Sofia Enikeeva

Experience

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  Good Food

  Jan 2004 - Jan 2007

  HR Manager

  This position is accountable for delivering human resources and labor relations support for a manufacturing and warehouse facilities.Managed 3 subsidiaries of the corporation in the production and storage facilities. Responsible for 300 employees.Manages Employee and Labor Relations by conducting investigations on complaints, assisting with discipline, responding to grievances, ensuring compliance with all Corporate and Labour Code policies.•Implemented innovative recruitment and interviewing techniques to fill over 25 positions a month at all levels. Conducted professional and psychological (adapted MMPI) tests.• Performed needs analysis to develop specific training programs, qualification exams and result evaluation for new employees.• Motivated staff by developing a monetary and non-monetary incentive system including bonuses, horizontal and vertical professional development and company competitions.• Assisted in planning corporate events and published articles in company newspaper.Policies and Procedures• Developed regulations and standards of competence for various key positions.• Wrote over 50 job descriptions and corporate guidelines for new recruits Show less

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  Caterpillar Logistics Services, Inc.

  Oct 2007 - Jun 2011

  HR Lead

  Responsible for all HR issues.Head of local HR function in start-up phase.The position has a direct reporting line to Continental European HR and a dotted line relationship to the two Logistics Center Managers. Reporting to the position are two employees (HR Assistant and Safety Specialist).The position is a key member of the Continental European HR Team. The position is in frequent contact with the Russian Shared Services Center. Responsibilities include personnel, labor relations, C&B, training, payroll, salary administration, etc.*Started HR and Safety function in Caterpillar Logistics Moscow.Development and Implementation of HR strategy Forming and Managing HR team *C&BDevelopment of competitive package of benefits, creation of compensation package ‘from scratch” Oversee market-based job evaluation process including managing the company participation in all relevant surveys (Mercer, Watson Wyatt, HayGroup, PwC, E&Y ) to ensure competitiveness of the company's Pay structure including base salary, short-term/long-term incentive plans, etc. on market. *Managing HR administration and payroll processCommunicating with external payroll providers, to maintain staff lists, databases (Peoplesoft), headcount reports, etc.*Organizing corporate education and T&D process.Handling of internal/external training programs, working with training providers by participating in tenders including contracts, conditions and price negotiations.*Organizing, Providing and Controlling recruitment and integration processes*People planning (Workforce plans, succession plans, talent management & career pathing)*Performance management.Providing guidance to maximize effectiveness of performance management; understands and leverages the linkage of business strategy, individual performance goals, and compensation including coaching, counseling, career development and disciplinary action*Employee relations.Disciplinary Procedures and Grievances Show less

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  Renault

  Jun 2011 - Apr 2013

  HR BP

  As business partner, manage the human resource function for Commercial and Communication Directions (400 employees) through the implementation of the HR strategy to achieve business success through proactive talent management (including Staffing, Leadership & Org Development, Rewards, Diversity, Employee Relations, etc.)The position covering wide range of responsibilities including recruitment, induction, development, performance management, legal issues, training and policy/procedures initiation with the support provided by HR functions and acting as window person for employees on C&B matters, P&P, payroll, HR admin, etc. Leads implementation of core HR programs into the business - insuring an effective, sustainable people agenda over the long term.•Manages Employee and Labor Relations by conducting investigations on complaints, assisting with discipline, responding to grievances, ensuring compliance with all Corporate and Labour Code policies.•Delivery of core HR programs including conducting assessment and development centres for executives and HiPo employees (Assessment Centers, Cross Interviews, SHL OPQ Tests ,9 Box Matrix);internal recruitment process.•Execution of the new multi-level Talent Management structures including 9 box Matrix implementation.Coaching and supporting functional leaders on talent process; managing career plans acting as career coach and advisor.•Talent acquisition - full cycle of personnel local and regional recruitment for Moscow and other cities across Russia (including Assessment Centers where needed).•Driving Learning Effectiveness: optimized the learning mix of big amount programs; launched the new approach. Participated in development and implementation of Management Development Programs within 8 Corporate Management Competencies.Project Leader in Plant Succession Pool Project (for blue collars)•A team member worked in jobs evaluation project, review and reimplementation of grading system using Hay methodology. Show less

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  Nokia

  Apr 2013 - Jun 2015

  HR Head Russia&CIS

  As Head of HR for Russia, Ukraine, Kazakhstan taking end to end responsibility of HR (both operational and business) work in CIS. Reporting to Europe HR Director and CIS GM (act as a part of CIS Leadership team). Works closely with international (from Finland, India, UK) matrix virtual functional HR teams for developing global support in the area: bring local specific perspective to LT Global team and implement development activities with the focus on collaborative approach on driving business solutions.In addition to standart scope led Global HR Shared Services transfomation in CIS:• Ensuring validation of both complete and accurate design and execution effectiveness of the end-to-end process(es), including linkages to other processes, and includes but is not limited to risk based key controls identification.• Reviewing and approval of all changes to key controls for the owned process as executed by the countries and updated in the corresponding process documentation.• During the transition phase worked closely with the Migration teams, to support the Shared Services Centers on handover of activities, as well as support stabilization after go live.• Worked closely with the IT and CI organizations to execute automation and technology changes in the HR space.• New payroll process (including vendor change) implementation through process re-engineering. Project manage the deployment of new HR administration and Payroll services across territory keeping focus on continuous improvement in efficiency and effectiveness.• Ongoing process management Show less

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  Microsoft

  Apr 2014 - Jun 2015

  HR Head for Nokia Subsidiary of Microsoft Russia&CIS

  Led M&A processes (Nokia side) from HR perspective with the priority to provide a solid HR service platform, enable Nokia to operate independently, execute Day-1 transfer and ensure employees have minimum disruption. Provided risk management support for integration team leaders.Drove HR work to integrate Nokia employees to Microsoft processes & systems, while helping Microsoft to adopt & leverage Nokia’s HR shared services model. Built up communication with company stakeholders and employees.Change management - such as employee training, communication ,changes in benefits, employment, documents, policiesProvided assurance to management that all M&A activities are aligned with company strategy and management's vision.Led Benefit changes - Benefits comparison and implementation, new country benefit policies are updated and effective for new employees. Leading employees negotiations and legal consulting. Personally recognized through a Venture Integration award for the acquisition project for 3 countries. Show less

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  Предприниматель

  Jan 2015 - now

  Psychologist
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  Neo Centre Consulting Group

  Jul 2015 - Jan 2018

  HR Director

  Managing full cycle of HR activities and leading the team of 5 subordinates. Provide strategic HR leadership and Lead the execution of the following process:Organizational development activities. Launching and managing a cosourcing projectDefining organizational structure with focus on cost cutting, restructured HR function, managed headcount optimization and external staff policy implementation:Embed more digital oriented culture (less people/physical/but better quality of communication measured)Reviewing and approval of all changes to key controls for the owned process and updated in the corresponding process documentation.Performance management/Talent Strategy. Performance system development and execution for 4 teams: consulting,support, sales and partners teams. The project included KPI development, implementation into internal IT system, collaboration sessions facilitation, etc. Partnering with Business / Line Leaders to increase focus on performance management and to coach Managers on performance review, people review, talent identification and development of individual development plans. Managing and leading the Annual and Half Yearly (where applicable) Performance Review process, including Salary and Bonus reviews, market surveys and administrating salary adjustments and bonus payouts.Total rewards.Create pay structure and reward system, design and implement grading system.Lead different C&B projects (Benefits strategy, Variable redesigns, ad-hoc projects)Lead the roll out, communication and ongoing administration of new and existing TR programs.HR Services Transformation.Leading the transformation and end to end project integrations of HR Service delivery activities such as appraisal processes, reporting, recruitment coordination, data management from manual to more simplified automated solutions (with 35% efficiency increase as the result). Show less