Current job

• Samsung Electronics LLC. Regional Headquarters (CIS and Baltics) - CIS HR manager (from march 2006-03-01 00:00:00.0)

  Samsung Electronics is one of major international digital electronics producers, the fastest growing Korean-based business.
  Area of responsibility - all CIS, Baltic countries and Mongolia.
  Responsibilities:
  - Shaping HR department
  - Development of basic HR processes, policies and procedures; inplementation of Global Standard HR process (recruitment, training & development, compensation & benefits, career planning and development, talent management)
  - Development of corporate culture based on Global values and principles
  - Building up HR structure and HR process from the scratch at CIS regions: Ukraine, Baltics, Middle Asia
  - Managing CIS HR team: 2 direct subordinates and 8 HR managers in CIS under supervision)
  Achievements:
  - Corporate HR team design is shaped
  - HR strategy is defined, goals are set
  - Key functional managers in main HR areas are hired, responsibilities are distributed
  - Recruitment procedure is implemented in Russia, Ukraine and Central Asia
  - Global compensation system is analysed, main principles are implemented, other fields are being adopted to Russian specific
  - Job evaluation (Mercer methodology) has been updated according to organizational changes in 2006
  - Corporate culture in subsidiary is analysed, issues are disclosed and changes are in process of implementation.

Previous jobs

• Yandex.ru - Head of HRM department (2005-10-01 00:00:00.0 - 2006-01-01 00:00:00.0)

  www.yandex.ru – one of the biggest Russian internet players. Yandex.ru is the leading Russian search engine and advertising place.
  Company staff – over 300 employees. Up to October 2005, Yandex hasn’t had dedicated HR-department and all HR functions were spread among different departments.
  Responsibilities:
  - Building up HRM department
  - Shaping basic HR policies and practices
  - Shaping organizational structure
  - Putting in order HR documentation
  - Recruitment
  - Managing HR team (2 direct subordinates)
  Results:
  - HRM department is shaped, functional responsibilities are shaped and distributed among department members.
  - HR documentation system is analyzed and the plan of putting it to compliance with Labor Law is created.
  - Basic HR procedures are shaped and implemented: recruitment, adaptation, hiring and firing.
  - HR management system is analyzed, “bottlenecks” are identified and proposals for process redesign are introduced.
  - For 4 months HRM department has recruited 26 people.

• IBM Business consulting services - Human resources manager (2004-04-01 00:00:00.0 - 2005-10-01 00:00:00.0)

  IBM BCS is a department, formed in 2002 in a result of merging of IBM and worldwide management consulting business unit of PricewaterhouseCoupers. IBM BCS provides different management consulting services to the big foreign and Russian companies in fields of ERP systems implementation, business processes optimization, strategy development, etc. Department staff (as of October 2005) was over 200 employees.
  Responsibilities:
  - Long-term and medium-term planning of headcount.
  - Recruitment and selection:
  - Personnel placement, shaping project teams, utilization management
  - Personnel adaptation (coordination of coaching system, creation and conducting induction trainings)
  - Coordination of personnel training and development system.
  - Participation in personnel assessment cycle.
  - Execution of corporate compensation & benefits management system, labour market analysis through regular salary reviews and statistics.
  - Carrying out numerous personnel motivation programs.
  - Budgeting and reporting.
  - Shaping and maintenance of staff list, shaping duty regulations, partial participation in HR documents circulation process
  Results:
  - Basic HR procedures in department are redesigned to comply with global corporate standards (recruitment and selection, training and development, compensation and benefits, motivation, efficient utilization of skills).
  - The program of development of professional Project managers is developed and implemented.
  - University hires program is developed and implemented in the Department.
  - At the end of 2004 the project of organizational structure redesign has been successfully realized, new group leaders were selected and trained.
  - Department staff has been increased from 80 up to 200+ employees.
  - Attrition rate was decreased on 2,1%
  - According to the 2004 year and first half of 2005 results productive utilization of consultants was overachived for 10%
  - Annual assessment in 2004 showed that there were only 2 employees (out of 150) who took unsatisfactory mark).

• Luxoft company (IBS group) - Recruitment team leader, Senior Recruiter, Recruiter (2002-10-01 00:00:00.0 - 2004-04-01 00:00:00.0)

  Company industry – customized software development. Was responsible for recruitment and general HR management for Deutsche Bank dedicated development. Company staff (as of April 2004) was 600 employees.
  Responsibilities:
  - Building up and performing communications with Customer representatives in regards of HR issues.
  - Planning the recruitment activities.
  - Leading a recruitment team for staffing open positions in Dedicated Center (average quantity of simultaneously processed positions – 20-30)
  - Performing full cycle of recruitment and selection
  - Participation in assessment of Dedicated Center members.
  - Development and maintenance of renumeration system for Dedicated Center members, driving market salary reviews
  - Training of new members of Recruiting department.
  - Participation in University hires program.
  Results:
  - The first project of creation Dedicated Development Centers on the basis of Luxoft (for Deutsche Bank) is successfully launched and is developing. Recruitment team has hired up to April 2004 (during about 1 year) over 100 employees.
  - The team of professionals in rare for Russia EDMS (Documentum) has been shaped
  - The project of recruitment of unique English-speaking Documentum specialist on American market was successfully completed.
  - 7 new members of Recruitment department were trained.

• ООО «Service Management Company» (later on – ООО «Lansi Service Group») - Business development manager / recruitment manager (2001-01-01 00:00:00.0 - 2002-09-01 00:00:00.0)

  Area of business – providing staff and administrative services.
  Responsibilities:
  - Search the clients, negotiations and signing contracts for providing staff services.
  - DAy-to-day maintenance of existing clients.
  - Recruitment for different positions (mainly – in IT and technological spheres). Major part of recruitment work consisted of search of candidates with rare skills/skill sets.
  - Labor market, salary and candidates’ expectation surveys

• Different trading and professional services companies - Business development manager, Account manager, Sales manager (1997-05-01 00:00:00.0 - 2000-12-01 00:00:00.0)

  Search and maintenance of clients

University education

• State University of Management, Institute of Financial management, Economist with specialty in Accounting and audit, 1999-1999
  

Training courses

• HR Management Centre. Foundation Programme for MA HRS, Moscow Business School MIRBIS., Certificate, 2006
  
• Qualification training program “Complex system of setting up a production, merchandizing and marketing analysis.", Academy of management and market, -, 2001