• Advising senior managers on the legal risks of any HR decisions. • Making sure that all shifts are fully staffed. • Organising employee training programs. • Promoting equality policies. • Conducting employee exit interviews and getting feedback from staff who are about to leave the company. • Keeping accurate employee records. • Organizing work flow so that the office runs at maximum efficiency. • Consulting with senior management regarding special issues. • Writing up adverts that will attract the best and brightest candidates. • Having face to face interviews with job applicants. • Making sure that employees are paid the correct amount and on time.

Staff number – 800, 34 divisions, 5 subordinates • Reconsidered staff roster number in the Enterprise by 10% to provide effective Company’s functioning • Reconsidered organizational hierarchy to provide effective communication system building among the departments • Reconsidered the employees’ terms of reference according to the departments’ key processes and responsibility’s zones • Introduced new adaptation system and specialists preparation program, developed cards of preliminary preparation to ensure qualitative preparation of the specialists and probation period monitoring • Staff assessment on competencies cards • Developed new grading system according to work complexity and responsibility level • Developed individual KPI to substitute departments’ KPIs • Reorganized training system to combine theoretical and practical skills, stated to prepare methodological base • Monitored new processes on the Enterprise to meet standards of ISO/TS 16949

Staff number – 150, 14 subsidiaries in RK • Internal audit of the Company’s documentation to comply the RK labor legislation • Preparation of the reports to the top-management on the headcounts, re-structuring and labor flow • Preparation and introduction of the internal HR policies in the company • Grading policy development and assistance in KPI working out • Assistance to the top-management in hierarchy building to ensure effective company’s functioning • Staff training

Staff number – 120, 4 divisions: Central administration – Tekeli, Taldykorgan Learning Center, Koksu vocational education office, Planning and construction division • Implementation of the recruitment process and all related instructions in accordance with the UCA Recruitment Procedure • support provision in recruiting key academic, administrative, support and ancillary staff • Support to CAO HR in development and implementation of Orientation program • Putting in order Campus documentaion in accordance with RK Labor Code • assistance in development and implementation of the System on performance development and management of Kazakhstan campus • Delivering of reports, payrolls, etc

14 subordinates (12 instructors, 2 office staff) • Developed marketing plan to position and strengthen the Leaning Center in the region, increased number of students 2,5 times • Developed new academic courses to satisfy clients’ needs, 3 new courses were developed for corporate clients • Managed and monitored academic staff of the Learning Center to ensure compliance to inner academic regulations, increased the number of instructors to 3 full-timers, 14 full-timers • Oversaw implementation and improvement of quality assurance system in the area of academic activities • Ensured compliance with the pre-approved SPCE Academic Schedule • Controlled optimal distribution of academic load among instructors

Staff number – 250, 15 subsidiaries in Almaty region • Selection, training and staff development • Monitoring of the vacant positions and planning of staff increase • Month, quarter and annual reports preparation to the Head branch • Staff consulting in the sphere of Labor legislation and HR issues • Preparation of the branch documentation

Translation department, Translation

City Business School, HRM

Quality center, Auditor

Academy of economics and law named after Dzholdasbekov, C&B

Institute of Directors, HR

Frederick Taylor University (CA, USA), HRM