Position: L&D manager, HR/Talent manager, HRBP, People Analytics Lead
Category: HR
English level: fluent
Years of experience: 6

Created learning policy and process of learning request from the scratch.

Implemented a project for learning foreign languages from scratch for 500 people in three countries.

Launched technical internships (DevOps, Tech Writing, Manual QA) to fill critical vacancies at a fast pace.

Developed and delivered learning program for the SAFe transformation support (Agile Simulation Games, PI events, external and internal trainings, certifications).

Fully developed a complex leadership program (Situational leadership; Leadership communication; Staff motivation; Employees development; Emotional leadership). Compared to organizing a similar program involving external training providers, more than UAH 300,000 was saved.

PhD in business economics and management.

Member of Academy to Innovate HR (L&D certification completed, People Analytics certification is in progress)

I have scrum master certification (PSM I) and I participated in a range of facilitation and agile transformation training.
I hold a position of Global Learning Partner for IT, Marketing, SEO and CX departments (more than 800 people in 4 countries in total). In this position I am responsible for all processes related to employees learning and development in this deps:
- skills gap analysis
- learning needs assessment
- hard and soft skills assessment
- establishing learning processes
- creating talent development programs
- cooperating with vendors worldwide
- creating programs and opportunities for knowledge sharing within the company
- learning strategy development and budgeting
- integrating talent development processes with other HR processes and initiatives.

My experience in corporate learning is more than 6 years, including almost 3 years in leadership position. 

I have a wide expertise, which, in addition to the L&D function, includes recruitment skills, HR business partnership skills (onboarding, performance etc.)

I believe in possibility to create data-driven HR function, so I apply approaches of People Analytics and would like to build a people analytics system that will be effective at all four levels of maturity - descriptive, diagnostic, predicting and prescriptive.
In my job I would like to
- create a learning and HR processes; 
- establish and analyze HR-metrics on a permanent basis to  evaluate business value from Learning and HR interventions;
- develop and implement complex development programs for all levels of employees;
- build partnership with business functions to provide a business value