Acted as strategic HR partner to C-level and senior leadership across four product engineering companies. Led People Partnering, HR analytics, and Employer Brand functions. Partnered with HR centres of expertise to identify and close gaps across the full people agenda — from compensation architecture to process automation.
- Built compensation and benefits architecture from scratch: salary bands, benefits structure, competitor benchmarking — and established ongoing market data collection to keep bands current
- Introduced project management approach across People Partner and analytics teams
- Redesigned HR-to-employee 1:1 format across business units
- Launched AI-driven HR tooling: pulse survey bot, birthday automation bot, recruitment automation
- Redesigned onboarding end-to-end and implemented HR admin workflow automation in Asana
- Built HR analytics system and delivered regular C-level people reporting
Built global TA operations across 7 countries from scratch. Implemented Sage ATS end-to-end, established recruitment analytics, and piloted AI-powered selection tools including voice interviewing and automated candidate scoring. Sustained monthly hiring volume of 400+ hires across 7 countries.
Led a cross-regional recruiting team. Owned end-to-end recruitment strategy across professional, IT, executive search, and graduate programmes. Built recruitment analytics from scratch: funnel conversion, cost per hire, time to hire. Improved recruiter productivity through process optimisation and structured SLA management.
Designed and launched a recruiter capability-building programme: structured assessment, training, and ongoing coaching. Partnered with corporate university to develop and launch an online course on competency-based interviewing for hiring managers, followed by practical workshops — programme was in early rollout stage during tenure. Deployed chatbot automation for inbound applications and led full preparation for career site relaunch: UX research, CJM, technical specification.
Built the full HR function from scratch, reporting directly to business owners.
- Designed and launched Performance Review cycle linked directly to bonus outcomes; built grading system, competency frameworks, and cascading KPI logic from company level to individual
- Built succession planning and talent pipeline framework with assessment procedures
- Launched corporate university: selected provider, adapted LMS to business needs
- Drove company-wide project management transformation: implemented Bitrix and Monday.com — project launch quality improved by 30%
- Initiated and delivered "Address Programme" — field staff efficiency improved by 25%
- Led development of mobile app and web platform for field staff management
- Established HR analytics and regular people reporting to senior leadership
- Collaborated with Polish affiliate during early-stage expansion — assessed HR processes and aligned with local team
- +19% revenue and +49% profit per headcount
- Attrition reduced from 33% to 28%
- Internal promotions grew from 27% to 37%
- Engagement index grew from 76% to 81%
Started as Regional Operations Manager and grew within the company. Responsible for P&L across service lines. Key project: crisis staffing management for Sochi 2014 Olympics — 5,000 temporary employees hired and deployed across Russia in 3 months.
I don't know how you feel about overachievers, but I may belong to that group 😄
At 15 — Master of Sport in synchronised swimming (regular swimming was just too boring) 🐬. Then a silver medal at school and honours degree at university — couldn't break the streak.
Then I discovered HR — and the overachieving finally found its purpose 😄
I fight burnout the classic way: road cycling, 10km ocean swims and mountains (where at least nobody messages "quick call?").
When my head is properly aired out — I tinker with Claude Code. Sometimes it even works.