TATIANA BOGOLYUBSKAYA

Currently I lead all relevant initiatives of HR Team with the deep focus on Talent Acquisition, Engagement, Operations, Culture, Learning & Development, Leadership Growth, Resource planning, Performance & Salary cycles, Branding, working closely with C-suite and reporting directly into COO.

To name a few key areas of my focus:

• Built & led Performance Cycle including Goal setting, Performance Reviews & Salary Reviews. Introduced Cycle impacted the reduction of operational costs substantially & changed leadership maturity level.
• Built & landed the approach of succession planning strategy, which led to reliable planning and strategized development effecting costs and efficiency.
• Introduced strategized learning & development for leadership and all employees, leading to practical growth in line with business needs and rise in goals achievement.
• Built from scratch a comprehensive and sustainable Salary Module for effective hiring & salary reviews.
• Drove culture change project to ensure HR brand positioning addresses business strategy, including working on values development, merch strategy, social media positioning to name the core workstreams.
• Oversaw all HR operations and admin by driving high impact HR initiatives and working closely with the people and the business to ensure alignment.

• My role focused on building and implementing HR solutions in alignment with organizational goals and translating people strategy into talent and employee engagement strategy via global initiatives to maximize leadership talent potential and support employee cycle.
• Responsibilities:
• - Establish, nurture & drive trusted business relationships with Senior Leaders, including C-suite, to drive company strategy through HR processes.
• - Drive corporate culture through global initiatives, via roles of leaders, engagement surveys, sessions and workshops and other events.
• - Develop people managers into leaders able to build productive teams, manage relationships and drive business strategy.
• - Lead the team of HR professionals in charge of reporting, creating policies and procedures and designing content.
• - Work towards strengthening employer's brand via various projects, focusing on Diversity, Inclusion & Belonging and Career Development initiatives.
• - Drive Employee Satisfaction surveys, including People Experience and Talent Development surveys.
• - Develop recruiters and managers to effectively interview and hire the right talent
• - Lead Onboarding process changes and training in line with changes.
• - Lead statutory learning as per HR policies & procedures.
• Project highlights/ key achievements:
• - Goal Setting Campaign: effective goal setting across organization increased from 40% to 90%.
• - Succession Planning for Senior Managers: from 3% of successors to 85% successors established and leaders set up with succession plans.
• - Career Development Programme: dissatisfaction with personal development and career direction reduced by 25%.
• - Middle managers received Leadership & Management Development programme tailor made for the business with NPS 70+.
• - How we hire project: enhancing company brand through interaction with ongoing Rewards & Talent initiatives. Onboarding created from scratch.

• - Functionally align with leaders and work closely with centers of excellence.
• - Build and facilitate the delivery of HR events (webinars, workshops, guest speaker events etc) to a consistently high standard for managers, senior leaders and employees globally.
• - Provide individual development via coaching and mentoring 1-1.
• - Develop team members to have ownership on reporting and creating & maintaining policies and procedures.
• - Oversee working with external suppliers to exercise most cost effective solutions.
• - Lead statutory learning as per policies & procedures working closely with legal and compliance.

• - Build and facilitate delivery of training for customer support, fraud & security, tech & poker and marketing teams to a consistently high standard for people managers, senior managers and specialists as required.
• - Manage and develop a team of learning professionals to deliver Learning strategy.
• - Undertake evaluation of all learning interventions and report against agreed KPIs.
• - Research and pilot new learning methods.
• - Develop other less experienced team members via mentoring and coaching.

• Key Achievements:

- Built a team of customer support agents for PokerStars.com & .net, having grown the team from 2 to 70+ employees across 5 locations and becoming the most productive Operations team in the company (and in industry) at the time.

- Created recruitment process for operations and QA base for interviewing skills.

- Led policies & procedures for Operations that are being used till today.

- Created the foundation of QA team and QA process for Operations.

- As a contributor worked very closely with regional marketing teams to develop bespoke marketing campaigns that defined PokerStars brand, including life events such as EPT & PCA.

- Developed entry level customer support agents into successful professionals, retaining and growing talent for the organization and supported employees with their career progression.

Key responsibilities:

• Drove customer engagement for RU & DE markets.
• Delivered high-quality content to increase customer satisfaction.
• Coordinated with marketing department for synchronised product launches.
• Ensured timely delivery of all projects by effectively managing workflow schedules.
• Identified gaps in existing content, leading to comprehensive coverage on all relevant topics.

Triligual customer support duties on email, chat & phone communication with poker players to address their technical queries.