Jul 2021 – Sep 2022 · 1 yr 2 mos

• Working between People and Numbers, I enjoy collaboration with the rest of People team, as well as Finance and Legal departments:
• Providing managers with data, facts and trends to support decision making process.
• Leading projects in C&B, for example, salary benchmarking, job evaluation and levelling framework, setting up pay ranges, performance cycles, benefits review for all our locations.
• Supporting process of data management and integrity in HR systems and playing a key role in Workday HRIS implementation.
• Reporting of any HR-related metrics.
• Total rewards projects, such as development of Equity strategy and Shareworks implementation.

Jan 2021 – Jul 2021 · 6 mos

• Working through the pay review process and supporting different areas including benchmarking (Mercer), policy and bonus schemes optimisation.
• Trusted and balanced resource for managers regarding human capital data, facts, and statistics.
• Supporting ad hoc reward and people analytics projects through the year.
• Managing Share Option Plan and other employee incentive programs.
• Monthly and quarterly people analytics reporting.

Sep 2019 – Dec 2020 · 1 yr 3 mos · Berlin Metropolitan Area

• First point of contact for all personnel-related topics as well as advice on personnel and employment law issues
• Full range of recruitment activities from job postings to relocation and immigration assistance
• Performance management (goal setting process implementation, feedback sessions facilitation)
• Responsible for vendor management to improve operation and service quality, efficiency and experience (e.g. benefits vendors and office supplies vendors).
• Annual salary review, external benchmarks analysis.
• Communication to the employees regarding HR policies and benefits, implementation and support of Confluence space for P&O.
• Conducting and analyzing of engagement surveys (Gallup) and exit interviews.
• Contract preparation and all employee documentation maintenance according to local legislation (e.g. reference letters, maternity administration, leaves, warnings, etc).
• Overseeing and preparation of payroll.
• Support of ESOPs program.

Oct 2013 – Mar 2016 · 2 yrs 5 mos · Moscow, Moscow City, Russia

• Responsible for C&B within employee life-cycle management
• Providing everyday support to federal branch offices (215 offices in 110 cities across the whole country) in various issues related to C&B
• Analysis of best practices for compensation and benefits to offer employees competitive salary, social security and other benefits like health insurance.
• Incentive program management
• coordination of stakeholders, Legal and Audit departments during the process of developing and implementation of incentive programs.
• calculation of monthly, quarterly, annual bonus payments on KPI basis.
• Responsible for process improvement and optimization for the C&B projects from needs’ analysis, definitions of processes and problems up to preparation of the technical specification for the IT department, Q&A and end-user training.
• Ongoing support to business in overall HR-related topics from analyzing of new positions and replacements up to substitution payments. Support in processing of termination even in complex scenarios.
• Reporting (headcount, wage fund, reports for regulatory authorities).
• Payroll budgeting (yearly) and controlling (monthly).
• Incl. monthly payroll reporting in a close cooperation with accounting team (incl. various types of payments and taxes on federal level).
• Job market overview & salary benchmarking (PWC, AMT consult)
• Pay scale recommendations based on equal pay policy. As a result Bank was regularly featured as the top ranking employer in Russia.
• Creating job-descriptions in cooperation with Talent Acquisition department.
• Preparing and keeping up to date policies, template documents and handbooks.
• Participation in on- and off-boarding process

Jan 2012 – Oct 2013 · 1 yr 9 mos

• Salary range system implementation according to Korn Ferry grades (yearly).
• Creation of C&B portfolio due to high competitive market. Benefits administration (medical, life insurance, gym membership, corporate mobile plans).
• Remuneration schemes optimization (ad hoc).
• Planning and execution of corporate events: vendor management and budget responsibility
• Yearly payroll budgeting and salary increase planning. Participation in the implementation of the budgeting system, which allowed to increase the efficiency of yearly budgeting.
• Support delivery of monthly payroll administration
• Content management of HR page at intranet (MS SharePoint).
• Participation in cross-industry market surveys

Jul 2010 – Jan 2012 · 1 yr 6 mos

• Full cycle of recruitment activities from identifying hiring needs to on- and off-boarding of employees.
• Specialization in IT recruitment (Programmers, System administrators, IT Security specialists), middle and high-level positions in Marketing, Finance, HR departments.
• Filling up to 15 positions pro month with a staff turnover less than 5% on a probation period.
• Identifying of hiring needs
• Market mapping
• Creating and optimizing job descriptions
• Active sourcing/headhunting candidates through advertisements, internal referrals, social and professional networks (Linkedin, Monster, Stepstone, Facebook, Twitter, stakeoverflow, github)
• Pre-screening of applicants, phone and onsite interview, candidates assessment
• Developing and maintaining candidates database (based on E-staff software)
• Support the process of new employees onboarding (office excursion, novice book, questionnaire based on the results of 1, 3 months of work, follow-up talks). Created Onboarding checklist for Talent Acquisition team and Hiring managers.
• Off-boarding (exit-interview)
• Salary planning (based on market research, budget and corp policies) and negotiations with candidates
• Monitoring and adjusting costs of recruitment processes.
• Creating reports for management (monthly).
• Leading automation projects related to recruitment.
• o technical specification preparation for developers, communication with IT department, QA). Implemented a project of automated reporting that allowed to save up to 120 man-hours monthly.
• o creation of stand-alone site for job applications which helped to reduce the loss of applicants and to structure the flow of applicants.

Apr 2008 – Jul 2010 · 2 yrs 3 mos

• Full cycle of recruitment activities:
• Identifying of hiring needs
• Market mapping
• Creating and optimizing job descriptions
• Active sourcing candidates through advertisements, social and professional networks
• Pre-screening of applicants, phone and onsite interview, candidates assessment
• Onboarding

Oct 2007 – Apr 2008 · 6 mos

• Full cycle of recruitment activities