Nina Covalenco-Malbas

Strategic HR Leadership

• Develop and implement HR strategies that align with the organization's goals and objectives.
• Serve as a trusted advisor to the executive team on HR and organizational matters.
• Lead workforce planning initiatives to support business growth.
• Optimize ability to deliver a more scalable team member experience that makes it more effortless for team members and leaders to access accurate policy, benefit and resource/help information. Leverage technology investments for greater system self-service, AI chatbots, and tracked inquiries/trends. Decreased time spent by team members trying to find answers and improved alignment on policies and programs.

Talent Acquisition & Retention

• Oversee talent acquisition strategies to attract top talent.
• Develop retention programs to maintain high employee satisfaction and reduce turnover.
• Implement succession planning to ensure leadership continuity.
• Develop future-state organization design to provide greater productivity and team member experience in roles. Job design/leveling, along with compensation philosophy/structure, to meet the path/scalability we need with how roles are evolving – especially with larger teams allowing for more leveling and the use of AI impacting roles.

Employee Engagement & Culture

• Drive initiatives that foster a positive and inclusive company culture.
• Lead employee engagement programs and surveys to measure and improve workplace satisfaction.
• Champion diversity, equity, and inclusion (DEI) efforts across the organization.

Performance Management & Development

• Oversee the design and execution of performance management processes.
• Implement leadership development programs to build future leaders.
• Facilitate employee development and continuous learning opportunities.
• Leadership capabilities enhancement to better position managers to foresee, address, and lead in a global, remote-first environment. Execute on alignment of new leadership framework competencies in talent life cycle for leaders. The framework and competencies were incorporated in training, performance management, and hiring/promotionsRoll out of baseline management training reduced risks and liabilities associated with employment laws, as well as performance and productivity concerns for team members.

Compensation & Benefits Strategy

• Develop and manage competitive compensation and benefits strategies to attract and retain top talent.
• Ensure compliance with labor laws and regulations concerning pay and benefits.
• Conduct regular benchmarking to ensure market competitiveness.
• Global talent strategy to more clearly identify benefits/risks with talent in different countries that better informs talent planning and decisions. Strategy globally aligned, while being locally refined to all the countries the entity is operating in.

Change Management & Organizational Development

• Lead organizational change initiatives, ensuring smooth transitions during restructuring, mergers, and other changes.
• Partner with business leaders to drive organizational effectiveness and alignment with the company's goals.
• Act as a coach and mentor to senior leaders on people management and organizational development.

Employee Relations & Compliance

• Oversee employee relations, ensuring a fair and respectful workplace.
• Ensure compliance with local, state, and federal employment laws and regulations.
• Manage conflict resolution, investigations, and disciplinary actions when necessary.

HR Metrics & Reporting

• Develop and track key HR metrics, such as employee turnover, satisfaction, and productivity.
• Provide regular reporting to senior leadership on HR performance and business impacts.
• Use data-driven insights to improve HR strategies and initiatives.

HR Technology & Innovation

• Evaluate and implement HR technology solutions to streamline processes (HRIS, payroll systems, performance management tools, etc.).
• Stay current on industry trends and innovations that can improve HR practices and employee experiences.

Leadership & Team Management

• Manage and mentor the HR team, ensuring alignment with the overall HR strategy.
• Foster a collaborative and high-performing HR department.
• Create a culture of accountability, transparency, and innovation within the HR function.

Risks and Liabilities

• Compliance & Operational Excellence Enhancement - needed to limit risks and liabilities, as well as improving upon team member experience. Various processes that were inefficient, such as leaves management, onboarding/offboarding, benefits enrollment, etc., which relied heavily on Slack and email, were improved by leveraging workflow capabilities within systems.

• HR Strategy Development
• Talent Acquisition & Recruitment
• Employee Onboarding/Offboarding & Development
• Performance Management
• Employee Relations & Conflict Resolution
• Compensation & Benefits Management
• Compliance & Risk Management
• Organizational Culture, Values & Employee Engagement
• Diversity, Equity & Inclusion
• HR Policies & Procedures
• Change Management
• HR Metrics & Reporting
• HR Technology & Systems
• Leadership & Team Development
• Succession Planning

• HR Strategy Development
• Talent Acquisition & Recruitment
• Employee Onboarding/Offboarding & Development
• Performance Management
• Employee Relations & Conflict Resolution
• Compensation & Benefits Management
• Compliance & Risk Management
• Organizational Culture, Values & Employee Engagement
• Diversity, Equity & Inclusion
• HR Policies & Procedures
• Change Management
• HR Metrics & Reporting
• HR Technology & Systems
• Leadership & Team Development
• Succession Planning

• Post and manage job adverts for in-house positions
• Screen CVs
• Recruit experts for international projects
• Ensure the compliance of selected candidates to the job requirements and/or Terms of Reference
• Maintain active networking and database search
• Research on job portals and social media
• Headhunting
• Write interview notes
• Maintain and update HR data base
• Prepare of relevant documents for tender applications

• Post and manage job adverts for in-house, remote and freelance positions
• Maintain the work structure by updating job requirements and job descriptions for all positions
• Maintain organization staff by establishing a recruiting, testing, and interviewing program
• Counseling managers on candidate selection
• Conduct and analyze exit interviews and recommending changes
• Ensure planning, monitoring, and appraisal of employee work results
• Schedule management conferences with employees
• Discuss and resolve employee grievances and counsel employees and supervisors.
• Maintain employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends; direct the processing of benefit claims
• Recommend benefit programs to management
• Ensure legal compliance by monitoring and implementing applicable human resource state requirements and maintaining records
• Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures
• Maintain staff’s job results by counseling and disciplining employees: planning, monitoring, and appraising job results
• Contribute to team effort by accomplishing related results as needed
• Organize and conduct team building events

• Overall responsibility for all administration, logistics and operation aspects of the company
• Management of supplier invoices, payment to suppliers
• Secretarial services: filling, answering phones, scheduling and coordinating meetings
• Manage invoices, reports required by the local accounting, payroll, finance & legal advisor/office
• Maintain continuous daily contact with head-office and update on all matters
• Knowledge and update of legislation & regulations relevant for the operation of the company, including labour legislation
• Recruiting personnel, schedule & conduct interviews, develop & post job adverts, job orders and other relevant documentation related to HR
• Keep discrete approach towards information revealed from the head-office and maintain confidentiality
• Other duties as required