Apr 2025 – Present · 1 yr 1 mo · Ереван, Армения · On-site

• HR Audit: Includes HR and recruitment metrics and analytical formulas.
• Metrics: Quality of Hire, Cost per Hire, Recruitment Costs, eNPS (Employee Net Promoter Score)
• Methods: face-to-face meetings (team and management), climate surveys, documentation review, market research, data analysis, SWOT, SMART methodology
• Recruitment: Full Cycle / A–Z
• Types: external, passive, active, headhunting, referral
• Vacancy Scope: Developers (Front-End, Back-End, Full-Stack), Project Manager,
• Stages: job analysis, sourcing, screening, interviewing, selection, offer, onboarding
• Channels: job boards, LinkedIn, professional communities, social media, referrals
• Collaboration: close coordination with the hiring manager and department lead to align expectations and finalize selection
• Onboarding and Offboarding
• Onboarding Evaluation: 30–60–90 day timeline; follow-up during the first day and week
• Components: onboarding checklist, assigned mentor, training plan, company guidelines
• Integration: team introductions, shadowing sessions, participation in meetings, involvement in early projects
• Monitoring: regular feedback sessions with mentor and HR to track progress and adjust the plan
• Offboarding: exit interview, climate survey, checklist, farewell process
• Performance Management
• Methods: KPI and SMART goal-setting
• Focus: aligning individual performance with organizational objectives
• Process: regular check-ins, quarterly reviews, and annual evaluations based on metrics and feedback
• Implementations
• Benefits: rewards, compensation packages, health insurance, bonuses
• Employee Relations: code of ethics, communication standards, engagement initiatives
• Legal & Employment Law: compliance with RA labor regulations and documentation
• HRIS: digital management of employee records and personal files
• Organizational Development: teambuilding, meetings, recognition events, cherish days