Larissa Lebedenko is a highly motivated HR professional with 17 years of experience in management and HR. She has a passion for people and teams. Her strong communication and problem-solving skills along with experience in HR, project management, change management and business optimization.
She has held senior HR roles at several large employers, developing the HR function from start-up to $150 million businesses. Most recently, she led an integration project combining two large coffee companies. She is skilled in talent acquisition, development, training and performance management.
1. Larissa Lebedenko
Highly motivated, people and team oriented HR
professional with 17 years of management
experience. Passionate and influencing leader
with strong communication and problem
solving skills, vast experience in all HR spheres
as well as in project management, internal
communications, strategic and change
management, business processes optimization.
3. 3
Tebodin Ukraine, Dutch Consulting and Engineering
Company
Naukova Dumka (Thientific Thought), Publishing House,
Academy of Science of Ukraine
AVON Cosmetics Ukraine
My
work
history
2
MY EMPLOYERS:
3
4
Douwe Egberts Master Blenders (currently – JDE),
Amsterdam, The Netherlands
1
4. C
Experience:
15 years HR experience ,
developed HR function from “0”,
went through the full cycle of
company development - from
start up to more than
$150 mln. Business (Avon)
New experience in DE - integration project
My unique value as HR professional:
Change Agent:
Acted as a driver of many
changes in the company,
e.g. HR Business Partnership
implementation, downsizing
during crisis , etc. in Avon
Integration of 2 companies in DE
Values and Corporate
Culture Bearer :
Avon is known in Ukrainian
market by its atmosphere
and unique corporate culture.
Implementation of new culture
in Joint Venture (JDE)
Working in new culture in Holland
Talent Developer:
I’m strong in identifying
potential talents and
develop them. Ukraine is pool
of talents for Avon world.
E.g. Now 9 Ukrainians work
as GMs and Sr. Leaders in other
Avon countries.
5. Professional Experience as a Head of HR
5
Talent Acquisition
Assessment Centers
Recruiting and Interviewing (Behavioral, by Competencies, etc.)
Recruitment tools (Hogan, Thomas, etc.)
On-Boarding
Orientation Programs for newcomers
New Leaders Integration Program
Welcome on-Board Program
Talent
Management
Talent Planning, HiPo identification
Succession Planning
Career Development
Training &
Development
Training and Education Curriculum
Coaching and Mentoring
Talent Academy
Performance
Management
Performance Review
Performance Improvement Process
Feedback culture
6. Professional Experience (cont.)
6
Organization
Development
Org. Design: org. structures optimization, Headcount control
Reorganization: Job Elimination, Mapping
Exit Support
Compensation &
Benefits
C&B Strategy, Incentive and Rewards programs, Retention Programs
Salary Surveys Analysis
Grading system and salary scales
Engagement
Corporate Culture and Employees loyalty driving
Culture and Engagement Survey
Company events to support engagement level
Internal
Communications
Company Events
Company Magazine and leaflets
Open Days and HR Advisors
HR Branding
Leadership Competencies implementation
Career page on intranet and Career-expo on-line,
Communication campaign, articles, video, etc.
7. …as a member of Board of Directors in Avon…
7
• Plan, direct and
control all HR
activities;
• Establish
company policies
and procedures
• EVP deliver
• Manage HR
Department
which consists of
12 associates;
• Budgeting and
forecasting of
expenses of HR
Department
• Working in
matrix with
Regional and
Global HR
structures
• Local HR Strategy
develop
Business Strategy Support
HR Management
• Support
Corporate
standards;
• Ethics and
Compliance;
• Code of Conduct
8. DE Master Blenders: Integration Project
Launch of new coffee company JDE – Jacobs
Douwe Egberts (DEMB and Mondelez):
•Cultural transformation
•Organizational integration
•Implementation of key HR processes:
•Talent Development
•Learning and development
•On-boarding
•Talent Acquisition
•Performance management
•C&B
My
Recent
Projects
9. • Interns are the great base to fill in the pool of talent. Now 23 carefully
selected Interns are our Emerging Talents in HiPo pool.
• Another benefit of the program is a positive impact on employer brand
My
Recent
Projects
Internship Program
10. • Generation-A development platform is aimed to accelerated
development of successors for key positions. It’s 1-year program.
• 80% participants got a promotion within a year after the Program.
My
Recent
Projects
11. • Goal – to provide reliable support from Office to the Field and increase
engagement of office employees by involving them in the Field processes.
• New Communication platform
• Focused Training concept
My
Recent
Projects
From Avon with Love
