Position: HR/TA Business Partner
Category: HR
Experience: 8 years | English: upper

- I managed to decrease staffing time for delivery positions to one month and educate Hiring Managers to engage and keep employees. So Delivery Unit Headcount increased by 5% in 2022 and by 10% in 2021.
- I agreed on a new proposal to our clients for hiring trainees, and Juniority Headcount in the Delivery Unit increased from 8% to 13% in 2022. 
- Improved onboarding and offboarding process to the client side. Improved billing process. 
- Improved relationship between recruitment specialists and Hiring Managers. 
- Created HR and Recruiting processes and policies from scratch. 
- On of the previous companies has grown from 20 ppl in 2017 year to 100+ in 2021 without external investments. 
- Average attrition rate: 15%. 
- Created new EVP that impacted the offer rejection rate. In 2021 70% of offers were accepted. 
- Formalized and implemented the company’s values to all Talent processes, which the external auditor noticed.
- I created and launched an evaluation process for Delivery Department. 
- High satisfaction (80%) and engagement (87%) rates, high eNPS rate (85%) in 2021.
My responsibilities in the current company (on Sabbatical leave right now):

- Building the relationship between Delivery and Recruiting organizations.
- Creating a strategy of hiring, resourcing, and educating employees.
- Creating a strategy to follow KPIs such as Account Profitness, Apprenticeship, and Lost Revenue.
- Implementing improvements in hiring processes. 
- Coaching leadership team and hiring managers with staffing questions. 


My responsibilities at my previous company:  

1. Strategic level: taking part in strategic planning, HR budgeting, creating hiring plans according to business needs, and creating and implementing HR strategy. 
2. Recruiting: support and consulting recruiting team (4 recruiters), coaching Recruitment Team Lead in setting tasks and KPI and controlling results, consulting Hiring Managers.
3. Onboarding: creating and updating the onboarding process, supporting and consulting the manager in setting goals, and giving/taking feedback to newcomers. 
4. Engagement: management of communication of company’s mission, values, plans, and results; consulting managers in providing one-on-one meetings; consulting managers in setting goals for team members; planning and providing development projects.
5. Performance management: creating and updating review process, consulting managers in setting goals, giving feedback, and working with evaluation.
6. HR policies: creating, formalizing, updating, and communicating HR policies. 
7. HR analytics: form, visualization, and analyzing HR metrics. 
8. HR brand: implementation mission and values in corporate life; taking part in conferences and presentations of the company’s life; creating and implementing EVP. 
9. People Management: coaching and consulting TL, Responsible managers.
I am looking for an HR or TA Business Partner role in a Tech company in Canada or US. I've been working at consulting and business partnership level for 3+ years and want to continue my career on strategic&operational level.