Position: HR manager
Category: HR
English level: basic
Years of experience: 11

Knowledge areas of activity:	
	IT recruiting
	media
	international and local logistics
	food production
	pharmaceutical production
	retail (gadgets, product group)
	business processes in the company
Skills and personal qualities:
	I know the whole cycle of recruiting 360, methods of assessing candidates, types of motivation and methods of motivating staff, methods of compiling career maps.
	I have experience in implementing automation of HR processes and developing the employer brand, working with analytical data and compiling reports;
	I have experience in implementing an online learning system in a company.
	Systems thinking;
	Focus on results and responsibility;
	Creative thinking;
	Building partnerships and two-way communication;

1.	"LIGA" / LigaMedia, Semantrum - main duties and responsibilities
⇒	I lead  full cycle of recruiting tech / nanotech positions from collecting requirements for an application to signing an offer;
⇒	I conduct telephone and video interviews with candidates in Zoom, Teams, Skype for business and coordinate meetings of candidates with managers, organize exit and adaptation new employees;
⇒	I hold adaptation meetings with new employees and managers during probationary period;
⇒	I lead such vacancies as Head of IT Department, Project manager, DevOps, Angular Developer, UI/UX Designer, sales managers, etc.

2.	International logistics company "FEDEX" - main duties and responsibilities:
⇒	Recruitment 360: worked on requests from internal stakeholders, profiled vacancies, posted ads on job sites, actively searched for candidates on LinkedIn and other recruitment sites;
⇒	Conducted telephone and video interviews with candidates in Zoom, Teams, Skype for business and coordinated meetings of candidates with managers, organized entry to work and adaptation in the work of new employees;
⇒	Conducted trainings for employees of  customer service department;
⇒	Developed competency models based on needs of structural units;
⇒	Tracked recruiting trends in  labor market, informed and advised managers on  situation on the market, recommended tactics for the most successful filling of vacancies;
⇒	Prepared and coordinated  budget for recruitment and development of personnel;
⇒	Formed  HR brand of  company by building a system of internal communications, and also carried out activities to create a corporate culture and values of  company;
⇒	Managed subordinate employees (2 persons): distributed duties and monitor the implementation and the solution of operational current requests.