Kyiv, Kyiv City, Ukraine
A-Player with a focus on results. I always give the team more than expected, because I believe that the HR function only makes sense when it directly converts into business success and people's proactivity.
- HR Strategy: aligning people initiatives with business goals. - Talent Acquisition: leading recruitment and hiring processes. - People Partnership: supporting managers in employee development, feedback, and complex people decisions. - People Processes: developing and improving onboarding, performance review, salary review, and retention practices. - HR Analytics: tracking key metrics and supporting data-driven decisions. - Employee Experience: driving engagement initiatives and strengthening company culture.
- Management Consulting: advising managers on complex cases (conflicts, PIP, toxicity) and supporting people's decision-making. - Strategic HR: forming HR hypotheses based on business needs; defending strategic decisions to management based on feedback and analytics. - Crisis Management: facilitating difficult conversations and supporting employees at crisis points.
- Systems Building: building an HR function from scratch (feedback, surveys, communications, onboarding); introducing a systematic approach. - People Analytics: launching and administering 360 assessments, eNPS/Q12, climate surveys, pulse surveys, and exit interviews; systematizing data on mood and risk signals. - Employee Relations: dealing with conflicts, burnout risks, and ensuring “psychological safety” in the team, introducing and developing a mental care direction. - Engagement: working with the “temperature” of the team and launching internal initiatives to increase loyalty
- Recruitment Support: restart and communication on the referral program, work with the full cycle of hiring - Internal Communications: shaping the tone of voice of the company and explaining complex processes in plain language. - Employee Experience: Congratulations on anniversaries, forming a culture of feedback
- Full cycle of talent search and selection for external clients (from gathering requirements to the candidate's entry into the job). - Active search for candidates through LinkedIn, Job boards, social networks, and profile communities; work with the "cold" market. - Communication with client hiring managers, consulting on the labor market, and supporting the feedback process. - Formation of a candidate funnel and providing regular reporting on the progress of closing vacancies.
- Closing vacancies for external clients from the briefing to the offer. - Sourcing and assessment: direct search in the "cold" market and conducting interviews. - Consulting customers on the market and supporting the feedback process. - Managing the candidate funnel and regular reporting on hiring metrics. - Marketing & Pre-sell: lead generation through social networks (SMM from scratch) and pre-selling agency services.