www.zhmk.com.uaStaff: 2,800 people. 4 plants in Ukraine.Main responsibilities:Development and implementation of the Company’s Personnel Management Strategy to ensure implementation of the Company’s Development Strategy.Management of all areas of HR: corporate culture, recruiting, adaptation, evaluation, motivation, labour relations, payroll for 4 plants and the Company’s sales team.Introduction of the Project on formation of the number of production personnel.Management of the project on effective communication inside the Alliance.Implementation of standardized business processes on personnel management for all Alliance enterprises.Control over implementation and optimization of the Company’s payroll (salary) fund.Development and implementation of the Company’s Personnel Retention and Attraction Policy. Promotion of the Employer’s Brand in the labor market.Key achievements:The HR development strategy has been developed and further implemented, which allowed fulfill large import projects and obtaining additional profit.A new HR organizational holding structure was created.As a result communication and interaction between departments were improved.Participation in the development and conduct of the Strategic SessionKey areas for change and improvement were identified. Working groups established. Projects are at the implementation stage.The Company’s Policy on incentives was developed and implemented.Staff turnover decreased on 40% during last 6 monthsHR business processes within all holding’s companies were standardized.A project of of production personnel’s mass recruitment for the implementation of large import orders was sucessfully implementedPersonnel costs were optimized from 20% to 35% in various areas.Employer’s Brand project was developed and implemented.The best indicators of the number of new employees attracted over the last 3 years

www.tsum.uaStaff: 350 peopleMain activities and responsibilities:Manage all personnel management processes.Participation in the formation of the corporate culture of the company, in accordance with the strategic goals of the business.Development and implementation of policies and procedures for personnel selection, adaptation, assessment and training.Organization of promotion of the employer’s brand.Key achievements:The Mission and Values of the company have been developed, and the work on adaptation of corporate culture to the company’s goals has been started.Procedures on Personnel Selection and Adaptation have been developed and implemented.A new employee’s TSUM handbook has been prepared.Evaluation of the effectiveness of top-managers was organized.A proposal to change the motivation system for sales employees has been prepared.Regular meetings of newcomers with CEO and Head of HR were organized.First Career Days in TSUM were organized.Main activities and responsibilities:Management of all processes of personnel management.Development and implementation of the corporate culture of the company.Development and implementation of the Policies and Procedures in HR in the following directions: Selection, Adaptation, Evaluation and Training of personnel. All of them from scratch.Organization of the employer’s Brand promotion.Management of the project on the development of the Policies and Procedures of all divisions of the company.  

IMMER Group is one of the world’s largest producers of flexible packaging materials, films and labels. IMMER Group is an international group of companies, which includes IMMER Ukrplastic, IMMER Digital and IMMER Design Studio.www.ukrplastic.comStaff: 2000 people 2 plants: in Ukraine and Latvia.Key Responsibilities:Creation of the HR department from scratch.Organization of personnel’s selection for manufactures, Head office, and branches outside of Ukraine.Development and implementation of adaptation measures, certification and assessment of personnel.Introduction to the training system.Creation of an innovative environment in the company.Formation of the corporate culture.Key achievements:The HR department was created from scratch and properly launched, which accelerated the recruitment process by 30%, reduced staff turnover by 20%.All HR processes have been described in the policies and procedures, as a result of it aninteraction between departments has improved, processes have become clear andtransparent.A system of adaptation of new employees was created, which reduced the staff turnover at the probation period of 40%.Organized recruitment for a new office and plant in Latvia. The plant was opened at planneddeadlines. 

Staff: 4,500 people. 10 hypermarkets in Ukraine. Kyiv (3), Kharkiv (3), Chernivtsi, Dnepropetrovsk, Zhytomyr, Donetsk6 discounters “TopMart”: all in Kyiv5 pharmacy stores “TopFarm”: Kyiv (4), ChernivtsiSubordinates: 12 persons in HQ and 20 in regions. Key Responsibilities:Delivering high quality of HR services in Karavan hypermarkets network all over Ukraine, covering the full range of HR professional services including HR planning & optimization, recruitment, training and development, adaptation, labor relations, C&B, attestation and evaluation of personnel efficiency. Implementation of annual personnel training and development program.Organization of annual personnel evaluation.Development and implementation of Sales Management Trainee’s Program “Management School”. Preparation and further implementation of unique annual personnel development plan.Development and further implementation together with Finance dept of Personnel Motivation Program.Development and implementation of Program of more efficient usage of personnel. Implementation of best practices in mass recruitment and programs of staff retention.Development and implementation of Quality Service Program in all stores of Karavan. Key achievements:The “Service” project was successfully implemented to provide high-quality service to customers of the retail network. Karavan took first place in the category “Service” among all Ukrainian retail chains based on the results of Y2015 of HayGroup survey.Training of sales managers, called the “Management School”, was organized. This reduced staff turnover by 50% and increased the implementation of the sales plan by 20%.Corporate Event Organization within the limited budgetImplementation of the program of personnel actual work hours calculation (Stop net), which allowed pay for actual hours worked.Significant improvement of indicator of % of total payroll to turnover – from 4.6% to 5% in various hypermarkets.Certification activities were carried out, which resulted in the formation of a personnel reservefor key positions.Distance learning system has been improved to cover 100% of the staff.

http://olymp.ua Headcount: 3K (2 plants) Direct subordinates: 20Key responsibilities: Organization of HR department’s work (20 subordinates) for 2 plants, regional sales offices, and regional logistics offices. Development and further implementation of the main policies and procedures in the area of recruiting, training and development, testing and adaptation processes for Company’s personnel, labor relations, work with personnel reserve, evaluation and assessment of personnel. Improvement of the processes in the area of labor relations, personnel records keeping and payroll. Analyses of staff efficiency, development and further implementation of motivational programs and KPI.Development of Company’s corporate culture (on the Company’s and regional levels). Corporate events, sports competitions (football championship). Development of the Corporate Constitution. Participation in the development of the Corporate Code. HR Departments’ budget preparation and controlling of its compliance.Organization of interaction with external organizations while preparation and participation in Career Days, Conferences, connecting with the advancement of the employer brand. Development and implementation of the programs of material and non-material motivation.Management of Fund of labor payroll.Organization of the personnel reserve forming and work with it.

Key responsibilities:Organization of work with internal clients of the department (HR Department Managers in Moscow and Kiev, HR Managers of the factories in Ukraine and Russia). Organization of the BSC People Department (20 people in the department) with activities including: Recruiting for 3 factories in Ukraine, 9 factories in Russia. Execution of the “People Cycle” for 3 factories in Ukraine & 9 in Russia.HR administration for the 3 factories in Ukraine. Support of HR systems (HRB, SHARP, SHARP Ops) used for people management, talent management, payroll management, and support of the People Cycle. Payroll management for the 3 factories in Ukraine, HQ in Kiev, and Sales department. Organization of “HR Processes” (3 employees reporting) for the BSC including: Recruiting. Organization of training for the BSC. Support of «the Cycle People” (Assessments, PDP’s, OPRs). Implementation and support of the Excellence Program. Support in the organization of charred challenge meetings.Organization of the transfer of activities from plants to BSC. Organization of permanent improvements, optimizations in the work of the Dpt. Conduction of trainings for employees. Adaption of trainings of Corporate University to BSCPreparation of the budget “Package People” for BSC.Organization of events to attract candidates, increase brand awareness and improve the image of the employer.Organization of participation of the direction of Payroll on the upgrading of HRB system

Key responsibilities:Organization of work of personnel department in following directions: recruitment, trainings, development, adaptation, attestation of personnel.Development and improvement of procedures on personnel selection, trainings, development, and attestation of employees of the Company. Organization and co-ordination of personnel recruitment for the enterprises of the Company. Organization and co-ordination of external and internal personnel selection.Participation in preparation and statement of organizational structures of enterprises and subdivisions of the Company. Concordance of job descriptions and indexes of efficiency.Organization and coordination of Attestation measures for the Company’s enterprises (certification, attestation estimations and diagnostics). Preparation of analytical reports following the results of Attestation actions.Organization of work on forming of the Personnel reserve and «the Personnel ballast».Organization and coordination of internal (corporate) and external trainings and development of the Company’s personnel.Development of educational courses for managers and employees of the Company. Realization of training actions (training, seminars, etc.). The Organization of passing the working practice and training at the Company enterprises. Monitoring of a market situation in the labor market in the automobile sphere. Preparation of analytical reports and recommendations together with external services providers.

Headcount: 5,5K+ Recruitment of company’s top managers.Recruitment for company’s strategic directions and dpts in accordance with internal policies and procedures adjusting to company’s recruitment process. Conducting of general and competencies based interviews and candidates testing.Organization of candidates Assessment centre (AC) passing (via SHL). Consulting of area mgrs on the results of candidates testing, on their passing of occupational personality questionnaires (OPQ) and AC (both via SHL).Organization of internal(in-side Company)competitions to cover open vacancies.Ensure of proper administration of payroll and contracts, connecting with function activities. Coordination of personnel recruitment within the company, including all the branches in regions.Supporting ongoing development and ensure smooth execution of annual target setting,assessment and remuneration.Consulting of recruitment specialists of HO and branches on the questions connecting with personnel recruitment and area managers on decision making.Conducting of master-classes and coaching on interview and decision making for recruitment specialist and area managers. Forming of company’s Recruitment plan annual and quarterly.Preparation of quarterly and annual Reports for top management of recruitment plan fulfillment.Organization and control of company and recruiting agencies interaction,also via company’s computer system (special program designed for Kyivstar).Recruitment market benchmark on the annual basis.Recruitment agencies tender initiation, participation in negotiations, decision making together with top mgmnt. Organization of company’s participation in Vacancies Fairs and other activities, connecting with personnel recruitment.Preparation of Policies and Procedures connecting with Recruitment, internal competitions.Developing supply base for young talent by building a network of selected universities as suppliers,etc.

Deputy Business Unit Manager (B2B) (09.2005 – 11.2006)Organization and control of Business Unit operation.Tutorship and introductory instruction for new employees, master-class on interviewingConduction of negotiations with new and existing clients. Contracts preparation and conclusion. Contracts conduction, including control on invoicing.Conduction of trainings for external clients.HR Manager (Total HR subdivision) (06.2005 – 09.2005)Development and introduction of corporate culture is in a companySearch and selection of personnel for agencyDrafting of job descriptions Conducting of attestation of personnel of companyDevelopment and introduction of the system of adaptation of personnel Construction of the internal training & development system Introduction of the various programs of financial and non-material motivationDrafting of social package for the employees of company (bonuses, medical insurance, sport, mobile communication, loans for the employees, team spirit supporting events, parties)Conduction of trainings for external clients ( f.e. for City Bank, GreenKo)Preparation and writing of workbooks for training organizers.Recruitment manager (B2S) (12.2004 – 06.2005)