Cyberia Marketplace

Human Resources Specialist

Other

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Languages

Russian

English

Skills

Team management

Organizational skills

Leadership

Analytical thinking

Strategic planning

Management skills

Performance evaluation

Ability to make decisions

Work experience - 14 years

Defense industry	Deputy General Director
Experience: 2 years	Restructuring of the personnel selection system and closure of key positions. Recruitment and appointment of specialists for the financial department, IT department, procurement department, design department, and the chief engineer's office. Restructuring of job titles and closure of the need for production and administrative personnel. Reduction of vacancy closure times and improvement of recruiter efficiency. Creation of a candidate database for the prompt closure of specialized positions. Development of competency profiles to improve selection accuracy. Reduction of staff turnover through the implementation of a mentoring system, elimination of salary distortions, and improvement of working conditions. Increasing employee engagement. Organization of training and internships for students, creation of a talent pool from highly qualified employees, and rotation between departments to develop skills. Optimization of HR processes, formation of a unified approach to employee compensation, reduction of personnel costs, and optimization of the staffing schedule. Implementation of electronic document management to reduce errors in HR documentation and reduce interaction time between departments. Development of a new organizational structure to implement strategy, improve quality and speed of work, strengthen connections between departments, and increase the efficiency of resource utilization.

Defense industry

Deputy General Director

Experience:
2 years

Restructuring of the personnel selection system and closure of key positions. Recruitment and appointment of specialists for the financial department, IT department, procurement department, design department, and the chief engineer's office. Restructuring of job titles and closure of the need for production and administrative personnel. Reduction of vacancy closure times and improvement of recruiter efficiency. Creation of a candidate database for the prompt closure of specialized positions. Development of competency profiles to improve selection accuracy. Reduction of staff turnover through the implementation of a mentoring system, elimination of salary distortions, and improvement of working conditions. Increasing employee engagement. Organization of training and internships for students, creation of a talent pool from highly qualified employees, and rotation between departments to develop skills. Optimization of HR processes, formation of a unified approach to employee compensation, reduction of personnel costs, and optimization of the staffing schedule. Implementation of electronic document management to reduce errors in HR documentation and reduce interaction time between departments. Development of a new organizational structure to implement strategy, improve quality and speed of work, strengthen connections between departments, and increase the efficiency of resource utilization.

Human Resources	Head of Human Resources
Experience: 2 years	Optimization of the HR department's work, reduction of employee turnover, building a system for recruiting line staff, closing key positions, creating an HR brand, building a system of training and career development for personnel. Development of a recruitment strategy. Reducing the time to close vacancies. Adaptation and internships for personnel. Development and implementation of projects to optimize personnel costs. Working with companies providing recruitment services. Attracting employees for work in various conditions. Organizing the work of the recruitment department. Conducting an audit of personnel documentation, updating necessary records, and developing regulations. Implementing an analytical tool for the HR department. Working with foreign citizens, accompanying and interacting with relevant services. Passing inspections from regulatory authorities. Optimization of the HR documentation department's work. Budgeting and strategic planning for recruitment. Control of personnel expenses. Development of an employee motivation system. Implementing an performance evaluation system. Development and implementation of a voluntary medical insurance system. Interaction with state employment services and other organizations. Development and implementation of an HR strategy, working with the HR brand. Implementation of an employee training program in educational institutions. Interaction with educational institutions for the training and retraining of employees. Refining software for the company's needs, expanding functionality in the field of HR, which made it possible to more flexibly solve issues with career growth and rewarding personnel, as well as controlling the cost of recruitment. Participating in the implementation of an access control system. Creating an HR strategy that optimized personnel recruitment and improved the quality of employee search. Creation and organization of the HR department. Building a regional recruitment process and creating a system for transferring employees. Building a process of working with companies providing recruitment services. Closing key positions. Reducing costs for attracting line staff. Increasing the speed of closing vacancies. Reducing turnover among line staff. Creating a personnel adaptation system. Development and implementation of a personnel evaluation system. Creating a talent pool. Developing a system for forecasting employee career growth. Developing personnel motivation systems. Launching the HR brand to the market. Reducing personnel costs.

Human Resources

Head of Human Resources

Experience:
2 years

Optimization of the HR department's work, reduction of employee turnover, building a system for recruiting line staff, closing key positions, creating an HR brand, building a system of training and career development for personnel. Development of a recruitment strategy. Reducing the time to close vacancies. Adaptation and internships for personnel. Development and implementation of projects to optimize personnel costs. Working with companies providing recruitment services. Attracting employees for work in various conditions. Organizing the work of the recruitment department. Conducting an audit of personnel documentation, updating necessary records, and developing regulations. Implementing an analytical tool for the HR department. Working with foreign citizens, accompanying and interacting with relevant services. Passing inspections from regulatory authorities. Optimization of the HR documentation department's work. Budgeting and strategic planning for recruitment. Control of personnel expenses. Development of an employee motivation system. Implementing an performance evaluation system. Development and implementation of a voluntary medical insurance system. Interaction with state employment services and other organizations. Development and implementation of an HR strategy, working with the HR brand. Implementation of an employee training program in educational institutions. Interaction with educational institutions for the training and retraining of employees. Refining software for the company's needs, expanding functionality in the field of HR, which made it possible to more flexibly solve issues with career growth and rewarding personnel, as well as controlling the cost of recruitment. Participating in the implementation of an access control system. Creating an HR strategy that optimized personnel recruitment and improved the quality of employee search. Creation and organization of the HR department. Building a regional recruitment process and creating a system for transferring employees. Building a process of working with companies providing recruitment services. Closing key positions. Reducing costs for attracting line staff. Increasing the speed of closing vacancies. Reducing turnover among line staff. Creating a personnel adaptation system. Development and implementation of a personnel evaluation system. Creating a talent pool. Developing a system for forecasting employee career growth. Developing personnel motivation systems. Launching the HR brand to the market. Reducing personnel costs.

Retail	HR Director
Experience: 1 year	KEY TASKS: build a personnel selection system, reduce recruitment costs, reduce staff turnover. Recruitment and adaptation of personnel: - Determining the need for personnel in accordance with the strategy. - Organizing the work of the personnel department: setting and distributing tasks, controlling and motivating the team. - Organizing personnel recruitment. - Implementation and control of adaptation processes, assessment, training of personnel and personnel reserve. - Increasing the speed of closing vacancies. CDP: - Organization of maintaining the staffing schedule. - Maintaining migration accounting in accordance with legislation. - Development and implementation of a performance management system and a bonus regulation. - Updating internal regulations and descriptions of roles. - Preparing reports on the work of the personnel department. General and legal support: - Forming a company brand. - Consulting management and employees on legal issues. - Monitoring changes in legislation. - Control over compliance with legal requirements. - Working with regulatory organizations. - Participation in the organization of events. ACHIEVEMENTS: - Creation of an effective HR strategy, which made it possible to achieve a necessary flow of candidates and form a strong team. - Reduction of personnel attraction costs. - Increasing the speed of closing vacancies. - Reducing turnover among staff due to the introduction of a new motivation system and improvement of internal communication. - Creation of systems: 1. personnel adaptation, which reduced the time for an employee to immerse themselves in the position. 2. personnel evaluation system, which made it possible to manage employees more effectively, provide a personnel reserve and career growth. 3. personnel motivation, which led to a decrease in turnover, an increase in engagement and improvement of work results. - Launching a brand on the market. - Building a regional recruitment process and creating a relocation system.

Retail

HR Director

Experience:
1 year

KEY TASKS: build a personnel selection system, reduce recruitment costs, reduce staff turnover. Recruitment and adaptation of personnel: - Determining the need for personnel in accordance with the strategy. - Organizing the work of the personnel department: setting and distributing tasks, controlling and motivating the team. - Organizing personnel recruitment. - Implementation and control of adaptation processes, assessment, training of personnel and personnel reserve. - Increasing the speed of closing vacancies. CDP: - Organization of maintaining the staffing schedule. - Maintaining migration accounting in accordance with legislation. - Development and implementation of a performance management system and a bonus regulation. - Updating internal regulations and descriptions of roles. - Preparing reports on the work of the personnel department. General and legal support: - Forming a company brand. - Consulting management and employees on legal issues. - Monitoring changes in legislation. - Control over compliance with legal requirements. - Working with regulatory organizations. - Participation in the organization of events. ACHIEVEMENTS: - Creation of an effective HR strategy, which made it possible to achieve a necessary flow of candidates and form a strong team. - Reduction of personnel attraction costs. - Increasing the speed of closing vacancies. - Reducing turnover among staff due to the introduction of a new motivation system and improvement of internal communication. - Creation of systems: 1. personnel adaptation, which reduced the time for an employee to immerse themselves in the position. 2. personnel evaluation system, which made it possible to manage employees more effectively, provide a personnel reserve and career growth. 3. personnel motivation, which led to a decrease in turnover, an increase in engagement and improvement of work results. - Launching a brand on the market. - Building a regional recruitment process and creating a relocation system.

Transportation and logistics	Executive Director
Experience: 2 years	Responsible for all processes related to personnel. Main tasks included: organizing recruitment, conducting interviews, and drafting job descriptions for various positions. Managing large-scale recruitment efforts, including relocation support. Controlling workforce size and building a talent pool. Organizing events to motivate employees. Implementing and developing corporate culture, ensuring adherence to quality standards and performance metrics. Developing and implementing training and development programs, creating training materials, and conducting training sessions. Ensuring HR documentation compliance. Resolving personnel conflicts and addressing issues with regulatory bodies. The department transitioned to a remote work model while maintaining operational efficiency.

Transportation and logistics

Executive Director

Experience:
2 years

Responsible for all processes related to personnel. Main tasks included: organizing recruitment, conducting interviews, and drafting job descriptions for various positions. Managing large-scale recruitment efforts, including relocation support. Controlling workforce size and building a talent pool. Organizing events to motivate employees. Implementing and developing corporate culture, ensuring adherence to quality standards and performance metrics. Developing and implementing training and development programs, creating training materials, and conducting training sessions. Ensuring HR documentation compliance. Resolving personnel conflicts and addressing issues with regulatory bodies. The department transitioned to a remote work model while maintaining operational efficiency.

IT	Deputy Head of Department
Experience: 6 years	— Deputy Head of the IT Personnel Recruitment Department - Search and recruitment of specialists for solving work processes. - Conducting initial interviews with candidates. - Adaptation of new employees - Supervision of specialists in remote work. - Training of personnel. - Ensuring interaction between departments. [2010 - 2017]

Education

Finished

Stavropol University / Information Technology

Languages

Russian

English