Vacancies

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

Expectations from candidates:

• Appropriate professional level in the position of Head of HR from 5 years.
• Knowledge of the principles of building the HR function: headcount planning, recruiting, adaptation, training, corporate culture, motivation.
• Experience of independent management of the HR department in the Company.
• The ability to determine the “level” of an employee and draw up development plans (group, individual), implement mentoring/mentoring programs.
• Knowledge of the labor rationing procedure for determining workload and functional distribution among employees.
• Willingness to work with vacancies of narrow specialists on the labor market. Recruiting is not frequent, but it involves an expert approach and constant monitoring of professional employees of competing companies.
• Ability to defend own position regarding projects and budgets.

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

What tasks will you face?:

• Management and organization of the Company’s business structure. Audit, development and implementation of HR processes.
• Prescribing, implementation and maintenance of new regulations.
• Analysis and optimization of the Company’s organizational structure.
• Systematization of personnel assessment and training.
• Completion of the Company’s staff, organization and systematization of personnel.
• Carrying out measures for the involvement of candidates and staff retention (to be evaluated in advance).
• Setting the Adaptation procedure.
• Training and development of personnel.
• Development of a payroll system and monthly KPI calculation.
• Development of material and non-material motivation for personnel.
• Work with the employer brand.

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

Expectations from candidates:

• Appropriate professional level in the position of Head of HR from 5 years.
• Knowledge of the principles of building the HR function: headcount planning, recruiting, adaptation, training, corporate culture, motivation.
• Experience of independent management of the HR department in the Company.
• The ability to determine the “level” of an employee and draw up development plans (group, individual), implement mentoring/mentoring programs.
• Knowledge of the labor rationing procedure for determining workload and functional distribution among employees.
• Willingness to work with vacancies of narrow specialists on the labor market. Recruiting is not frequent, but it involves an expert approach and constant monitoring of professional employees of competing companies.
• Ability to defend own position regarding projects and budgets.

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

What tasks will you face?:

• Management and organization of the Company’s business structure. Audit, development and implementation of HR processes.
• Prescribing, implementation and maintenance of new regulations.
• Analysis and optimization of the Company’s organizational structure.
• Systematization of personnel assessment and training.
• Completion of the Company’s staff, organization and systematization of personnel.
• Carrying out measures for the involvement of candidates and staff retention (to be evaluated in advance).
• Setting the Adaptation procedure.
• Training and development of personnel.
• Development of a payroll system and monthly KPI calculation.
• Development of material and non-material motivation for personnel.
• Work with the employer brand.

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

Expectations from candidates:

• Appropriate professional level in the position of Head of HR from 5 years.
• Knowledge of the principles of building the HR function: headcount planning, recruiting, adaptation, training, corporate culture, motivation.
• Experience of independent management of the HR department in the Company.
• The ability to determine the “level” of an employee and draw up development plans (group, individual), implement mentoring/mentoring programs.
• Knowledge of the labor rationing procedure for determining workload and functional distribution among employees.
• Willingness to work with vacancies of narrow specialists on the labor market. Recruiting is not frequent, but it involves an expert approach and constant monitoring of professional employees of competing companies.
• Ability to defend own position regarding projects and budgets.

Since the beginning of the war, the Company has transformed, changed business processes and continues to actively develop. In this regard, the HR department in the company needs an audit and reformation to meet new business challenges.

What tasks will you face?:

• Management and organization of the Company’s business structure. Audit, development and implementation of HR processes.
• Prescribing, implementation and maintenance of new regulations.
• Analysis and optimization of the Company’s organizational structure.
• Systematization of personnel assessment and training.
• Completion of the Company’s staff, organization and systematization of personnel.
• Carrying out measures for the involvement of candidates and staff retention (to be evaluated in advance).
• Setting the Adaptation procedure.
• Training and development of personnel.
• Development of a payroll system and monthly KPI calculation.
• Development of material and non-material motivation for personnel.
• Work with the employer brand.