Strategic HR business partnering for a complex region of 7 countries Responsibility for corporate culture development Focusing on creating efficient organizational structures Developing talent management practices and succession planning Driving engagement and well being initiatives

600+ employees in scope, managing team of 20 employees Responsibilities: - Full responsibility for HR agenda for Eastern Europe (Poland, Baltics, Ukraine), Russia and central Asia (Cyprus, UAE, Kazakhstan, Armenia, ) - Recruitment excellence standards creation and implementation - Launching Performance management process(KPIs, OKS) and Talent management practices - Aligning structures and polices across region - Aligning compensation packages across region (including senior management packs with long terms incentives/options) - Building up management team and creating high performing HR team - Launching Diversity and Inclusion program in the region - Structured approach towards engagement Achievements: - Time to hire 2 times reduction (from 90+ days to 30 days) - First year turnover decrease for 8% - Succession planning and individual development plans based on solid talent management strategy for every employee - Restructuring management structure from 20+ to 11 key divisions - Best practices in Diversity, Inclusion and belonging, resulting in better business and engagement results - Over 15% engagement growth (from 70 to 85+)

350+ employees in scope, managing team of 7 employees Responsibilities: - Full responsibility for HR agenda for Russia& Eastern Europe business - Creating and implementing all policies, practices and procedures for Juul Russia - Creating and implementing structures for start up in Russia - Creating and implementing roles profiles and talent assessment standards/processes for Juul and master distributor in Russia - Creating and implementing onboarding and Company’s culture development plan for Juul Eastern Europe (Russia, Ukraine, Poland, Czech) and master distributor in Russia (150+ employees, separate legal entity) - Designing remuneration system from scratch - Implementing HR SAP for for Juul Eastern Europe(Workday) - Developing line managers excellence program Achievements: - Developed onboarding and Company’s culture development plan recognized as regional and global best practice - Developed line managers talent assessments and interview skills training used as best practice across company - Highest score across EMEA region for engagement survey (including Culture pulse survey) - Recruiting 250+ employees for Juul and master distributor in Russia

-Audit of current HR processes -Lead HR process harmonization and alignment -Agree roadmap to global processes blueprint - lead move processes from HR to other functions process

Full range of HR support for Mars Russia Food business. -Driving global people strategy withing segment as well as segment's people agenda - Creating strong team to support business grow (growing team enagement level) - Being trustful advisor for general manager and management team, sharing responcibility on business performance - Being responsible for HR budget and overhead costs - Attracting talents inside/outside business and create talent strategy (30% more promotions in a year, zero recruitment cost) - Being responcible for segments' purpose development in Russia -developing segment training Mars Food Academy(100% of employees covered in a year) - Acting as part of global people& organization community

- Full range of HR support for Ulyanovsk region Supply (supply chain employees, > 500 employees): recruitment, legal support, organizational development, training, remuneration, people cases - driving people agenda in client group - Managing team of 3 direct reports - new grading and remuneration system implementation - new pay scheme for Supply creation and implementation - corporate culture development programm - work with line managers on engagement - sucession planning, talent demand planning - organization archetype implementation

Full cycle HR support for Office functions (headcount > 300 people, finance, legal, IT, business inteligence, sales development, marketing) Key projects: - PDP process for all Cherkizovo employees (system's design, trainigs for employees and managers, supervision, remuneration based on performance) - T&D process for office functions (input's gathering, trainings development, post-launch analysis, 7 trainings laucnhed in a year) - HR statistics system fine-tuning (staff turnover analysis, org, structure archetypes) - HR processes automatization (pre-lauch of SAP)

- grading project (Mercer methodology) - short and long-term incentive plans development - benefits policies creation and development - budjecting process launch (for salary and wages and HR costs) - performance management system launch - org. structure maintaining - HR statistics system creating and development

-org. structures development (talent demand planning, updates) -budjecting process - HR statistics system creation - HR data analysis

- HR data analysis, ppt preparation - pay and benefits data preparation - cnosulting employees on labor legislation

- preparing analytical presentation for current and future clients - global service: consulting clients on retail measurement service data from other countries - category presentations preparation