• Administration of personnel • Personnel budget control • Recruitment

 Study and implementation of Crisis Management Plan  Financial report closure at the end of the month  Fulfillment a timesheet of the department personnel  Training of the personnel on relevant courses  Observation of criminal situation in the city  Summary report of department activity within the current month

• Training needs analysis • Training budget control • Vendor Negotiation & Expense Reduction • Annual Training plan implementation • Carry out presentations for internal auditory (Code of Business Conduct, newly implemented internal company procedures) • Constant work in SAP, to ensure all trainings, vendor and personnel data being reflected properly in the system • Continuous consultation of internal clients on issues related to the people development process. Provide assistance in application of the Talent management program during Performance evaluation process. Ensure reports to the TOP managers, if needed. • As needed basis delivering changes into organizational structure following the internal company procedures

 Manpower Planning & Recruitment. Different levels of personnel, from entry level to Head of Department. Operation and Office staff.  Performance Management & Training. Development and performance appraisal (PDA) of M&P (Managers and Professionals) and non M&P personnel. Identify training needs analysis (TNA), develop IDP (individual development plan). Provide assistance on competency/competence of the personnel.  Administration. Preparation of Job Descriptions, carry out Exit survey; Support Directions on changes delivery into Org chart Unit, work with 1C program  Communication. Implementing new company procedures, having dialogue between HR and employees to ensure that employees comply with Company human resources policies/procedures, and Company values/procedures. Dealing with local authority (Akims) pertaining to employment of local village citizens, manage student’s summer internship.

Human Resource Developer • Implementation of Competency program within Caspian region (Azerbaijan, Kazakhstan) • Work with HRIS such as I-learn, LMS, KPI, ESS, METTRO and Competency. • Monitor and organize required trainings (local authority safety required trainings: GGTN, Acid handling, Acid transportation, H2S, BOSET, technical courses, forklift etc.) • Instructor for Rig pass courses (back safety, radiation densometer end‐user, lock out tag out, confined entry space safety); Leadership for Front Line Field Supervisors course • Member of Impact team (participate in social events such as “Professional day” for school graduates, help students to choose a profession for their future, meetings with managers, plant trees with team etc.). Making Monthly Newsletter for the PSL (Production Service Line) for Azerbaijan and Kazakhstan • Assist on tender and audit’s action items concerning personnel development • Responsible for CWFDP (Caspian work force development plan), nationalization program. Monitor employee’s promotion, training, hiring, competency and replacement of Expats with Local employees • Observation of budget to ensure that training costs do not exceed allocated funds, work on budget reports to justify expenditures. Filling in monthly scorecards on personnel trainings and development • Replace Caspian HRD Manager in case of her absence • Business trips to operational locations (Alibekmola, Kyzylorda, Atyrau, Uralsk, Almaty) HR Representative by Mangystau region • Prepare Labor Contracts (LC), Addendums to LC for local Employee (EE), different kind of orders, all employment and separation procedures, promotions, transfer, agreements with contractors • Update manager on labor legislation new/changed articles • Participate in annual audits from Local Labor Authority • HALL internal online operation system: raise REQ to Houston for approval process of new hires/re‐hires; create PCR (personal change request) for employment, transfer, separation, pays change etc. Work with SAP system: create objects , create Department/Staff , configuring positions, configure reporting relationships, hire a Employee, make changes to Employee Master Data, configuring Personnel Sub-Areas, grouping for Work Schedules, change Organizational Assignment, maintain HR Master data, basic pay, primary Wage Type and Employee groupings, create Basic Pay • Work on issue pertaining to annual professional medical check up for getting Act of Completion • Arrange the conclusion of Collective agreement between Employer and Employees by location with further submitting the Collective agreement to Labor Department for consideration

Переводческое дело, Перевод и переводоведение