Responsible for talent management, succession planning and HiPo development.

I am working on the global PMO team to support the Global Payroll Project (GPP). The project aims to streamline payroll and T&A systems and harmonize payroll processes across the globe. I. Support GPP activities: • Contribute, support, and effectively add value to the Project Management Office and all sub threads by implementing and coordinating project activities. • Support global and regional PMO in project governance and regional adoption of project tools II. Workday Absence Solution (Time and Attendance module) implementation: • To lead the Workday Absence Solution project implementation for 28 countries in EMEA to secure a smooth and timely process. III. EMEA GPP change management: • To lead EMEA change management thread and ensure that all required change management activities are per the country's specific rules set up and implemented.

As a skilled professional recruiter working across industries and countries with a strong focus on direct sourcing, I am responsible for strategically partnering with the leadership team on attracting, engaging, and retaining top-tier talent across EMEA (Russia, Kazakhstan, Poland, Hungary, Romania, France, Germany, Switzerland, South Africa, Morocco, Zambia etc.) • All stages of the hiring process - from partnering with Hiring Managers and HR colleagues on succession planning/pipelining, position strategy, and candidate requirements, developing sourcing strategies to target and assess top talents, and negotiating/closing offers. • Drive executive recruitment activities (Supply Сhain Director Europe, Sales Effectiveness Leader Europe, Global IT business partner) • Contribute as a member of the recruitment team, mentor and coach junior team members, supporting and assisting them in greater success • Project management – led several talent acquisition and workforce planning initiatives with a focus on D&I and cost efficiency: I. Pipeline project: to create a pipeline for sales and marketing positions for the agricultural market. It helped to reduce agency spending significantly (from 80% to 0%); II. D&I initiative: to increase female representation for sales roles. Successfully hired several female talents for sales roles; III. Recruitment support of G2M project: hired 60+ candidates in 5 months to support changes in sales model; IV. Functional capabilities initiative: to design and conduct competency-based interview training for managers; V. Employer Branding Activities: to define university relations strategy, produce and deliver branding materials for career fairs, deploy new EVP model on EMEA level; VI. Several initiatives to increase the visibility of TA function: LinkedIn Career Group, Talent Acquisition Newsletter for EMEA region, presentations for EMEA HR community

• Lead talent acquisition team for CEE&AME region • Design and implement e-offer process across EMEA region as the part of Workday Implementation process.

Main businesses: Pioneer (Seed), Crop Protection, Nutrition&Health, Industrial Bioscience, Protection Solutions, Operational Consulting; • Responsible for end-to-end recruitment process for all DuPont businesses in Russia and several businesses in Europe and Africa (up to 25 positions at the same time); • Source, conduct interviews, prepare offers, and help to onboard candidates for open roles • Being a part of the executive team to support global searches (Head of Global Protein Business, Global Marketing Lead in the USA); Results: I. More than 250 closed requisitions with an average time to fill less than the target 60 days; II. Significant reduction of spending on external agencies (0%) and improvement of diversity rate.

Supporting divisions: Marketing&Operations, Consumer Channel Group, Legal& Corporate Affairs, PR, Finance & Administration, Global Procurement Group, RGE, IT Group, Advertising & Online, HR • Generated both active and passive candidates’ pipelines by use of social networks (LinkedIn, Facebook,Vkontakte), database search (MS Dynamics CRM), job postings (HH.ru, MS career site), setting up social media campaigns, market mapping (creating organizational structures of main competitors); • External talent mapping for key business roles (executive search); • Salary mapping for finance department • Conducted competency based face-to-face and telephone interviews; • Cooperated with Hiring Managers and Staffing Consultant (briefing calls/meetings, weekly / bi-weekly update calls, providing progress reports), offer preparation and delivery; • Participated in recruitment campaigns for graduate program (MACH): attended job fairs at universities; executed of assessment centers for graduates; updated CEE MS Facebook page; • Developed CEE MACH (graduate) community: launched CEE MACHallenge competition; developed unified onboarding process and developing activities across CEE; organized MACH champs network; • Leaded MS DigiGirls project in Russia– aiming to increase interest of females in IT careers • Supported local HR/Citizenship teams in: career development programs, citizenship volunteer initiatives, employees satisfaction monitoring, diversity&inclusion projects.

• Clients’ accounts management; • Managed 1 trainee