Dr. Oxana Svergun

SKILLS AND ACCOMPLISHMENTS

Project Management and Customer Service

• Managed effective business relationships with client groups to understand the needs and proactively introduce and implement innovative solutions for supporting them in executing business strategies and facilitating the achievement of business goals
• Established a role as a trusted advisor to client ; developed proposals and led client presentations to respond to client issues and needs
• Supported on-going business development activities such as identification, proposal development, and other pursuit activities at clients
• Led complex, organization-wide transformation initiatives from idea generation, planning, implementation, evaluation and ongoing monitoring supporting and providing strategic advice to executive sponsors or sponsor groups on complex, multi-stakeholder, multi-disciplinary change initiatives considering time-frame and outcome implications of strategies, change management and engagement components and the interface with other teams across the organization  
• Managed both the employees and contractors assigned to the  project team
• Developed and/or managed the development, review and acceptance of work products and deliverables identified in the project plan, schedule and any other associated plan
• Managed the development of resource requirements and managed resources in accordance with the policies and procedures, including the project team and other project resources (e.g., budget, schedules etc.).
• Project managed internal talent search and on-boarding for CEO and VP positions, based on strategic needs and corporate governance system by interviewing board members and senior managers, including current position holders
• Coordinated HR activity for change management and reorganization projects through HR consulting, HR administration support, employee relations consulting, organizational charts analysis, job analysis and design, position evaluation and reclassification, recruitment and staffing coordination, surplus coordination and administration, employee relations consulting, etc.
• Coordinated executive coaching activity by supporting 360˚ feedback and coaching projects with corporate clients (TD, Rogers Communications, etc.)

Leadership Development and Talent Management Consulting

• Designed and customized integration process for the executive leaders, planed and facilitated specific activities to promote internal candidates through networking and ongoing coaching and regular consultation
• Led the enterprise-wide talent searches for potential executives, including Talent Management system profiles, review of past competitions and of the external resume database
• Provided consulting support to clients on talent management, career development issues and global mobility
• Designed and customized integration process for the executive leaders, planed and facilitated specific activities to promote internal candidates through networking and ongoing coaching and regular consultation
• Conducted organizational studies to fully understand the organizational culture and strategic priorities. Crafted  Ideal Profiles  (Profiles of Success)  for developing current leaders and assessing new executive hires
• Conducted assessment centres for leadership capability, 360° feedback, individual Leadership Development Plans
• Conducted psychometrical assessments, including  administration, scoring and interpretation (MBTI, 16 PF, OPQ, ability tests)
• Developed and delivered courses in Leadership Development, Career Planning, Change Management, Organizational Development, and People Management (for MBA and EMBA students), Strategic HR Management and Compensation& Benefits Management (for HR professionals)

 Organizational Development

• Partnered with senior leadership team to lead significant people change activities
• Facilitated teambuilding within multicultural teams and cross-functional teams  to increase communication effectiveness, trust and mutual cooperation for  driving the regionalization and business transformation initiatives
• Conducted pre-acquisition management due diligence and provided integration and on-boarding coaching to executive team
• Provided consulting to Executive leaders on organizational design, HR Strategy and Human Capital Planning,  HR policies and procedures and employee engagement initiatives
• Led organization design activities and facilitated change management; managed organization culture activities and business transformation initiatives
• Was responsible for organization engagement initiatives
• Developed and implemented in-house mentoring program, including researching best practices, establishing procedures and tip sheets, application proposals analysis, selection,  and evaluation 
• Led HR related training on topics including Compensation, Career Development and Performance Management to increase the ability of managers to independently resolve employee relation issues and facilitate change management

Strategic HR Management and HR Consulting

• Developed and implemented HR strategy for client organizations
• Developed and implemented HR service model for six client organizations
• Supported start-up projects ( industrial, retail, restaurant business) by attracting senior executive team, efficient on-boarding and managing accelerated development programs
• Oversaw the development and implementation of recruiting strategy and executive recruitment
• Managed executive compensation activities with the Compensation Committee of the Board; oversaw implementation and execution of compensation and mobility programs
•  Was responsible for workforce planning and budgeting process to ensure effective resource strategy and plan
• Oversaw talent management strategy and annual process, executed on senior executive level succession planning and oversaw corporate succession planning process.
• Partnered with senior leadership team to ensure performance management to be embedded in the company culture
• Developed and implemented learning and development strategy that delivered the human capital required to fulfill client’s operating strategy
• Successfully supported  client portfolio of  Service Ontario with more than 3000 employees; actively supported  staff and leaders by offering expert HR and organizational development consulting services
• Supported management through Talent Planning, Annual Merit, Performance Review Process and Employee Engagement Survey  and other  performance management and compensation update procedures
• Provided guidance and assistance to employees and managers on human resource issues including employee relations, conflict resolution, performance and compensation management, harassment investigations, short-term disability, and return-to-work management, and HR policies and programs

CAREER HISTORY

Business Coach and OD consultant 2000 - present

Self-employed

Project List:

• Executive coaching and talent management projects with PROektPRO
• Career consulting with HeadHunter
• HR and Leadership Development Modules for MBA and EMBA programs with State University Higher School of Economics
  
• Corporate MBA Program for Government of Tatarstan with HSE
• Senior Management team assessment and selection for Trevor+
• Organizational Development support for business separation for Gurman Group
• Grading System implementation for Murmansk Commercial seaport
• Competency based selection system for GazInvest
• MBA program localization with Graduate School Esslingen, Hochschule Esslingen, University of Applied Sciences
• AXES Monitor with Axes Management
  
• HR Practicum Program with IDG training centre
• Lead the column in Trade Journal on HR Management
  

Project Coordinator   2012- present

Evolution Consulting

Project List:  Executive coaching projects for Rogers Communication and TD Bank and others, Organizational Development Projects 

 HR Project Analyst   2010-2011

Ontario Public Service, Ministry of Government Services

Project List:  Service Ontario Reorganization, CSR Reclassification, Service Ontario Resiliency, Communications Branch Reorganization, HR Service Excellence Initiative, Payroll Modernization

HR Director    2005-2008

Metalloinvest

Project  list:  Organizational Construction (HQ), 2 M&A projects, Performance Management System Implementation (including KPI and BSC, performance measurement and performance appraisal), Start-up projects (new branches and green fiend plant construction): HR and OD support, Leadership Development Program for Industrial Managers, Executive Coaching projects, Recruitment System Optimization, SAP HCM implementation (Change management support)

HR Business Partner      2003-2005

CHTPZ

Project  list:  Organizational Construction (HQ), Performance Management System Implementation (including KPI and BSC, performance measurement and performance appraisal), Leadersip Development Program for Industrial Managers, Executive Coaching projects, Start-up projects (new branches and green fiend plant construction): HR and OD support, 2 mergers

HR Director    2001-2003

New Impulse

Project list: Start-up Senior Leadership Team Acquisition, On-boarding, Organizational Design, HR function establishment, Mass Recruitment projects for pilot retail launch (10 stores in 1 year), Field Office Training Centre, SAP Implementation (technical recruitment and change management support)

HR Director     1998-1999

Iceberry

Project list:  Start-up support of restaurant business and wholesale branch (including recruitment of senior management team and on-boarding), Service Excellence Retail Project, Incentive Payment Program for Sales, Employee Engagement Program  

HR Director    1995-1998

Felix (www.felix-furniture.com/en)

Project list:  Start-up support of furniture retail and manufacturing, Organizational Design, HR function establishment, OD support for organic growth (5 stores in 2 years)

VOLUNTEER EXPERIENCE

EDUCATION

PUBLICATIONS

Books and Chapters

Svergun, O., Pass, U., Dyakova, D., Novikova, A. (2005) HR practice: as it really happens. Piter, St. Petersburg, 319 p.

Svergun, O. (2000) Psychology of success. AST press, Moscow, 382 p.

Arakelov, G., Svergun, O. (1992) Individual characteristics of emotional reactions in stress. Psychoemotional stress: mechanisms and prophylaxis, E-Book

Recent Articles

Svergun, O. (2012). Efficient exit interview. HR management guide, in press

Svergun, O. (2012). Professional burn-out: diagnostics and prevention. HR Guidelines, in press

Svergun, O. (2012). Gender perspective in management. Deputy Chief Medical Officer, in press

Svergun, O. (2012). Talent Management System. HR management guide, vol. 9

Svergun, O. (2012). Employee engagement as a competitive advantage. HR management guide, vol. 8

Svergun, O. (2012). HR Management: gender strategies. HR management guide, vol. 6

Svergun, O. (2012). Self-leadership. HR management guide, vol. 5

Svergun, O. (2012). Emotional intelligence as a key corporate competency. HR management guide, vol. 3

Svergun, O. (2012). Strength of resistance: an asset for your business. HR management guide, vol. 1

Svergun, O. (2011). Efficient onboarding.  HR management guide, vol. 4

Svergun, O. (2010). Organizational and psychological climate. HR management guide, vol. 8

Svergun, O. (2010). Communication audit.  HR management guide, vol. 6

Svergun, O. (2010). Efficacy assessment of compensation system. HR management guide, vol. 3

Svergun, O. (2010). International trends of labour market during recession HR management guide, vol. 1

Svergun, O. (2009). Resistance to change: crowd effect or individual sabotage. HR management guide, vol. 12

Svergun, O. (2009). Optimization of personnel expenses.  HR management guide, vol. 4

Svergun, O. (2009). Management by values as a crisis technology.  HR management guide, vol. 1

Svergun, O. (2008). Corporate university: how to begin. HR management guide, vol. 11, 12

Svergun, O. (2008). Organizational structure management.  HR management guide, vol. 9

Svergun, O. (2008). Stress management corporate program.  HR management guide, vol. 8