lika nozadze 2017
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LIKA NOZADZE PERSONAL DETAILS Current/Permanent address
Date of Birth: June 25, 1983 Sandro Euli str. 7-7-5, apt.-113
Marital status: Single Tbilisi, Georgia
E-mail: likanozadze25@gmail.com Mobile: +995595110642
WORK EXPERIENCE
07.2014 – up to this date Deputy Head of Personnel Department in VTB Bank Georgia. Tbilisi, Georgia
(responsible for leading the HR Department) (www.vtb.com.ge)
Create & implement HR Strategy based on Bank's business needs
Identify and build the critical organizational capabilities required to execute business strategy
Create a plan to shape the desired culture (high performance, high engagement, high satisfaction) and ensure execution
with the leaders within the business units
Develop a thorough understanding of the business financial metrics/drivers and operations in order to develop and
deliver cost effective and value added HR projects
Look for opportunities to improve the HR service delivered to ensure that HR is always seen to be adding value
Monitor and drive organization performance through the deliberate use of an agreed people scorecard
Develop and maintain trusting and effective working relationships with senior line managers, challenging their thinking
and working closely with them to co-develop solutions to meet their current and future business needs
Coach, challenge and advise senior line managers on organizational effectiveness and general HR issues
Provide sound advice on all HR issues such as reward, talent, performance, organization development, change, culture
and leadership
Projects implemented:
- Talent Management System & Platform Implementation for Front Office Staff (Project Bee #1) – employee ranking system
based on the assessment of their performance & potential according to the 9-grid talent matrix model.
- Project “Work from Home” for disabled people – making the possibility for disabled people to be hired by our bank and
prepared for working in call center from their own home.
- BM Lab (Branch Managers’ Laboratory) – project designed for bank’s employees the purpose of which is to find out TALENTS
with extremely high performance and potential , to create the program of developing new generation branch/service center
managers for having talent pool of strong middle managers for front offices.
- Recruitment Soft Creation & Implementation - candidates’ online recruiting system based on database with the possibility of
making comments and schedules of screening, short-listing and interviewing, with defining the roles of all involved in a process
persons.
- Distance Learning Soft Development & Implementation (Vmatrix) – e-learning system with a possibility of delivering online
testing and exams for front-office staff members.
- Bank’s Repositioning Project – creating a shared value among employees and customers.
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02.2014 – 07.2014 HR Director at Tegeta Motors LLC. Tbilisi, Georgia (www.tegetamotors.ge)
Tegeta Motors is a Holding company offering full range of auto products and services to corporate and retail customers. The holding
has 5 daughter companies: “Tegeta Truck and Bus” LLC (official representative of “MAN Nutzfahrzeuge AG"), “Tegeta Construction
Equipment” LLC (JCB official representative), Tegeta Premium Vehicles (official representative of Porsche and Mazda) & Transcaucasia
Distribution Company (official representative of Shell Lubricants). Tegeta Motors also established a Joint Venture with Gebruder Weiss,
Austrian forwarding and Logistic Company and constructed premium class logistic centre equipped with modern technologies.
Establish and implement HR efforts that effectively communicate and support company's strategic vision
Develop HR plans and strategies to support the achievement of the overall business objectives
Function as a strategic business advisor to the executive/senior management of each business unit or specialty group
regarding key organizational and management issues
Working with the company's executive management, establish a sound plan of management succession that
corresponds to the strategy and objectives
Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals
Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective
Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession
planning, retention, training and leadership development, compensation and benefits
Helping to drive a performance-based culture that has the capabilities to change and adapt as the business environment
and competitive context changes
Projects implemented:
- HR Soft (admin & payroll module (HR Point – Asseco)) Implementation
- HR Policy & Procedures creation and implementation - Recruitment, Training & Development, Code of Ethics, Company
Handbook, Employee Leaves procedures
10.2011 – 02.2014 Acting Head of Personnel Department in VTB Bank Georgia. Tbilisi, Georgia (www.vtb.com.ge)
“VTB” is a backbone Russian bank, which has built an international financial group. “VTB Group” possesses a unique international
network among Russian banks, with over 30 banks and financial companies in 19 countries worldwide. This strong financial institution
offers comprehensive services to its customers in the CIS, Europe, Asia, and Africa. In the Russian market, “VTB Group” is ranked 2nd in
all major indicators. “VTB Bank Georgia” (former “United Georgian Bank” – first commercial bank in Georgia) operates in country since
1995. In 2006 “VTB Group” acquired almost 80% of shares of “United Georgian Bank” and became known as “VTB Bank Georgia”.
Currently, Russian financial institution holds almost 97% of shares. As “VTB Bank Georgia” represents international financial institutions,
its development and activities are growing year by year based on the international standards and effective response on local market
needs.
Manage Bank’s Personnel Department and its activities
Create Human Resources Strategy based on the business needs of Bank
Translate business needs into clearly articulated and actionable organization
Identify and build the critical organizational capabilities required to execute business strategy
Create a plan to shape the desired culture (high performance, high engagement, high satisfaction) and ensure execution
with the leaders within the business units
Develop a thorough understanding of the business financial metrics/drivers and operations in order to develop and
deliver cost effective and value added HR programs
Look for opportunities to improve the HR service delivered to ensure that HR is always seen to be adding value
Monitor and drive organization performance through the deliberate use of an agreed people scorecard
Develop and maintain trusting and effective working relationships with senior line managers, challenging their thinking
and working closely with them to co-develop solutions to meet their current and future business needs
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Coach, challenge and advise senior line managers on organizational effectiveness and general HR issues
Provide sound advice on all HR issues such as reward, talent, performance, organization development, change, culture
and leadership
Identify and consider the need for change and facilitate the formulation of change plans from the HR and Business
perspective
Lead on ‘business critical' people initiatives e.g. talent development and tailor corporate HR programs to meet local
business needs
Projects implemented:
- Training Center Creation and its Strategy Building
- Implementation of a project for newcomers named VTB Generation
09.2010 – 07.2011 Research Assistant to Professor of Management and Organizations (Zoltan Buzady) in Central
European University Business School (www.ceubusiness.org)
Business Case writing about “BDO Hungary’s” HR Dilemma, connected with the importance of developing soft skills of
company staff members (especially auditors).The importance has arisen because of the Global Financial Crisis as the
consultancy work became secondary and also, the members of “BIG FOUR” are extremely competitive as they have
talent academies and all kind of possible tools to develop their staff. “BDO Hungary” willing to reach the place of one of
the most competitive consulting companies in world, wants to develop cost effective systems of its employee
development. The goal of this case is to create the ways of solution for company’s HR dilemma. The name of the case is
“Teaching Farmers to Hunt” and from September 2011 it is used for class discussions and team projects for MBAs and
EMBAs in the subjects: “Change Management”, “HRM and Organizational Behavior”. In coming future the case is
determined to be used in other relevant to topic classes. The case is the winner of 17-th CEEMAN case writing
competition (1-st place and award- 2011).
Business case writing about “Grundfos Hungary’s” strategy, leadership and management development after the global
financial crisis. In 2008, when crisis has happened the management team of company reviewed the importance of
change in company’s strategy and management development. Based on the effective new strategy and the right way of
developing its talent they could survive and continued being profitable without resigning even a single employee.
Company used “V” shaped strategy and balanced scorecard as the main tool for the future development and it worked
extremely effective.
07.2008 – 10.2011 Head of Personnel Recruitment, Training and Development Group in VTB Bank Georgia. Tbilisi,
Georgia (1 year academic vacation for study purposes on full-time Transnational MBA program at Central European University
Business School)
Plan and implement Recruitment strategy to serve Bank’s business strategy
Implement and execute recruitment procedures and policy
Implement and execute Induction culture and policy
Create orientation plans for newcomers and monitor its successful development
Build up staff members’ performance appraisal system, monitor feedback giving ways and techniques to ensure that it’s
done correctly
Build up effective customer service integrated standards
Build up regular training system and deliver Customer Service trainings
Plan and deliver team-building trainings & workshops for the TOP Management team of the company
Provide organizational support to all departments
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Projects implemented:
- Building up and implementation of the employee assessment system based on Competency model and FW
- Building up and implementation of a customer service culture – creating and implementing service standards, assessing front
office employees in term of customer care & attitude, delivering training of effective service
11.2007 – 07.2008 Recruitment and Hiring Manager in VTB Bank Georgia. Tbilisi, Georgia
Source and screen candidates
Search for new methods to attract quality candidates
Conduct telephone interviews
Conduct face to face interviews and shortlist against set criteria
Co-ordinate second stage interviews with BU managers
Request references for successful candidates and reject unsuccessful ones
Recruit and manage all interns
Plan and implement changes within the company which were necessary because of the Global Financial Crisis – front
offices staff members appraisal by using competency-based interview model and personnel optimization
Plan and deliver team-building trainings & workshops for the TOP Management team of the company
Projects implemented:
- Staff members assessment – based on Competency-based interviewing, managers assessments and observing their working
process assessing all employees and giving the recommendations to top management about talent risks, stars and average
staff.
01.2007 – 11.2007 Organizational Development Expert/Trainer in Center of Strategic Research and Development of
Georgia (NGO). Tbilisi, Georgia (www.csrdg.ge)
Foundation "The Center for Strategic Research and Development of Georgia" - public non-governmental, non-commercial
organization was founded in July, 1995. Field of activity covers: Civic development; Economy & social policy; Environment
protection, Government decentralizations; Consumer’s rights; Corporate social responsibility; Social entrepreneurship.
Organization’s goal is to create empowered CSOs and more responsive Government at local and national levels effectively
contribute to the democratic developmental processes in Georgia for Improved quality of life for the most disadvantaged
population in Georgia.
Plan and deliver trainings for organization's community centers (at that time we had 9 community youth centers in
different regions of Georgia)
Plan and deliver trainings for local partner organizations (public and non-governmental sector), also for NDI (National
Democratic Institution)
Main fields of delivered trainings: Effective Communication and Presentation, Team-Building and Leadership, Time
Management, Effective Management, Facilitation Skills, Project Cycle Management (as a lead trainer). Also, trainings in
Strategic Management and Project Writing (as co-trainer)
Planning and delivering workshops & consultations for the above mentioned organizations in Strategic
Management/Planning and Project Management
Consultancy work in creating Strategic Plan for 3-5 yrs of development for these organizations by using different
methods & techniques of information gathering, problem analysis and decision making (brainstorming, discussions,
teamwork, problem prioritization, problem-tree analysis, decision tree creation and its analysis, choice matrix, etc.)
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09.2003 – 01.2007 Intern, HR Assistant, HR Specialist, Recruitment Manager in leading pharmaceutical company
Aversi-Pharma. Tbilisi, Georgia (www.aversi.ge)
Pharmaceutical Company “Aversi” was founded in 1994. It started the business with importing medicines creating basis for
establishing pharmaceutical network. The scale of the company got bigger and bigger. Today its network of drug stores unifies
more than 200 objects. Though the Company’s field of activities is not limited by that – a pharmaceutical enterprise “Aversi-
Rational” has been founded, a large-scale project has been launched - building the network of “Aversi” Clinics. Nowadays there
are 7 “Aversi” Clinics all over Georgia, construction of two more will be finished in nearest future. At every step “Aversi” makes it
strives to take a better care of our population, so it is no surprise that the Company is duly qualified by the society as charitable.
Supporting and helping socially undefended people is company’s one of the most important goals. The Company is the one of the
largest taxpayers within Georgia, as it contributes tens of millions GEL to the state budget, on an annual basis. Currently, “Aversi”
is the biggest pharmaceutical chain in Georgia.
As an HR Specialist:
Assist Head of HRD in daily activities
Personnel data entry as needed
Provide and maintain a comprehensive and professional HR administration service to meet
Place adverts, send applications, prepare shortlists packs, arrange interviews, produce follow up documentation and
maintain appropriate records
Create and manage candidates’ databases
Participate in creation of Job Descriptions
Manage HR information
Produce monthly reports, general correspondence
Maintain personal files accurately
Maintain current HR reports and create new reports to support HR metrics
As a Recruitment Manager:
Plan and implement Recruitment strategy
Plan and execute recruitment process
Source and screen candidates
Search for new methods to attract quality candidates
Conduct telephone interviews
Create tests database
Plan and conduct entry exams for applicants
Conduct face to face interviews and shortlist against set criteria
Co-ordinate second stage interviews with BU managers
Request references for successful candidates and reject unsuccessful ones
Recruit and manage all interns
When I started working in “Aversi” staff number was 800 employees and in 3.5 yrs we increased to 3000. Also, at that time company
had only pharmaceutical chain and in 3 yrs we built up pharmaceutical factory and clinics’ chain, the number of drugstores increased
from 20 to 150. Now it can be clearer for hiring managers and employers of any company what kind of recruitment and overall HR
activities have I done in the period of working in pharmaceutical company.
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ACADEMIC EDUCATION
09. 2010 – 07. 2011 MBA in General Management and Marketing from CEU Business School (GPA -3.62, overall
number of credits completed – 67.5). Budapest, Hungary
09.2000 – 06.2006 Academic Degree in Clinical Psychology from Tbilisi State Medical University. Tbilisi, Georgia
TRAININGS AND SEMINARS
Program designed for HR Professionals of VTB Group “HR as Business Partner” in VTB Group (Diploma). Moscow,
Russia (04.2012-11.2013)
International Career Development Program in Human Resources/Personnel Management, Cambridge International
College (Diploma). Cambridge, UK (09.2008 – 11.2009)
LANGUAGES AND PC
English, Russian – Fluent
PC programs – word, excel, power point, PREZI, Microsoft Project, Microsoft Visio
OTHER ACTIVITIES
Lecturer/Trainer of HR Management Course at Caucasus School of Business
Trainer of HR Management Course at Training Center “Headvice”
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