Наталія

Natalia Smirnina
HR Business Partner | HR Operations Leader | People Partner
Prague, Czechia | [открыть контакты](см. выше в блоке «контактная информация») | [открыть контакты](см. выше в блоке «контактная информация»)
SUMMARY
HR Leader with 15+ years of experience building people operations in service-driven, logistics, hospitality, automotive,
and outsourcing businesses. Strong in turning HR from an administrative function into a structured business support
system: stabilizing teams, improving workforce availability, reducing operational risks, and aligning people processes
with daily service delivery. Experienced in high-volume hiring, multi-branch HR administration, onboarding,
retention, workforce planning, HRIS improvements, and talent reserve development. Combines hands-on operational
HR with a business-focused approach to service quality, continuity, and people performance.
TECH SKILLS
Recruitment: full-cycle recruitment, mass hiring, executive search, referrals, talent reserve
HR Operations: onboarding, adaptation, retention, workforce planning, HR reporting, HR policies
HR Administration: personnel records, orders, transfers, dismissals, leaves, sick leaves, labor compliance
People Management: team leadership, mentoring, performance review, internal replacement, staff development
C&B: payroll inputs, fixed salary, KPI bonuses, benefits, recognition, non-material motivation
L&D: corporate university, service training, mentoring programs, newcomer adaptation, internal training
HRIS: ERP HR module, personnel databases, HR records automation, reporting, workflow control
Employer Branding: candidate briefings, legal employment consulting, online materials, internal PR
Compliance: labor law, document control, foreign worker legalization, work permits, migration support
Industries: logistics, distribution, automotive retail, hospitality, outsourcing, service operations
EXPERIENCE
Head of Recruitment Department | MAT Consulting Feb 2016 – Present
Led recruitment and HR operations for a Czech outsourcing company with 300 seasonal employees.
Covered logistics and production projects, ensuring workforce continuity for client operations.
Built HR processes around mass hiring, onboarding, compliance, retention, and workforce stability.
Managed 50 open roles across warehouse, production, team lead, coordinator, and supervisor hiring.
Structured intake, sourcing, screening, document checks, onboarding, and first-shift coordination.
Led a 6–10 person team of recruiters, external partners, and on-site workforce coordinators.
Built foreign worker legalization processes, document workflows, checklists, and partner support.
Improved onboarding with first-day scripts, role checklists, briefings, mentoring, and CRM tracking.
Reduced no-shows and early turnover through reminders, start confirmations, and structured handover.
Expanded sourcing through job boards, local sites, referrals, targeted ads, direct search, and CRM.
Developed employer branding through legal employment briefings, consultations, and online materials.
Enhanced HRIS for personnel records, orders, reporting, bonuses, and disciplinary process tracking.

Head of HR | Avtocentr na Stolychnomu, UkrAVTO Oсt 2011 – Aug 2013
Supported sales, service, technical, administrative, and corporate HR operations.
Built HR practices around staffing, service standards, retention, development, and compliance.
Managed recruitment, HR operations, adaptation, retention, service quality, and workforce planning.
Standardized hiring, onboarding, transfers, performance review, and manager-HR workflows.
Aligned HR policies with UkrAVTO standards and adapted them to local automotive operations.
Built workforce plans using sales, service workload, turnover, seasonality, and business plans.
Developed a talent reserve and supported the Directors School for future branch leaders.
Coordinated C&B, KPI bonuses, benefits, internal ratings, recognition, and development programs.
Improved adaptation through entry plans, mentors, checkpoints, manager feedback, and training.
Controlled HR records, orders, leaves, sick days, transfers, dismissals, and labor compliance.
Moved to UkrAVTO HQ to recruit branch directors and build graduate talent pipelines.
Head of HR Administration | Bayadera Logistics Dec 2009 – Jun 2011
Led HR administration for a logistics and distribution company with 26 regional branches.
Controlled personnel records for warehouse, transport, operational, and administrative teams.
Supported operational continuity through accurate HR documentation, reporting, and compliance.
Coordinated mass employee transfer from Bayadera to Bayadera Logistics across all branches.
Controlled hiring, transfers, dismissals, leaves, sick days, HR reporting, and labor compliance.
Managed centralized HR approvals while supporting local HR administration in 26 branches.
Standardized HR documentation, personnel orders, reporting flows, and branch-office workflows.
Defined requirements for the 1C HR module to automate personnel records and branch control.
Tested HR and accounting module links, personnel order logic, and branch workflows in 1C.
Enabled central office visibility into HR documentation quality and personnel data by branch.
Trained branch HR managers on 1C, HR records, personnel orders, standards, and procedures.
Unified HR administration practices, reduced errors, and improved control across the network.

Deputy Head of HR | President-Hotel Jun 2006 – Dec 2009
Managed HR operations for a 500-employee hotel under the Presidential Administration.
Covered front office, housekeeping, F&B, technical, administrative, and management teams.
Built HR systems for staffing, adaptation, training, retention, service quality, and culture.
Led recruitment, adaptation, training, mentoring, shift planning, retention, and HR operations.
Built a full HR model where strong records and hiring existed, but integrated HR was missing.
Standardized recruitment, internal replacement, adaptation, performance review, and HR workflows.
Supported staffing plans, headcount optimization, appointments, and protocol event preparation.
Improved hiring through referrals, educational institutions, talent reserve, and internal promotions.
Introduced paid mentoring, structured onboarding, service training, and newcomer checkpoints.
Launched a corporate ethics and standards code covering service, behavior, and appearance.
Developed recognition, bonuses, corporate events, and employee trips to improve engagement.
Enhanced an internal HR platform for records, reports, orders, awards, penalties, and bonuses.

EDUCATION
Teacher of Philosophical Disciplines, Taras Shevchenko National University of Kyiv
Professional Training in Practical Psychology, Borys Grinchenko Kyiv Metropolitan Institute of Continuing
Education

LANGUAGES
Сzech language - B2, English – B1, Ukrainian – Native