Chief People Officer

Design and evolve the HR operating model, including structure, roles, governance. Lead development and execution of HR initiatives that directly support the company’s goals and long-term strategy. Build HR analytics and reporting to support data-driven decisions. Establish people-risk management frameworks. Lead culture transformation within HQ and define a holding-wide Code of Conduct. Design and implement unified, automated and measurable HR processes across HQ. Own and continuously improve Employee Experience. Develop and execute talent management strategies to attract, onboard, develop, and retain top talents. Oversee the daily operations of the teams under direct supervision to ensure all functions are managed effectively and aligned with the organization’s business goals. Ensure alignment, effectiveness and adoption of HR systems (HRIS, ATS, LMS and related platforms). Serve as a trusted advisor to the CEO, СОО and executive team, bridging leadership vision with workforce execution.

WHAT WE EXPECT FROM YOU:

7+ years in senior People leadership roles (HRD, CPO, VP People, CHRO), with hands-on experience building and scaling functions in fast-growing, high-performance environments characterized by rapid scaling, ambiguity, and evolving structures.

Experience working in multi-business / holding environments and different operating models.

Experience designing HR operating models and architecture, including structure, governance, service models, roles, ownership, and internal product architecture.

Hands-on experience building or transforming HR as a system.

Proven experience leading cultural or other transformations and large-scale organizational changes.

Strong background in talent management.

Strong people analytics with the ability to design, build, and operate data-driven decision frameworks.

Strong team management skills, with the ability to coordinate high-performing professionals even without direct authority.

Strong delegation skills and ability to build autonomous teams.

English proficiency at the upper-intermediate level or higher.

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How it works:

• 1st stage: pre-screen;

 

• 2nd stage: 1st interview;

 

• 3nd stage: 2nd interview;

 

• 4th stage: 1st bar-raising;

 

• 5th stage: 2nd bar-raising;

 

• 6th stage: referrals;

 

• 7th stage: offer.

 

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