As the result of the M&A my role of HR Manager at PRA Health Sciences has been evolved into ICON plc. We keep supporting our customers and business on a very high standards and providing our full assistance and facilitation within the integration process to ensure "we bring together two strong organizations that will create the world’s most advanced healthcare intelligence and clinical CRO

As HR Manager interface with PRA management in the development and application of HR strategies that are aligned with PRA’s strategies to create a work environment that enables the optimization of business performance and the performance of the people, teams and departments withing the designated region of 8 countries (more than 500 employees). Act as an internal consultant to managers on all talent management issues and will manage all aspects of assigned human resource functions with limited supervision. Manage staff (5 HR Coordinators in the Team); including all performance and career related activities providing coaching and mentoring to direct reports in new skills and in the delivery of client focused responses and services. .As HR Country Lead being engaged into the resolution of higher level complex inquiries, escalations, compliance, legal cases and project support. Was appointed as the Site Head (Branch Director for Moscow legal entity) for more than one year being the major contact person for the Headquarter and dealing with the various queries related to the diverse Team. ACCOUNTABILITIES(2018 – present) • Manage staff, including all performance and career related activities; providing coaching and mentoring to direct reports in new skills and in the delivery of client focused responses and services • Facilitate and initiate HR programs, processes and practices such as compensation, benefits, performance management, employee relations, recruiting and training • Partner with clients and provide high quality expertise in HR service delivery, program development and implementation. Ensure that HR policies and processes are delivered in a fashion consistent with the needs of the business. • Consult with management on employee relations issues. Provide expertise in interpreting and applying local employment laws. Partners with management to facilitate the implementation of the disciplinary process. Assume responsibility for components of the Conflict Resolution Process. • Assist in the design, implementation and administration of HR programs and policies for a HR functional area, location(s) and/or business unit(s) • Analyze data to identify trends, problem areas and provide feedback and/or resolutions • Coordinate the administration of employee benefits or compensation programs. Responsibilities include administration of health and welfare plans, salary survey participation and development of relevant policies and procedures to support this area. • Provide input into HR functional area budget and accountable for delivery of services within defined scope of budget targets • Lead projects from planning stage to implementation across all HR areas including performance management, compensation, benefits, employee relations and recruiting • Propose improvements and proposals to implement for existing programs and processes

As Senior HR Business Partner (Russia –+250 employees, +10 departments, + 40 managers) and Serbia (69 employees) interface with Company management in the development and application of HR strategies that are aligned with Company’s strategies to create a work environment that enables the optimization of business performance and the performance of the people, teams and departments. Act as an internal consultant to managers on all talent management issues and manage all aspects of assigned Human Resource functions with limited supervision. The major professional achievements: successfully won the work-related claim from ex-employee at the court in Russia; provided proactive leadership for organizational changes during the transition and integration process after the M&A of 2 local companies in Russia and Ukraine. Being a trusted Advisor, Country Expert to the executives on Change Management after the M&A implementing the integration & adaptation programs Developed and implemented Operational Management Training Program, Developed Performance Management strategy and its activities, annual C&B review. ACCOUNTABILITIES (2010 – 2018) • Facilitate and initiate HR programs, process and practice such as Recruiting (Talent Acquisition), Compensation, Benefits, Employee Relations, Learning & Development and Performance Management. • Manage staff, including all performance and career related activities; providing coaching and mentoring to direct reports in new skills and in the delivery of client focused responses and services. • Partner with clients and provide high quality expertise in HR service delivery, program development and implementation. Ensure that HR policies and processes are delivered in a fashion consistent with the needs of the business. • Consult with management on employee relations issues. Provide expertise in interpreting and applying local employment laws. Partner with management to facilitate the implementation of the disciplinary process. Assume responsibility for components of the Conflict Resolution Process. • Assist in the design, implementation and administration of HR programs and policies for a HR functional area, location(s) and/or business unit(s). • Analyze data to identify trends, problem areas and provide feedback and/or resolutions. • Coordinate the administration of employee Benefits or Compensation programs. Responsibilities include administration of health and welfare plans, salary survey participation and development of relevant policies and procedures to support this area. • Lead projects from planning stage to implementation across all HR areas including Recruiting (Talent Acquisition), Compensation, Benefits, Employee Relations, Learning & Development and Performance Management. • Propose improvements and proposals to implement for existing programs and processes. • Analyze HR-related data (e.g., turnover metrics, exit interview data, workforce demographics) and provides reports and guidance to business leaders. • Partner with HR Centers of Excellence (COE’s) to implement key HR processes, including compensation, talent management, performance management, leadership development and workforce planning that add value to internal and external clients. • Coach, advise and guide managers in effectively handling employee relations issues, while mitigating exposure and risk to the business. • Deliver front-line operational and consultative support to business leaders, functional managers and employees.

As HR Business Partner (Russia, Ukraine, Georgia-150 employees in total) provide comprehensive Human Resource management services in compliance with country HR laws and regulations for assigned countries (Russia, Ukraine and Georgia). Serve as a Business Partner to managers on talent management issues, such as C&B, employee relations, policies and performance reviews, Learning & Development, assess and anticipate HR-related business needs. Manage and/or mentor less experienced staff. Manage all aspects of assigned human resource functions with limited supervision. Developed and efficiently implemented globally several HR projects, policies and programs: Employee Handbook implementation across the globe, Design of Unified Employment Contracts Templates across the globe, New Employee Orientation Program design and its implementation. ACCOUNTABILITIES (2007 - 2010) • Deliver front-line operational and consultative support to business leaders, functional managers and employees. • Facilitate and initiate HR programs, process and practice such as Recruiting (Talent Acquisition), Compensation, Benefits, Employee Relations, Learning & Development and Performance Management. • Build relationships of trust, use sound judgment in matters of confidentiality, provide candid observations, take appropriate risks and deliver results with integrity. • Diagnose, influence, facilitate and implement solutions using a consultative approach with line management that will result in a positive impact on the culture to address retention and business needs. • Identify training needs for business units, client programs and individual executive coaching needs for leaders. • Interpret and ensure compliance and administration of global and local employment laws and practices. • Coordinate and manage training, development, performance management and succession planning to ensure appropriate plans are in place for all employees. • Create and lead the coordination of HR communication initiatives for team and organization. • Provide guidance and input on business unit restructures, workforce planning and succession planning. • Serve as lead or mentor to less experience HR Business Partners.

As HR Consultant (Russia, Ukraine- +60 employees) interface with PRA management in the development and application of HR strategies. Consult managers of different levels on all talent management issues for Russia and Ukraine. One of the major professional achievements: successfully provided full support to the Business Unit in the UK, Poland, Hungary and Ukraine; efficiently implemented the benefit packages in Russia and Ukraine; developed and implemented globally few HR projects and programs. ACCOUNTABILITIES (2005 – 2007) • Facilitate and initiate HR programs, process and practice such as Recruiting (Talent Acquisition), Compensation, Benefits, Employee Relations, Learning & Development and Performance Management. • Serve as the primary interface and provide front-line support for employees and managers in the areas of HR programs, processes and practices. • Work collaboratively with HR Consultants and other members of the HR team to provide clients with high quality expertise in HR service delivery, program development and implementation. • Consult with employees and managers on day to day issues including policies, paid time off, leaves of absence, tuition reimbursement and general HR questions. • Report and analyze data to identify trends, problem areas and provide feedback and/or resolutions. • Propose improvements and proposals to implement for existing programs and processes. • Schedule and/or conduct exit interviews. • Serve as a lead or as part of a team in a specialist function such as immigration, compliance, leaves of absence, onboarding and orientation, etc. • Coach Managers to better manage their staff and encourage leadership.

Provide full administrative, analytical support and assistance to both the project managers and project teams across the globe.

Participate in international projects translating official documents and interpreting the meeting rounds.

Take a lead role in day-to-day management of the School; creating and realizing marketing strategy of the School and recruiting the School Staff.