lang-uk/recruitment-dataset-candidate-profiles-english huggingface dataset:
Position: HRD | Head of HR | HR-Generalist
Category: HR
Experience: 4 years | English: upper

Building the functional structure of the company from scratch. Building HR and other processes from scratch.
Closing of difficult and rare vacancies (developers, CMO, RO and others) in the field of blockchain and crypto.
Experience in international companies. I have good experience in startups and work in the blockchain, crypto and fintech niche.
I understand and build business processes from scratch. Experience in hiring highly qualified and rare employees.
Ability to work with large volumes of information.

----- Outsourcing company. Acting as an HRD and IT Recruiter. Creation of HR processes from scratch. Process automation. Writing processes for onboarding, adaptation, and firing employees. Working with an HR employer brand.Creation of various tests for employees and candidates. Create and maintain an employee profile. Creation and maintenance of the recruiting funnel. Optimization of processes within the company. Maintaining a friendly and comfortable atmosphere within the company. 
----- Fintech/Crypto project - Ukrainian startup. Performing the duties of the head of the department (mainly HRD). Building all HR processes from scratch. Automation of HR processes. Work on the search and selection of staff. Work with metrics and KPIs. Creation of business processes and roadmaps for C-level specialists. Working with budget and payroll. Building business relationships with staff and outstaff companies.
----- Blockchain/Crypto project is an international project based in the UAE (startup). Acting as an Head of HR and HR-Generalist. Building HR processes and automation. Working with CRM systems, HR metrics and KPIs. Working with in-house employees, as well as with outsourcing and outstaff companies. Search and selection of staff.
----- Outsourcing company is an international company. Acting as an HR generalist. Search and selection of personnel. Working with the CRM system. Holding 1:1 meetings. Onboarding, adaptation and dismissal of employees.
----- The recruitment company is an international company. Fulfilling the duties of an HR manager and HRD (after Director). Work with CRM-system, tracking-system. Expansion of the company's influence in other countries and cities. Maintaining payroll and budget. Recruiting. Onboarding, adaptation and dismissal of employees.
For me, the field of crypto and blockchain is close and I know it well, but in addition to this field of activity, I see myself in the field of gaming too.
Position: HRD/ Head of HR/ HR Lead/ HRBP
Category: HR
Experience: 11 years | English: fluent


HR and operations leader in IT and related businesses (both startups and 500+ companies); open-minded team player with a passion to challenging projects and strong people management skills.

• 12+ years in people management and HR processes: recruiting and developing high potentials, launching and supervising on/offboarding, performance & salary management, HR budgeting and operational control of spendings

• 10 years in L&D as a professional development & mentorship program designer, career coach and program trainer: supported managers in decision making, grew professionals and leaders, launched educational projects

• 10 years in Talent Management & Assessment: grades benchmarking, management roles profiling, finding hi-pos and their retention

• 7 years in people related process improvement and automation: shaping and automating on/offboarding flow and performance review process, launching cross-department pre-boarding flow, candidate selection& communication flow

• 4 years in HR Data Solutions: promoting and supporting data-driven decision making in performance & salary management, organising people data and making value of it
Position: HRD. Head of HR. HRM.
Category: HR
Experience: 4 years | English: pre

I was promoted to a C-level position twice within a few months.
Twice built the HR department from scratch and implemented all HR processes.
Successfully managed teams from 4 to 15 people.
For the last 4 years, I have been focused on HR processes. Five years before my work was related to people management.
I have experience in the full cycle of recruiting and self-sufficient management of job openings.
I successfully manage teams, their performance, motivation, engagement.
I know how to mentor and develop management skills.
I always try to make each next career step higher for me.
I am currently looking for a job where I can successfully apply my skills and increase my expertise in such areas:  developing a strong employer brand, managing internal communications, developing a robust corporate culture.
I want to develop my people management skills. 
Recruiting is not an area that inspires and motivates me to overachieve, but I enjoy managing and improving this process, sharing my experience, successful and failed cases with my team.
Position: HRD/Head of HR/Operations Manager
Category: HR
Experience: 9 years | English: fluent

Bringing true positive revolutions to the companies that takes them to a new level of relationship and performance!
8+ years of full-cycle HR (including HRD positions) proficiency in international innovative businesses as well as world’s most progressive education in people development tools: TTI SUCCESS (USA), Erickson Coaching International (Canada). 

Supporting innovative IT companies in reaching their business goals with the help of outstanding HR practices. 

Outsourcing/Outstaffing/Product companies 60-1000 employees.
I am looking for a dream team to share my great international experience and a true love to my profession! 

HR/Operations in a company with strong values, which understands the strong connection between wise people management and practical business results.

Transparent and common sense environment)
Position: HRD/ Head of Human of Resoursce
Category: HR
Experience: 11 years | English: pre

Achievements:

Аttraction
Number of FB & Instagram followers - increased by 125 people
Percentage of positive reviews - increased by 50%
Employee referrals - increased by 15%
Average time to close vacancies up to 30 days
Developed by Scorecard Competency Interview
Motivation
eNPS –  increased by 20%
Engagement - increased by  28%
Evaluation of job satisfaction in the company - increased by  20%
Evaluation of the atmosphere in the company based on the results of impulse questionnaires -increased by  15%
 Evaluation of the activities carried out in the company - increased by 30%
Position profiles and career plan, competency matrix developed
80% of top personnel had an individual development plan (People Management)
Retention
General turnover - increased by 10%
Voluntary turnover – increased by 5%
The percentage of people who consider the company to be the best place to work increased by 20
The number of managers grown in the personnel reserve of the company itself - increased by 30%
Employee retention rate - increased by 65%
1) Leading the development and implementation of HR strategies
2) be an employee and representative of the company and a reliable advisor to management;
3) Lead full HR lifecycle activities such as:
•	Headcount planning
•	Establishing the company's presence in the market
•	Internal recruiting
•	External recruiting
•	The role of marketing in recruitment.
•	Evaluation of candidates
•	Adaptation of employees
4) Performance management: OKR,
5) Engagement management in the company
6) Prevention of burnout
7) Radical frankness or radical directness
9) 1:1 meetings
10) Building continuous feedback
11) Manager training
•	What is the role of leaders in the company
•	Gallup study
•	Google Research
•	Training of leaders
•	Evaluation of leaders within the company.
12) Training and development of employees
•	Competences in the company and work profile
•	Individual development plans and company development programs
13) Employee coaching and feedback
•	The role of communications in the company.
•	Pushing employees as a navigation tool for efficient work
•	Continuous feedback as a means of continuous development
•	Management based on regulations, standards and job descriptions
•	Process Design: Matrix RACI, DACI
16)HR analytics and budgeting
17) Budgeting personnel costs
18) HR automation
7) Support managers by providing them with guidance and tools to help them manage and develop their teams on a daily basis;
19) Employer Brand
• Employer brand audit
• Definition of the target audience
• EVP formation
• Development and implementation of the Employer Brand strategy
Position: HRD, Head of L&D, L&D Expert
Category: HR
Experience: 11 years | English: upper

Creating an internal experience exchange platform, creating courses from the idea to implementation.
I have strong human resources professional skills in: 
- establishing a road map of staff development;
- planning activities, organizing events;
- creating and developing educational programs and events: from an idea to successful implementation;
- coaching, public speaking;
- staff competency assessment skills, evaluation centers conducting;
- collaboration.
I'm skilled at working with external and internal clients.
I have a profound knowledge of the training market.
- building L&D system; 
- possibility of decision making;
- use of coaching and facilitation tools;
- availability of tools, resources and capabilities;
- creative opportunity;
- team spirit and collaboration.
Position: HRD/Head of Operations/COO
Category: Other
Experience: 11 years | English: upper

Management of Business Support team in IT global company (40+ Team - HR, Talent solutions, IT, Finance, Legal, Administrative)
HR projects leading (Onboarding, Recruiting, Compensations & Benefits, Learning & Development, Talent Management, Internship Program and other)
Building effective teams from scratch (HR & Back Office)
Know how to change the process  due to the strategy goals (build effective Back office processes)
The full cycle of business management (opening the company, Legal support, Admistrative support, Finance support, HR support, Reporting to the Investor, Budgeting, closing the company and etc)
Business oriented manager with 15+ years of HR & Operational experience in IT, Telecom & Advertising companies. Managerial and leadership experience more than 10 years.
Successful experience of strategy development and implementation, organizational development, operational management, startup management and leading projects. 
Wide recruiting experience including top level vacancies in Ukraine and abroad
I am interested in challenging projects with the aim of growing business
Position: HRD, Head of People, Head of Talents
Category: HR
Experience: 10 years | English: fluent

Handled office set up in Kyiv from the very beggining, the team grew from 9 to 80. 
Crisis communication, legal, finance, and accounting issues.
Experienced and dedicated HR with over 10 years of experience helping companies to build, structure and adapt culture, processes and business needs. 
Has sufficient knowledge to work on product, outstaff and outsource business model, so we will look at the picture through a different lens. 
Adept in dealing with complex issues (business strategy) and challenges (people management) advising Top management how to enhance employee's performance. Mainly focus on development, implementation, and continuously improving the connection between people and business. Interested in HR Business Partnering and People Management role. Would be healpful with stuffing. 	 
	 	 				
Worked on Employee value proposition, Employer Brand, Candidate Experience, Recruitment metrics (like time to hire/cost of hire/quality of hire etc. ), HR analytics and KPI etc.

And more:
• Employee engagement, talent management, and employee relations to maximise individual performance, effectively balance the needs of the individual and the organisation and manage risk.
• Strategic and operational use of employee information, and related systems, to maximise resource efficiency including for talent management and cost control. 
Ensure that:
o Relevant people metrics inform and support business decisions.
o HR and People Management IT functions and systems adequately support the team’s
activities and that HR, managers, and other employees are equipped and able to use.
• Implementation of initiatives to establish, promote and raise.
• Development of People Policy, and related systems and practice, that support our culture (the way things are done around here), reflect our mission and values, and are fully implemented and adhered to at all times.
and, ensure that diversity is firmly embedded within the People strategy, policy, and practice, and the value of differences is realised.
International business with great culture, resources, and opportunities to grow. 
Ukrainian/English only
Position: HRD/Head of recruitment
Category: HR
Experience: 11 years | English: upper


I’m an experienced HRD with strong expertise in the whole HR field, looking for an interesting project with challenging tasks.
 
My tasks and achievements in the last job:
 
- Recruiting automation (screening of existing ATSs on the market and choosing the best one for the company's needs)
- Managing the full recruiting cycle, 4 recruiters-subordinates plus a team of recruiters-freelancers, from 10 to 18 open positions per month on Ukrainian, Belarus, Adezbaidjan and European markets
- Developing competency corporate system based on the company's values and assessment candidates standards, implementation of a unified standard for evaluating candidates and feedback on technical and HR interviews and a unified standard of vacancy description for sales)
- Participation in technical interviews of candidates with clients, helping sales with clients negotiating, preparation the candidates for final interviews with clients
- A decreasing average of the hiring time metric due to optimization of recruiting processes
- Developing the corporate grading system with clear descriptions and requirements for every position in the company
- Conducting assessments on the regular basis, launching the implementation of individual development plans for technical specialists
- Developing and maintaining the corporate skills database
- HR-flow automation (vacations, sick leaves, days-off, etc), developing policies and manuals for different country’s offices
- Administering and launching the knowledge-sharing process between the different projects
teams
- Salary and bonuses forecast calculation for different offices, countries, and different labor relations (freelancers, outstaff, part-time, etc)
- Implementation of the medical insurance program for the Ukraine office
- Retention the key employees using the system of individual motivation
- Optimization of the onboarding process in different locations, developing Wellcome book for newcomers
I'm giving preference to product companies and international companies.
Position: HRD/Head of Rectuiment/Team Lead of recruitment
Category: Recruiter
Experience: 7 years | English: fluent

I can tell everything in detail personally.
Responsible for: • Recruitment (recruitment process & strategy definition, interviewing, job offering processes) • Onboarding (induction, adaptation) • Employer branding (employer branding events organization, communication with external media) • Remuneration (defining remuneration strategy, employment cost budgeting, benchmarking, participation in salary surveys (Hay/ Mercer), salary & benefits administration) • Performance management (coordination of the process, participation in calibration sessions, consulting Team leads) • Talent development (business skills training for employees & team leads, development programs coordination) • Effective management - building a motivated team. • Implementation of HR strategy in company offices. • Coordination of recruiting and adaptation process. • Automation of HR process. • Building a KPI system. • Building corporate culture • Cost optimization. I am Head of Recruitment who have 7+ exp the HR field / Bulging strong great HR system and good teams in my blood.
Doesn't matter big or small company. The people I need to work with are important to me.
Position: HRD, Head of Talent Acquisition, HRBP
Category: HR
Experience: 11 years | English: fluent

- Built the cybersecurity company’s (AnchorFree, US Bay Area HQ) Ukraine office from 0 to >100;
- Achieved 5% voluntary annual employee turnover by building a team orientation;
- Built Recruitment/HR departments at each company I worked for;
- Developed members’ careers (several grew from HR assistant to HR director).
HR Operations: Created global HR policies, provided advice on trends in hiring markets for high-tech jobs, and managed HR budgets. Established company-wide standards for recruiting, hiring, onboarding, performance monitoring, employee morale, payroll & benefits, and compliance. Automated HR processes and implemented enterprise-wide HRISs. Optimized compensation strategies. Consistently ensured compliance with regulations in Europe and the U.S. Played a leading part in enabling a business to obtain ISO 9001 certification. 

Support Rapid Organization Growth: Worked as a head of people at a cybersecurity company, and built its office in Ukraine from 0 to >200 employees. Grew an SAP outsourcing company from 0 to 250 people, and built an IT business from 60 to >300 employees. 
Employee Retention: Achieved <5% annual employee turnover at several companies by building cooperative cultures, developing training programs, and working as the point of contact between upper management and staff. 

People Leadership: Managed HR professionals, built departments from scratch, and developed members’ careers (several grew from HR assistant to HR director). Integrated company-wide programs for diversity, equity, & inclusion. 

Vendor Management: Worked with unions and regulatory agencies. Negotiated multi-year contracts with vendors.
My strengths are communication, building teams, and companies, making people want to Grow, and retaining people. 
So I will happily do everything connecting to recruiting, HR, and people operations.
Position: HRD | Heard of HR | Head of recruiting
Category: HR
Experience: 8 years | English: upper

- improved business indicators
- increased the number of staff
Main responsibilities:
- Participation in the transformations;
- HR strategy development and implementation;
- Creation and description of HR processes, implementation of HR practices (engagement, recruitment, adaptation, assessment, development);
- Communication with the leaders of streams about teams’ formation;
- Control of payroll and HR budget;
- Development of internal communications;
- Working with the employer's brand;
- Representing company’s interests at external events;
= Establishment of business processes of interaction between operating teams with HR team
- Lead HR projects like compensation plans revisions
- Supervise the recruiting team and report on its performance
- Coordinate employee training and development initiatives
- Update current and design new recruiting procedures
- Keep track of recruiting metrics
- Implement new sourcing methods
- Research and choose job advertising options
- Advise hiring managers on interviewing techniques
- Recommend ways to improve our employer brand
- Participate in job fairs and career events
Position: HRD / HR BP
Category: HR
Experience: 5 years | English: intermediate

Improved management skills of the company, which reduced turnover by almost half.
 
Implementation of a WORKING educational system in the company (in connection with the С&B system and the development of culture)
5 years of HR experience in 2 industries: IT & Outsourcing (Recruiting Agency).
The size of the companies I used to work was to 400+ people.

L&D strategy;
Design of training solutions;
Providing internal and external training programs for the teams including individual development plans;
Performance supporting;
Conducting webinars for management;
Development of competency profiles and description of roles;
Educational processes administration;
Project management;
Evaluating the effectiveness of training solutions, analytics;
Conduct of negotiations;
Interaction with partners/CEO, attraction of key personalities;
Team management;
New processes implementation / processes optimization;
On/Offboarding processes;
1 to 1 meeting;
Control of the trial period (probation);
Teambuildings.
I am sure that the L&D direction is the engine of the Business and purposefully influences the implementation of the company's strategy.

I love to work with complex problems and build "ships" that will surf the vastness of the Universe.

I am ready to help the company achieve its goals!
Position: HRD,  HRBP
Category: HR
Experience: 10 years | English: upper

Agile Change Agent / Scrum Master
Lead the Organizational Pillar and build capability within the plant to accelerate the implementation of Integrated PPA. Agile Change Agent / Scrum Master–
Provide effective and efficient organization design, self-learning and on the job training culture with defined skills to deliver the compelling business needs by the standard work processes of High Performance Working Systems and its annual assessment, “unleashment” survey actions, onboarding, succession and early development planning, team effectiveness assessment and corrective actions which will be enablers of the desired culture.
Understanding of OKRs and strategy
Recruitment: involve in talent selection for leadership and critical roles based on organizational need and identified leadership competencies together with Talent Acquisition and consider diversity agenda as part of staffing plan.
Work closely with the HR ISC team to create one team and build capability within HR ISC and develop HR leaders for the future. Share best practices within the team and across the Region
Ensure strategic initiatives include effective change management strategies
Control the Employee Relations agenda, including oversight of all grievance and dispute management processes, Enterprise Agreement strategy, planning and negotiations; and consultation processes.
Work with Line Leaders to source for the right capabilities into the core teams.
Manage employee relation matters through regular and transparent communication of HR processes, policies and procedures to the employees. Engage the employees on regular basis through programs such as 1-1 discussion,Focus Group Disc