Talent Manager in 3dravo

ZDRAVO is a modern Ukrainian pharmaceutical company that has been creating products and services to improve people's health, quality of life and well-being for more than 19 years.
We combine medical knowledge, a scientific approach, service and modern technologies.

Our main belief is simple: a person is not a resource - it is an active capital that grows, transforms and creates value for the world.
That is why we build a culture trust, development, openness and partnership.

We are looking for a Talent Manager - a person who sees in employees not only their experience, but their potential. The one who reads "between the lines" is able to recognize what moves the candidate forward, and even notices things that he himself does not yet know.

This is a specialist who knows how to build a team as if the puzzle has finally come together: everyone is in their place, in their role, at their own pace of development.
And most importantly, he selects not just professionals, but people who fall into the rhythm of the company, divide it energy, mindset and ambition to develop further, faster, bolder.

To build a system of work with talent and personnel reserve that will provide the company with ready specialists, projected growth, rapid career transitions and development that strengthens the business today and creates a basis for tomorrow's success.

• ensure vacancies are closed according to organizational design, role profile and expected competency level;

• conduct in-depth interviews (by competencies, STAR, situational, by metaprograms);

• form professional conclusions and recommendations for managers regarding candidates.

Talent Pool

• create and develop internal and external Talent Pool;

• regularly review the composition of the reserve and update potential data;

• form talent maps (Talent Map) for the company.

Employee development

• assess the potential, level of competences and readiness for new roles;

• coordinate IPR: coordination of goals, development programs, resources, progress;

• create recommendations for rotations, promotions, L&D.

Career transitions and rotations

• analyze employees' readiness for new roles;

• support career transitions and rotations so that they are predictable, supportive and timely.

Analytics

• prepare monthly analytics on recruitment processes, training, risks, potentials, personnel reserve and growth;

• monitor the first signs of lack of progress and form corrective solutions;

• form training requests according to business needs.

What will be the product of the role?

• closed vacancies with strong and relevant specialists;

• Talent Pool and talent cards are formed;

• quality IPR and projected growth of employees;

• analytics regarding potential, risks and personnel reserve;

• Talent Review with managers and team development plans;

• career transitions that strengthen business and people.

• timely closing of vacancies (time-to-hire according to organizational design, recruitment conversion);

• % implementation of IPR in the company;

• at least 10% increases from the internal reserve;

• readiness of a reserve of 1–2 people for critical roles;

• reducing the adaptation time of a new employee by 10-20%;

• managers' satisfaction with the development process is from 85%.

You will work in close cooperation with:

• Candidates;

• The head of the Emergency Center;

• Employee Experience Manager;

• Manager of personnel administration;

• Heads of centers;

• All employees of the company.

What will be the price for us in this specialist?

• Educational foundation — management, personnel management, economics, psychology.

• Interview skill — by competence, behavioral, situational, by metaprograms.

• Understanding organizational design — structure, levels, roles, competencies.

• Accuracy in profiling — assessment of the fit of the candidate to the role and culture.

• HR analytics — work with recruiting metrics and market trends.

• Flexible, but systematic approach — sense of potential, understanding of drivers, ability to forecast development.

• Ability to create solutions, not just processes.

• medical insurance from day one;

• team events, cultural rituals, warm corporate traditions;

• gifts for birthdays and important events;

• development support: training, mentoring, courses;

• corporate lunches in the office;

• hybrid work format (1 day a week remotely);

• respect, transparency and partnership in all processes.

This role will be comfortable for someone who:

• sees people deeper than just their CV;

• can predict where and when the company will need new talent;

• enjoys seeing the team get stronger;

• appreciates balance — systematicity and humanity;

• wants to influence the future of the company through people and their growth.

Send your resume - we'd love to meet and discuss your vision for talent development at 3dravo.