Ksenia Ryakhovskaya

«SetPartnerstv» - a retail coalition loyalty program with key partners: Invitro, Lenta, Ozon, VK Music, DodoPizza, Gazprombank, Premier (TNT, GPMH), RiveGauche, Gazpromneft, Asna, Sogaz and etc.

Total Headcount – 250 employees, partially distributed team.

I had the opportunity to create all HR processes for a new company from the ground up. My main focus was on assembling a team to ensure the timely release of the product, strategically assigning areas of responsibility, and development an incentives program.

• Developed HR strategy and executed aligned with the company strategy and objectives;
• Managed the entire HR block and built all company major HR-functions: Recruitment, Adaptation, C&B, budgeting, T&D, organizational design, internal communication and personnel records management;
• Formed a team, including top management (CPO, CFO, CAO, CLO), to ensure the planned release of the company's product to the market;
• Implemented an internal referral system, automated the hiring process, created an internal database of candidates, which led to an increase in the level of satisfaction of internal clients by 45% and a reduction candidate's life cycle by 27%;
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness;
• Implemented a KPI system that increased team satisfaction by 57% and engagement by 24%, while staying within budget;
• Structured compensation and benefits according to market conditions and budget demands.
• Provided HR methodology documents, controlled HR records keeping and compliance with workplace health and safety in accordance with the legislation of Russia.

«Doctor at work» - a professional social network for doctors and pharmacists, a platform for digital promotion of pharmaceuticals.

Total Headcount – 150 employees.

I joined the company during a period of strategic goal reevaluation. The main focuses were to recruit external specialists with the necessary expertise, internal staff development and increase employee engagement and satisfaction.

• Increased staff by 150% in line with company development plans;
• Implemented remote hiring, including employees from CIS countries, resulting in a 25% reduction in personnel costs;
• Implemented an onboarding system that includes internal training, tasks for the adaptation period, mentoring, and buddies. This led to a reduction in new hire turnover from 12% to 3%.; Developed a grading system
• Introduced of a system of non-material motivation - loyalty system based on game mechanics;
• Implemented the system of internal and external communications;
• Implemented and maintained of an internal communications system: information channels, pulse surveys, career website;
• The company developed personal career tracks for 49% of its employees, resulting in 70% of line managers achieved their positions through the company's L&D system.

Nexx Digital - design, launch and sales of accessories for portable electronics and sports gadgets, exclusive distribution of brands: Thule, Tucano, CaseLogic, Runtastic.

Total Headcount – 150 employees.

I joined the company during a stage of product strategy change. The primary objectives were personnel assessment and development, internal communication improvement, and increasing staff engagement and satisfaction.

• Development HR policy in line with company’s investment strategy, conversion to high-margin niche distribution;
• Introduced regular personnel assessments based on competency profiles;
• Implemented personal learning and development programs, both internal and external, to achieve assessment goals and improve awareness of product sales points. This resulted in a 20% increase, from 65% to 85%.
• Implemented a system of internal and external communications, resulting in a 15% increase in staff involvement from 63% to 78%;
• HR-support of start-up of OEM production in China and Europe (investigating of the local labor markets, planning and development the organizational structure and areas of responsibility).