We help our clients to develop and make HR function even more efficient. Applying world-known HR technologies, we adapt international experience to the legal requirements and law enforcement practice of the country to align HR activities and contribution with business needs in order to achieve strategic objectives.
The scope of services covers various areas of HR activity, from written consultations with references to the relevant legal norms to support in the development of HR strategy that corresponds to the company’s strategic goals.
We conduct an audit of existing organizational structure with the provision of conclusions and proposals; involve our experts to support the projects related to change management, check quality of HR related processes, prepare the necessary forms and documents and implement the improvement plan in coordination with management, namely:
providing support to company management and HR in defining strategic HR objectives, taking into account global strategy and business needs at the local level. Prioritization, setting KPIs, and planning, including HR roles and responsibilities
HR Organizational structure
Conducting an audit of the existing HR org structure for compliance with business needs and the availability of the resources needed to achieve HR strategic goals.
Providing recommendations based on the audit outcomes.
Participation in implementation of actions recommended upon management’ approval, including roles, areas of responsibility, subordination, revision of existing and development of new job descriptions, as well as processes optimization, development and provision of necessary documents and forms.
Global HR Policies
Verification of compliance of regulations (policies) of the parent company with the legislation of the Russian Federation. Identification of inconsistencies based on the results of the audit, preparation of changes to bring them into compliance and ensure that the provisions of the regulations apply to all the company’s employees in the country.
Standard provisions/rules of the parent company
Adaptation of standard provisions/rules of the parent company to the conditions of employment contracts of certain categories of employees in the country (such as conditions of transfer to another job, confidentiality, validity of employment contracts, concluded with several legal entities, range of executives’ liability, inadmissibility of conditions guaranteeing significant amount of payments or granting substantial benefits upon termination of employment, etc.), making changes in the conditions of existing employment contracts following the procedure established, developing new employment contracts for employees in transnational company, incl. communication materials development and explanations to be provided to the employees at the stage of signing of new contract or addendum.
Providing support in headcount planning, taking into account strategic objectives and business needs, developing a procedure for determining the types of personnel costs and budgeting, with Finance department and HR employees’ involvement, followed by the management’ approval.
Audit of the sequence of stages of the process, development of the necessary documents from the beginning of the search to the conclusion of an employment contract with the candidate. Providing recommendations based on the results of the audit, including the identification of sources and tools for recruitment. Preparation and provision of relevant forms and samples.
Development of an onboarding program (or programs for certain categories of employees) taking into account the organizational structure and business needs, including setting goals and making decisions based on the results of the probationary period. Features of adaptation of employees working remotely. Participation in the implementation of the adaptation program in agreement with the management.
Employer Brand Promotion
Action plan development in alignment with company strategy to promote the employer’s brand within and outside in the local labor market, taking into account business needs and priorities. Development and implementation of training presentations for employees involved in the promotion of the employer’s brand are included.
Learning and Development
Audit of the existing personnel learning system and processes, preparation of recommendations taking into account the strategy, short-term tasks and priority areas of the company’s activities. Preparation of recommendations on the compliance of the existing learning system with business needs, proposals for optimizing educational processes, formats, incl. advantages and disadvantages of classroom training, webinar and eLearning, including specifics related to external provider’ involvement;
Providing of information on current trends in approach to learning processes in transnational companies.
Providing consulting support in the formation of programs for the development of employees with high potential), incl. identification and evaluation of candidates, development of programs taking into account business needs and career prospects in the company upon completion of the program.
HR Strategy related to Total Remuneration
Audit of the system of compensation and incentive payments existing in the company, incl. ensuring internal fairness and external competitiveness for compliance with business strategy.
Developing and providing management with conclusions and practical recommendations, including information on the philosophy of total remuneration, current trends/practices of international companies in terms of variable payments (STI) and optimization of personnel costs, recognition and incentive programs. If necessary, the development of relevant LNA, as well as documents and working procedures in terms of regular revisions of employees’ salaries, taking into account the requirements of local legislation.