Vyacheslav Yegorov

Being the Regional HR Advisor, I support the organization in the management, implementation and monitoring of all HR initiatives taking place in Europe and Middle East. I am effectively in charge of contract administration, organizational policy development, learning, recruitment and talent management initiatives. My overall duties also include, but are not limited to the following:

HR advisory services to both internal and external clients:

- Interpret and apply HR policies and regulations and advise Operations Centers and Business units on their application, taking into account their particular needs.
- Recommend solutions to highly complex and exceptional cases.

HR management:

- Ensure efficient and effective HR support and oversight in the region; ensure full compliance of HR activities with the UN rules and regulations; effective implementation of the internal controls, proper design and functioning of the HR management systems.
- Map HR business processes and elaborate/establish internal Standard Operating Procedures (SOPs) in HR management; develop procedures and practices that contribute to enhanced and improved HR management.
- Ensure that all personnel files and recruitment track files are complete, accurate and up-to-date; ensure efficient contract management of all HR personnel.
- Review salary scales and initiate survey/research of the prevailing market rates when needed.
- Provide surge capacity for special initiatives.
- Identify and develop new business opportunities for HR services.

Recruitment:

- Lead and manage all senior recruitments under EMO projects and provide advice and recommendations on procedural standards.
- Manage timely and appropriate selection and placement of staff taking into account organizational priorities e.g. gender balance, geographical distribution, competencies, etc.

Policy development:

- Contribute to policy development, knowledge networks and communities of practice, with a special focus on continuous improvement of rules and procedures; assist with formulation, development and implementation of new HR policies based on lessons learned.
- Assist with the development and revision of manuals, guidelines and handbooks pertaining to the relevant HR area.

Performance and Talent management:

- Design and implement performance and talent management initiatives, conduct trainings on various HR and performance related issues, synthesize lessons learned; contribute to the development of guidance materials and tools on performance management, document best practices;
- Develop learning plans and performance management strategies in line with office needs.
- Deal with a wide array of performance related grievances through both formal and informal channels.

Being the United Nations HR Manager I was responsible for a wide range of activities related to HR management and administration. My key functions included:

Development and Implementation of HR Strategies and Policies:

- Ensure full compliance of HR activities with the UN rules and regulations, policies, procedures and strategies; effective implementation of the internal control, proper design and functioning of the HR management system. Provide continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the CO.
- Ensure proper HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
- Propose corporate improvements based on experience and analysis of knowledge.

Human Resources Management and Administration:

- Lead and manage all local recruitments including job descriptions, job classification, vacancy announcement, screening of candidates, chairing interview panels, making recommendations on recruitment.
- Issue and manage contracts in the ERP systems; monitor and track all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, recoveries, adjustments and separations.
- Develop and manage rosters of experts.
- Prepare circulars on key personnel policies to both country office and project staff.
- Provide senior management with strategic human resources data, including statistics and consolidated information on corporate HR issues, including gender.

Staff Performance Management and Career Development:

-Support effective learning management including establishment of the Office Learning plan and individual learning plans. Implement the Universal Access strategy ensuring access to role appropriate learning activities.
- Provide effective counseling to staff on career advancement, development needs, learning possibilities, etc.
- Implement strategic staffing policies in line with the career development strategy.

Knowledge building and knowledge sharing:

- Ensure proper planning, development and implementation of key elements and initiatives covering staff training/development, learning, mentoring, team building, and knowledge management.
- Provide synthesis of lessons learnt and best practices in HR.
- Develop and disseminate various HR-related communication materials and report on progress by using performance indicators.

Being a McDonald’s Restaurant Manager I was responsible for a smooth and profitable running of 6 different restaurants in Ukraine (consecutively). My direct responsibilities included, but were not limited to:

Operations:
- Supervise and direct the restaurants’ daily activities;
- Draft and implement monthly and yearly business plans;
- Be in charge of the P&L (Profit and Loss Statement);
- Ensure accurate and timely reporting;
- Be in full control of the restaurant stock, inventory and delivery issues;
- Contract and establish good relationships with local service providers (electricity, water, sewage, bank, police, fire brigade, sanitary inspection, etc)

Quality, Service, Cleanliness:
- Ensure 100% compliance with the company standards of Quality of Food, Fast and Friendly Service and Cleanliness;
- Establish a system of QSC checks to compare against the set standards and develop immediate solutions to problems;
- Document found violations, report problems and advise for possible troubleshooting;
- Be responsible for proper equipment use, repairs and maintenance.

Staff Management:
- Be responsible for personnel recruitment and training;
- Develop staff assessment system and report to the CO on a monthly and yearly basis;
- Develop staff motivation and retention activities to keep down the staff turnover;
- Ensure that the local labor law is adhered to;
- Ensure proper salary and benefits administration;
- Ensure that the emerging conflict situations are dealt with and resolved without negative impact on the restaurant’s operations and image;
- Supervise staff of 50 - 300 people.

Local Store Marketing:
- Be responsible for design and implementation of various Local Store Marketing events and campaigns aimed at attracting new customers, retaining the frequent customers or increasing the number of their visits;
- Supervise and ensure proper use of the LSM materials (posters, stickers, hand-outs, etc.) and restaurant decorations;