HR Director, Head of HR, HR manager

 Recruitment and staffing  Personnel on-boarding and performance processes  Development of internal HR policies  Compensation and benefits

 Serve as a strategic business partner and guide the leadership team regarding employee relations matters and work side-by-side to manage and resolve difficult scenarios. Partner with Teva’s leaders to attract, retain, and develop the best talent.  Oversee development of policies, programs and communications for effective management of HR issues in compliance with local laws and regulations.  Develop best in class HR programs, many from scratch, aligned to business objectives. Oversee program implementation. Programs include but are not limited to:  workforce planning (talent mapping, succession planning, and organizational development and design)  total rewards initiatives (job grading, compensation, benefits, including executive and other corporate compensation and benefit plans)  workplace culture  talent acquisition programs  management and leadership development  employer value proposition creation and employer brand marketing  change management initiatives Key Achievements:  Increase organizational effectiveness-facilitated cross company org. changes and Reshape implementation, support Teva leaders & people in driving the strategic change successfully in the merger and acquisition process.  Drive excellence in HR services and improve HR capabilities by developing full-cycle HR system for documents flow and HR processes and documents: collective agreement, employee agreement, recruitment policy, bonus policy, car policy, implementing on Teva sites HR document trees and implementing on-line tools: C&B, Succession Management modules.  Strengthen Performance & Reward Link- strengthen reward for performance culture revising compensation and benefit policy, developed detailed retention plan for HIPOs, equity compensation implementation.  Enhance Talent Capabilities- establishing succession planning and focus in building infrastructure and value added programs  Development of recruitment and induction processes- internal recruitment lunch, implementing competency-based interview model and building on-line infrastructure.

 Employer Branding & Staff Recruitment; Retention; Orientation & On-Boarding;  HR Policies & Procedures; Employee Relations and Employment Law;  Performance Management; Compensation & Benefits Administration inc. Expatriates Benefits;  Training & Development; Talent Management and Succession Planning;  HR Project Management; Managing Annual HR Budget; HR Generalists Affairs Key Achievements:  Launched and currently manage “Assessment Center tool” aimed to hire and establish Dental Oral Care Team. Tool generated tremendous highest ever savings: 12 000 USD for 1 assessment and over 720 000 USD (60 assessments during 5 years). It was an inspiring challenge as Colgate didn’t have such a tool before. Using new assessment tool caused great impact on business. Team, were selected by new tool, leveraged key business results - achieved and increased national leadership of Colgate as “#1 brand recommended by dentists”.  Initiated enthusiastic, above goal “Digital Hi-tech Recruitment Campaign” which overwhelmed our Recruitment savings (over 75 000 USD during 1, 5 years), reduced in 2 times search period. Innovative system integrated: Colgate webpage, Best Ukrainian Job portals, and Social Networking portals; generates high-caliber candidate pool and strengthens our Employer Brand position.  Designed and implemented Orientation program for new comers - first formal Introduction Company’s program, creates flexible and well-received tool that helps to create organizational, cross-departments alignment.  Significantly upgraded and redesigned Talent Management & Succession Planning Process through implementing break–through technologies solutions, providing regular training, follow-up and advice to line managers and employees.

Key Achievements:  Implemented Best-in-Class first on-line HR system which provided managers and employees with critical tools to enhance productivity; ensured consistency and compliance with CP policies and procedures; Designed system is on-line single-source for keeping all HR data (Employee Data, Reporting, PM&D, Succession Planning, Training, Mobility, Compensation).  Developed and tailored commercially automated Bonus calculation tools, organized in game-addictive manner used by all bonus eligible employees that links easily personal & company performance and bonus outcome amount.  Improved accuracy of Compensation & Benefits Expat Management by creating from the scratch sophisticated tool which arranges in a more effective way all payroll and benefits items.

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International Economy, Master and Bachelor Degrees in Human Resources Management