Aleksandra Pismennaya
Services

06Service

HR Function Transformation

HR must understand the business and influence its metrics.

I help build an HR function from scratch or rebuild the existing one so that it supports the business's next stage of development, rather than only running processes.

If needed, I join the company as a fractional or project HR Director and support the implementation of changes.

Discuss the HR function

What's included

What I design

  1. 01HR structure and roles: HR Director, HR business partner, compensation and benefits, recruitment, L&D, personnel administration
  2. 02HR processes and HR team KPIs
  3. 03HR analytics and automation (1C:ZUP, HRM, ATS, LMS)
  4. 04Hiring, including managers and key specialists
  5. 05Onboarding and probation
  6. 06Assessment and training
  7. 07Incentive system
  8. 08Employer brand
  9. 09Personnel processes and documents

Result

What the business gets

An HR function that matches the company's scale, speaks to the business in numbers and is accountable for clear metrics: cost and speed of hiring, turnover, productivity, quality of managers.

When it's relevant

You need this service if

  • HR runs processes but the business doesn't see its impact
  • There's no HR department or it can't keep up with growth
  • You need an HR Director, but not full-time
  • Hiring and onboarding are unstable
  • Personnel records and documents need order

Questions

Common questions about this service

Can I bring you in as a fractional HR Director?

Yes. The fractional HRD format suits companies that need HR Director-level decisions but can't yet justify a full-time position. I'm responsible for HR strategy and key decisions, while the company's team handles operations — and I strengthen it where needed.

Do you do recruitment, personnel administration and employer branding separately?

Yes, but within a clear logic: recruitment, onboarding, personnel processes, 1C:ZUP and employer brand are parts of the HR function, not separate products. That way they work for business results instead of living on their own.

What if the company has no HR at all?

Then the function is built from scratch: first the minimum necessary processes and people for current tasks, then the rest as the company grows. In almost every company where I worked as HR Director, HR had to be built exactly this way.

Other areas

What it combines with

All services

Let's discuss your task

Leave your contact details and I will get in touch within a day. I'll ask a couple of questions about the company and tell you where I would start. The first conversation is free of obligation.

@Alex_Pismennaya+998 99 280 42 41