HR director in bodo

Hello! I'm Vitaly, the CEO and owner of bodo.

I'm looking for a HR director for our group of companies, which has been making people happier for over 15 years:

• bodo.ua — impressions as a gift for yourself + bodo.com — a project in Turkey, with further development in the format of an international franchise.
• travel.bodo.ua — a tour operator of adventure expeditions to the most amazing places on the planet.
• bodocard.ua — multi-brand certificates for corporate customers.

I really want to find my person who will pick up our pace and who will share our values: efficiency, quality, development. Therefore, for the final candidates, I personally present our business philosophy and corporate culture.

Also, together with the team, we prepared a podcast about the vacancy with answers to the most frequently asked questions https://youtu.be/05TFVK7WAhc

I believe in the special value of the HR function for business, so we already have:

• a budget for the use of effective tools (access to the database work.ua, sales navigator and grinfi for linkedin, an internal intangible motivation system focused on results, etc.)
• a structured system of training and adaptation of newcomers;
• a corporate model of competences, which is the basis of the assessment of candidates at the entrance;
• detailed job profiles that meticulously describe each role and requirements;
• unparalleled evp, a system of sign-on bonuses and other benefits for employees that allow us to close difficult vacancies in today's conditions;

We are currently facing new ambitious goals and tasks and we seek to attract a strong team of HR specialists led by the HR director.

What are the main tasks:

1. Ensure the growth of key business metrics through staffing and team productivity improvement

• bodo profit growth in Ukraine

• outputpresence of bodo in Turkey

• bodocard sales increase

• providing full complement of bodotravel groups">2. Identify business pains and obstacles on the way to growth and influence the level of development of the organization through the implementation of the HR strategy within the overall business strategy challenges

• improve corporate culture (real “behaviours” within the system) that retains and long-term attracts relevant employees, is based on the company’s philosophy, does not contradict its basic principles and forms social ties between colleagues

• implement a system of people metrics for regular monitoring of the state of the company (including eNPS)

• build a competency model and personnel development system." reserve

• form a personnel reserve system for key positions

3. Attract cool specialists who are able to achieve business goals to the staff and in fractional format

• improve evp

• implement a recruitment system (ATS) that allows you to close complex vacancies, by revising and optimizing tools with a focus on proactive search among candidates who are not job seekersto

• hire strong recruiters for active direct search of candidates

• close critical positions responsible for the creation of a new reality">

  business areas

4. To prepare the organization for development according to the model of an international franchise and exit to other countries UAH 160,000, quarterly UAH 40,000 * 3 and annual UAH 40,000 * 12 bonuses.