Viktoria Astapenko

Experience

• 

  EPAM Systems

  Sept 2012 - Sept 2021

  - building, developing and maintaining the process of off-/ onboarding of employees on the country level (300+ new hires per month): all aspects from documentation workflow to internal system management and deployment of a digital onboarding platform;- setting and aligning the process of onboarding, adaptation and offboarding for remote employees across country;- building up the automated onboarding process for assigned country through internal digital platform;- building strong partnership with city/country heads, managers, directors, project / product / delivery managers and staying on top of it's interactions through distributed locations;- continuous optimisation and rollout of the onboarding process to new locations;- collaborating and building trust relationship with distributed HR teams including recruiting, HR business partners, C&B, event teams;- providing consultations to top management team on complicated cases helping to resolve onboarding issues;- lead the team of 7 members. Show less - the role of people partner for assigned business unit;- day-to-day HR guidance for employees to follow company's culture, processes and policies;- full employee life cycle: onboarding, adaptation, professional growth, assessment, employee relations, retention, exit;- build strong trust relationships with management, bring the best HR practices, organizational culture, coach newbie managers to build a strong leaders community;- found and manage such programs as 'Rising employees' motivation through Gamification', eKIDS - programming courses for kids. Show less

  • Human Resources Operations Manager

    Aug 2018 - Sept 2021

  • HR Business Partner

    Jan 2016 - Aug 2018

  • HR Specialist

    Sept 2012 - Jan 2016
• 

  KORUS Consulting

  Sept 2021 - now

  HR Business Partner

  - supporting employees development needs from performance and career development documents and discussions to creating personal development plan;- partnering with managers in their communication, feedback, recognition, and interaction responsibilities with the employees;- developing programs to enhance employee experience, such as employee training and development, and offer employee support;- building recruiting strategy to meet internal needs of the department growth and level out the highly competitive labor market;- developing an internal community to enhance employees engagement and potential candidates interests;- day-to-day HR guidance for employees to follow company's culture, processes and policies;- full employee life cycle: onboarding, adaptation, professional growth, assessment, employee relations, retention, exit. Show less