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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”