Iryna Dudenko

1. Strategic Workforce Planning: Aligning HR strategy with company goals, forecasting staffing needs, developing plans for recruitment and retention, particularly for positions that support production, sales.
2. Recruitment and Talent Acquisition: Overseeing the recruitment process for all levels of employees, from entry-level to executive roles. This includes implementing effective sourcing methods, ensuring a smooth onboarding process, and attracting candidates who align with the company’s values and goals.
3. Employee Relations and Culture Building: Cultivating a positive work culture that aligns with company values. Addressing employee grievances, resolving conflicts, and promoting a work environment that adheres to ethical standards, given the regulatory nature of the tobacco industry.
4. Compliance with Labor Laws and Industry Regulations: Ensuring compliance with Ukrainian labor laws and regulations specific to the tobacco industry, such as health and safety standards, restrictions on marketing practices, and industry-specific employment practices.
5. Performance Management and Development: Implementing performance review processes, setting clear metrics, and helping managers set achievable objectives.
6. Formation of the budget, working with 1C and Axapta programs: development of quarterly and annual budgets based on previously conducted analytics within the recruitment department’s operations.
7. Development of automation processes: writing technical instructions for the IT department in the 1C program to automate responses and functions that the HR department works with within the company.
8. Employee Retention and Engagement: Designing retention strategies, including career advancement opportunities, recognition programs, and feedback channels, to keep employees engaged and motivated.
9. Leadership and Change Management: Acting as a key advisor to senior management, providing guidance on organizational development, change management, and restructuring efforts to support business objectives.
10. HR Policy Development and Implementation: Developing, implementing, and regularly updating HR policies, ensuring employees understand and adhere to them, and making sure policies are aligned with legal standards.
11. Data Analytics and Reporting: Leveraging HR analytics to track and report on KPIs such as employee turnover, engagement, and satisfaction, providing insights that can support informed decision-making.
12. Managing a team of 5 recruiters: training, coordinating work, setting tasks and monitoring their implementation.

1. Recruitment and Selection: Identifying, attracting, and hiring qualified legal professionals and administrative staff. This includes crafting job descriptions, sourcing candidates, conducting interviews, and ensuring new hires align with the firm’s culture and goals.
2. Onboarding and Orientation: Creating and executing effective onboarding programs to help new employees integrate quickly. This involves orienting them to the firm’s policies, expectations, and professional standards.
3. Employee Relations: Serving as a liaison between employees and management, addressing employee concerns, managing conflicts, and fostering a positive, supportive workplace environment that adheres to local labor laws.
4. Performance Management: Implementing performance appraisal systems, organizing regular evaluations, and providing feedback.
5. Training and Development: Coordinating training programs, legal education courses, and professional development opportunities to keep employees updated on relevant laws and legal practices.
6. Compliance with Labor Laws: Ensuring the firm complies with Ukrainian labor laws and employment regulations, such as health and safety standards, working hours, contract terms, and employee benefits.
7. Retention Strategies: Developing strategies to improve employee retention, such as creating career advancement paths, recognizing achievements, and maintaining a motivating work culture.
9. HR Policy Development: Establishing and updating HR policies and procedures, ensuring they are clearly communicated and adhered to by all employees.
10. Data Management and Reporting: Maintaining accurate HR records, managing confidential employee information, and reporting on HR metrics and insights to assist with strategic planning.

1. Sourcing and Attracting Candidates: Identifying and attracting qualified language teachers and administrative staff through job sites, social media and professional networks. Crafting compelling job descriptions that reflect the school’s values and teaching approach.
2. Screening Resumes and Conducting Interviews: Reviewing resumes, conducting initial interviews, and assessing candidates’ qualifications, experience, and alignment with the school’s culture.
3. Coordinating Hiring Stages: Scheduling interviews with management, arranging skill assessments, and keeping candidates informed at each stage to ensure a positive candidate experience.
4. Onboarding New Staff: Assisting new hires through the onboarding process by helping with paperwork, explaining school policies, and facilitating their integration into the school environment.
5. Building a Talent Pipeline: Developing a pool of potential candidates for future hiring needs, maintaining relationships with promising candidates who might fit future roles.
6. Collaborating with Management: Consulting with school leadership to understand hiring needs, providing regular updates on recruitment progress, and offering recommendations for streamlining hiring practices.
7. Labor Market Analysis: Staying informed about trends in the job market, participating in industry events, and understanding current standards and qualifications for language educators and support roles.