Position: HR manager
Category: HR
English level: intermediate
Years of experience: 6


February 2019 - Present: 
Head of HR (IT company)

- Implementation of the KPI system for administrative staff;
- Company restructuring, formation of functional departments (sales, HR,
PM, business development); 
- Implementation and supporting of all HR processes in the company
(interviewing, onboarding, probation period checkS, performance reviewing,
training and development, compensation and benets, 1:1 meetings,
retention, off-boarding);
- Development and implementation of HR policies, procedures, and
processes;
- Middle and C-level vacancies closing; 
- Recruitment (recruiting process & strategy denition, interviewing, job
offering processes, work with recruiting agencies);
- Crisis management;
- Company career page development; 
- HR analytics (work with HR data to design business solutions; executing
employee surveys and making proposals on improvement based on data
analysis); 
- HRIS, HRM implementation, management and control; 
- Organization and conducting team building and corporate events;
- Organization and management of English classes;
- HR budget (planning, tracking, optimizing);
- Consulting business leaders on creating ecient people management;
- Identifying people issues and working together with stakeholders to
formulate and implement solutions;
- Reporting.

January 2018 - December 2018: 
HRD (Imagination Corp)

- Building an HR department from scratch;
- Recruitment, personnel training, tasks distribution , formation and
implementation effective KPI;
- Management and coordination of a department of 8 people (Business
Trainer, Training Manager, Recruiters, HR); 
- The result is a mass recruiting: the number of closed vacancies increased
by 1.5 times;
- HR strategy development and implementation; 
- Management of key HR processes: personnel assessment, centralized
recruitment, talent pool formation; 
- Headcount management, system maintenance descriptions of the
functional structure. 
- Budgeting;
- Reconciliation of personnel costs with business indicators (organizational
structures, optimizing personnel costs, maintaining staff performance in
times of limited resources).
 - Personnel control; 
- Communication of HR changes. 
- Employee consulting on personnel management issues;
- Structuring trainings to improve the eciency of managers;
- Development of the HR brand and branding of the company as a whole; 
- Building from "0" the process of learning and developing a linear
personnel; 
- Provision control.