Position: HR manager, HR Business Partner, People Partner, HR Director
Category: HR
English level: fluent
Years of experience: 8

I have over 8 years of experience working as  Marine HR specialist with wide range of responsibilities. Around 250 employees from different business units of A.P. Moller Maersk Company were under my supervision. I was in charge of discussing and signing contract, onboarding, development, promotion records, reviewing HR policies and SOPs, payroll etc. 

During my Maersk career I had clear KPIs which reflected effectiveness and achievements. But on my opinion, the most important achievements are demonstrated by real cases, which were above KPIs expectations.

I participated in many projects, and their aim was to simplify HR processes and digitalize HR function.

Case #1:
Some employees were entitled for monthly bonus due to having higher license certificate. The process of informing payroll team about this certificate was manual: once employee gets certificate, HR should inform Payroll via email and starting from next month bonus allowance is included to salary. But in fact there were a lot of human mistakes (info from email wasn’t reflected into payroll system OR mistakenly was added to wrong employee etc). I created project, involving other HRs and representative from Payroll to find bottleneck and solution. Then technical task for our IT team was written, where was proposed to add special box in our HR software profile with info for Payroll team about employee’s entitlement for bonus allowance.

Case #2: 

The hugest project was in 2018, when Maersk Line performed acquisition of container shipping company Hamburg Sud. We were involved in creating road map and performing acquisition of all HR processes in the most effective and smooth way. We created road map for transferring all personal data, payroll info, documents from Hamburg Sud HR system to Maersk Line software, also being involving in communication with seafarers (Hamburg Sud employees, who came under our HR supervision). The process has many stages: we discussed terms of contracts, transfer all data to our HR software, gave all needed info about our Company and acquisition process. Also transfer of payroll was very important and challenging, as employees of Hamburg Sud, who were on board of vessels during acquisition, should receive salary without gaps. I was on charge of negotiating all process with Payroll team in order to prevent any delays of salaries.
I have NO experience at IT, BUT I have significant HR experience at global international company, facilitating full HR cycle, growth, acquisitions and TOP management consulting. Believe it could be relevant to any sphere where HR position is needed, and IT as well.

Summary of previous experience as  HR Manager:

— act as first point of contact for Ukrainian employees for full cycle HR processes (onboarding and dismissal; travel&visa arrangements for joining vessel; convincing assignments and back-to-back planning; facilitating learning matrix and career development; escalating payroll issues and salary queries; monitoring and handling performance/disciplinary/retention reviews);
— modernize organizational structures, operational procedures and HR internal processes to improve organizational effectiveness;
— continuously review the relevant operating procedures to align them across different business units, demonstrating diversity approach;
— act as a change agent to help drive
regional and global specific change initiatives with HR stakeholders and manning teams;
— drive and coordinate ad hoc projects and deliverables that relate to the simplification/digitalization of HR processes;
— identifying  training needs per matrix and monitoring developmental/promotion process for employees;
— emergencies responder and crisis management for the sea staff employees and their next of kin in case of incidents on board or ashore crisis;
— maintaining a database of employees (personnel records);
— agreeing on the terms of contract, employment conditions and business unit’s policies, preparing and signing a job offer with newly recruited employees;
— ensuring smooth introduction and implementation of new HR solutions, programs, and policies within employees (both sea and office staff);
— induction/ onboarding/ learning/ coaching sessions/internal audit preparation for newly recruited HR team members;
— participation in performance review discussions using different performance management tools (feedback sessions, 360, 1:1, personal development plan, etc.);
— being the ambassador for the organizational culture and core values as well as plan and implement activities to continue driving employee engagement and retention (both for sea staff and office employees).
I would like to have friendly and openminded atmosphere, where employees have power to influence and change processes according to business needs.