Responsibilities: • Setting and delivering HR agenda (recruitment, development and retention) for multiple clients, among which there are global start-ups and local SMEs across different industries • Working with the Client to understand targets and issues, developing and implementing HR solutions, estimating their value and ROI.

Responsibilities: Set and drive HR strategy across a group of companies, including but not limited to: • Creating engaging and rewarding culture: values and leadership behaviours from scratch, digital internal communications, recognition and awards programmes • Building strong internal & external talent pipeline, including Graduate Programme • Establishing safe and secure people controls being able to meet critical legal & compliance standards, including revision of HR IMS (policies & processes), ongoing support of ER cases and TUPE processes, running redundancies • Ensuring Performance Management Cycle operates adhering to company’s priorities and drives high performing standards / culture • Introducing Talent Management Programme • Managing end-to-end design and delivery of L&D plan • Accelerating talent retention via introduction of transparent C&B system • Implementing HRM system • Leading Health & Wellbeing initiatives Key achievements: Investors in People Silver obtained thanks to an introduction of a number of HR programmes; smooth cultural transformation was ensured; fast company’s growth was supported from recruitment, retention and development pov; D&I indices doubled; HRM system successfully integrated, HR portal was designed and introduced. For more info, please visit https://www.bcmconstruction.co.uk/our-culture/people/ Additional project: managed marketing agenda, including but not limited to re-branding efforts: introduced new BCM brand, launched new web-site, social media and other activities

Responsibilities: • Managing full employee life cycle within dispersed BUs across total Europe as an integral part of HR agenda, including (but not limited to): o Org design: helping to create lean org structures with the right span of control, supporting managers in creating job profiles, evaluating roles o Recruitment: conducting competency-based interviews and participating in assessment centres, ensuring right people are in the right roles, negotiating job offers, driving productivity initiatives o Employee relations: managing conflicts, disciplinaries, grievancies, flexible working requests, etc o Performance evaluation: ensuring SMART objectives, their review and feedback are done up to a high standard and in timely manner o C&B: managing annual salary review, promotions, support on benefits communication o Talent: managing career development process, people planning process, identifying key roles with succession planning for them and talents with ways to retain them o L&D: identifying development priorities and training plans based on 70:20:10 model, conducting workshops, managing budget o Employee engagement: supporting employee survey and managing action planning based on the identified opportunities on regional and global levels o Culture: managing one team program, D&I intiatives, promoting values o R&R: being part of R&R committee, designing and delivering rewards training o Coaching: coaching people managers on HR core processes, people management skills, change management, ER cases, etc o Partnering: supporting credible relationships with functional stakeholders; establishing trustful and effective relationships with local / global HR and regional CoE o Reporting: supporting accuracy of employee data, preparing reports, analysis and presentations • Managing transition to a new business model across assigned functions (regional -> global): creating org design, delivering org development initiatives, ensuring proper communication • Initiating and participating in HR projects on regional and global levels: mentoring program, onboarding program, control environment process, special training programs • Managing 2 HR Advisors: coaching, developing, delegating • Building trustful relationships with business across a number of locations: delivering HR agenda meeting real business challenges, proactively identifying hot spots and finding solutions to address them • Managing relations with local HR and European CoE: ensuring they understand business challenges R&D faces and deliver solutions to unlock them, prioritizing towards our agenda Key achievements: Proactive drive of a new operating model with the focus on new ways of working enabling smooth transition of people, key talents retained making input into low attrition rate, multiple HR projects designed and delivered supporting development of leadership competencies, D&I indicators improved, HR audit successfully passed

Responsibilities: • Setting and driving people agenda in partnership with key stakeholders: talent acquisition, performance evaluation, people planning, development and retention, culture, location strategy • Supporting teams with their journey to a new operating model (local -> regional): ensuring they understand new ways of working and new requirements, establishing learning and critical experiences programs to develop new set of tech and leadership competencies, support managers in leading newly formed dispersed teams and help them working as one team • Driving transformation – M&A (TUPE): managing transfer of employees, outlining new org design, developing retention programs for key talents, ensuring cultural integration • Managing HR projects: o Designing and developing capability program to drive transparancy over opportunities for progress and developing required competencies in a more systematic way o Implementing Global R&D Career Model and conducting robust group career conversations o Managing Student Program helping to attract new talents o Delivering special R&R initiatives sending recognition process to the next level o Designing new approach to objectives set as part of emplyee evaluation which helped to make the process more quick and easy o Making regular talent reviews to drive more specific, systematic and individual approach • Coaching line managers and employees on all HR related matters • Building strong and trustful relationships and communication channels within the business and HR community (dispersed locations within Developing Mkts) • Managing budget, delivering synergies and optimization for HC and other operational costs Key achievements: New operating model was successfully implemented, integration completed with all key talents retained and productivities delivered, multiple HR projects designed and delivered supporting development of leadership competencies measured by ee survey

Responsibilities: Driving HR initiatives within assigned BUs (Marketing, R&D, Finance, IT, Legal, HR) providing proactive support for org stability and growth (1 direct report) • Driving execution of HR core processes and ensuring action plans implementation • Building shared service center (org design, internal & external recruitment, assessment, talent retention) • Managing HR part of Due Diligence process (TUPE) Key achievements: Finance Shared Services Center (first in Eastern Europe) was successfully introduced and functioning up to expectations

Responsibilities: • Providing tactical HR support in order to ensure successful implementation and regular tracking of HR initiatives and processes: talent acquisition, performance management, talent development and retention within assigned BUs • Championing performance management and talent management programs company-wide • Introducing and implementing onboarding program and E-learning system company-wide • Managing employee survey, reporting and analytics Key achievements: HR core projects being implemented successfully: onboarding and talent management programs, E-learning system, hipo retention process, HR reporting, productivity program

08.2005 – 07.2008 HR Manager (start-up) Responsibilities: • Implementation of various HR processes from scratch: o Ensuring recruitment process o Introducing on-boarding procedure o Delivering performance evaluation process o Ensuring annual employee satisfaction survey o Managing internal communications o Orchestrating training and development needs Key achievements: Appropriate HR solutions were implemented in line with business strategy and budget – HR processes and procedures were designed and integrated effectively to meet current and future business needs that made a huge input into employer branding, talent development and retention 09.2004 - 08.2005 Reception Head / CEO Personal Assistant Responsibilities: • Full scope of administrative support • Reception coordination and control

HR Management, Chartered Member

Linguistics, Linguistics

Thales Learning & Development

PepsiCo

PepsiCo

PepsiCo

Global Solutions Ltd., Certificate

Orange Business School

Orange Business School / PMI

EST Prado Consulting, Certificate

Agent School, Certificate