reduced from 50% to 30%• Polyana wine market launched• New marketing department formed

🦸‍♀️ 500 people hired | 📉 Attrition 25% ⇢ 20% | 💠 Successful internal outplacement of 300 employeesThe place, where my journey begins.There were good times working here. I helped Alfa-Bank in growing its consumer business by attractive A-players when it was needed the most: eastern Ukraine (2006), Kiev HQ (2007), Chernihiv operations center (2008).The overall business influence was hundreds of millions of dollars. Bank became TOP10 in the most of categories within just a couple of years being a big outsider before.• 500 employees hired for Retail Business, IT and Operations• Successful regional HR department launch • Turnover reduced due to Exit Management improvement• HR Business Partnership for Operations department introduced