For Companies and Organizations
Solutions for your team. We make HR processes simple, transparent, and effective.
Consulting and Practical Support
оn issues of growth and development of human capital.
ORGANIZATIONAL CONSULTING
We help companies build effective business processes and personnel management systems. We analyze the company’s organizational model, functions, areas of responsibility, and interaction between departments. Based on the diagnostics results, we identify problem areas and propose solutions that improve manageability and business sustainability.
Key Problems:
- high turnover among sales staff;
- low employee accountability for results;
- unclear distribution of roles and responsibilities;
- overlapping functions and blurred responsibility areas;
- team dependence on manual control by the owner.
What was implemented:
- analysis of organizational structure and job functions;
- identification of duplicated functions and blurred responsibility areas;
- clarification of functional distribution between departments;
- implementation of job responsibility framework and performance criteria;
- formal assignment of accountability for work results.
Result:
- staff turnover decreased;
- conflicts between departments were reduced due to clear role distribution;
- task execution speed increased by eliminating function duplication;
- employees gained a clear understanding of their responsibilities and management.
EFFECTIVE RECRUITING
Recruitment is not just candidate sourcing, but the systematic selection of professionals who align with the company’s objectives, working style and corporate culture. I help build a full-cycle recruitment process: from defining the job profile and evaluation criteria to hiring specialists who meet the role requirements.
Key Problems:
- overloaded HR function (1 HR per 300 employees);
- lack of a structured recruitment process;
- high volume of irrelevant applications;
- no unified candidate evaluation criteria;
- lengthy approval cycles and candidate drop-offs;
- high turnover among key specialists.
What was implemented:
- reviewed the HR department structure: clarified roles, responsibilities, and optimized staffing;
- introduced unified evaluation criteria and a competency model;
- streamlined approval and decision-making processes;
- updated the recruitment strategy and strengthened sourcing channels;
- established structured managerial involvement in hiring;
- implemented systematic support for vacancy closure and candidate management.
Result:
- reduced time-to-fill;
- recruitment process became manageable and predictable;
- reduced turnover in key positions;
- strengthened employer brand and improved quality of hires.
TRAINING AND STAFF DEVELOPMENT
Training and development is a systematic work with employee competencies - from identifying key skills to building a culture of continuous professional growth. I help build a structured and manageable training system aligned with business goals and objectives. Special focus is placed on developing soft skills, communication, and the quality of interaction with clients.
Key Problems:
- difficulties in communication with clients;
- increasing internal conflicts within departments;
- lack of onboarding program, which slowed down integration of new employees;
- insufficient soft skills affecting team and client interaction quality.
What was implemented:
- assessment of communication and behavioral competencies;
- development recommendations for constructive communication skills;
- training on effective interaction with clients and colleagues, as well as stress management;
- implementation of a structured onboarding and soft skills development system with impact evaluation on team performance.
Result:
- improved quality of internal team communication and client interaction;
- reduced number of conflict situations;
- positive dynamics in client satisfaction (CSAT);
- faster and more predictable onboarding of new employees.
CORPORATE CULTURE AND COMMUNICATION
Corporate culture is a system of values and norms that shapes the work environment and the quality of employee interaction. I will study your corporate culture and team interaction features, and prepare practical recommendations for a sustainable and productive work environment.
Key Problems:
- growing number of internal conflicts;
- weakening interaction between departments and organizational fragmentation;
- risks of labor law violations;
- spread of rumors and information distortion due to non-transparent management decisions;
- deterioration of work climate: declining engagement and trust in leadership.
What was implemented:
- identified root causes of conflicts and fragmentation;
- introduced unified rules of interaction between departments and management levels;
- conducted training for managers and employees on teamwork and conflict prevention;
- implemented regular monitoring of the psychological climate and provided recommendations for stabilization.
Result:
- level of internal conflict decreased;
- employee engagement increased;
- interdepartmental interaction became more coordinated and productive;
- changes in labor regulations were implemented and supported by transparent communication with employees.
OUTPLACEMENT
Comprehensive support for companies and employees during workforce reductions. I help implement changes correctly, ethically, and in full compliance with labor legislation, minimizing the risks of conflicts and legal claims.
Key Problems:
- rising tension and internal conflicts;
- risks of labor law violations;
- declining motivation and increasing employee anxiety;
- reputational risks for the employer;
- lack of transparent and clear communication with staff;
- risk of losing key specialists and managerial control.
What was implemented:
- provided career and advisory support to employees during the transition period;
- implemented HR decisions in strict compliance with labor legislation;
- supported employees in interview preparation;
- established cooperation with employment centers;
- organized structured communication with the labor market regarding specialists seeking new employment opportunities.
Result:
- reduced tension and number of conflicts during the transition period;
- downsizing process implemented in a controlled manner without legal disputes;
- ensured transparency and predictability of the process for employees and the labor market;
- maintained managerial stability and operational continuity of key departments;
- minimized employer reputation risks.