CURRICULUMVITAE: VIKTOR KACHURIN, ASSOC CIPD

Astana, Kazakhstan • Cell: +770********

Email: ac2eik@r.postjobfree.com • Nationality: Kazakhstan Languages: Russian - native, English – Upper-Intermediate, Kazakh – Beginner CAREER OBJECTIVE

To use my skills in the best possible way for achieving the company’s goals, to support company’s strategy by developing and updating HR strategy and improving practice of HRM, to solve problems in an effective/creative manner in a challenging position. Seeking a responsible job with an opportunity for professional challenges: HR Director, HR Business Partner.

EXECUTIVE SUMMARY

Dynamic experienced Leader with creativity, with the practical skills of building HR management system based on both the development and transformation of HR-processes in interconnection with top-management. The experience of the head in HR includes 11 years of operating and 5 years of project activity, incl. more than 12 years in the head office of a large holding company. Focused on HR-decisions that deliver money to business, ensure forming sustainability of organizational competitive advantages, and effectiveness in the context of the company's business strategy. Can work in a multinational and multi-cultural environment, is able to reveal the potential of the HR team. Day-to-day HR activities organizes in the context of the strategic vision, mission and values, and timely solution of business problems. Has extensive practical knowledge and skills in the field of HR management, economics and management, labor law, able to take responsibility and resolve difficult situations, has the propensity to help staff do a job better in conditions of changes in the market environment and technology.

EXPERTISE IN

• HR Strategy & Policies &

HR Research Methods

• Resourcing, Talent &

Reward Management

• Performance & Motivation

Management

• Business Process

Reengineering & Project

Management

• Organizational Design & Change

Management

• Employment Relations & Labour

Legislation

• International HRM

EDUCATION

Kingston University, UK

M.Sc. with Commendation (CIPD Approved centre, Level 7) in International Human Resource Management, 2013-2015

International Institute of Management LINK, Moscow MBA, Business Administration, 2004 - 2007

The Open University, UK

Dip Mgmt (Open), Business Administration, 2004 - 2006 North Ossetian State University, Vladikavkaz

Master (Diploma with distinction), Labor Economics, 1981 - 1988 EXPERIENCE

Businesses and organizations, Astana, July 2016 – until now (6 months) Freelance HR Management consultant.

HR services:

• Development of HR policies and procedures, job grading, development of reward systems and KPIs Page 2

• Conduct an assessment of motivation and corporate culture in terms of achieving the organization's objectives and rising financial results, recommendations how to manage it

• Advising on the development of organizational policies and procedures

• Advising on labour legislation Issues

Services in the field of management accounting:

• Break-even analysis, on process cost accounting, distribution of overheads, budgeting and analysis of deviations, forecasting based on linear regression analysis, adoption of short-term solutions Projects within the curriculum of Kingston University, September 2013 - June 2015 (1 years 10 months)

HR Researcher.

• Research of the influence of corporate culture on motivation, elaboration of recommendations

• Talent management in international companies

• Legislation and practice of employee termination in Singapore and UAE from an International Labour Standards perspective

• Reward management strategy

• Research of the influence of job characteristics on motivation, elaboration of measures ENRC Business & Technology Services, Astana, September 2009 - July 2014 (4 years 11 months) Leader of HR/org. design project team. SPV to implement Global Business Transformation Programme ENRC Group (60,000 employees). Report directly to General Director of SPV. Perform a key role in the transformation of the HR function and implementation of international best practices. Analysis of HR processes “As is”, design the full scope of HR processes "To be" (including KPI of the processes) based on best practices (from Accenture, Deloitte), with the involvement of stakeholders. Harmonization of configuration data of HR field for use in SAP system. Development of organizational design methodology based on the best practices («One6»), in consideration of the local specific, the implementation of org. structure "top-down" (template) and "bottom-up" (designed on the basis of roles), with the involvement of stakeholders. Development of requirements for the roles, support the harmonization of roles in all process areas. Cooperation with central and local change managers in developing and implementing change management plan in area of organizational design, creating effective communication and reducing of possible resistance. Management of Central

(5-7 pers.) and local (8-10 pers.) project teams in the field of HR and org. design. Key achievements:

Template solution for HR function (more than 80 processes at level 4, with step-by-step description) for the Group entities (60,000 employees)

Implementation of HR project OM&PA in the enterprise with a total head count of 6800 people

(using reengineering of HR processes, legacy and SAP systems)

Implementation of HR project OM&PA&TM in the company with a total head count of 18,000 employees (using reengineering of HR processes and SAP system) including reporting templates

Organisational design “Top down” and “Bottom up” ENRC Kazakhstan, Astana, May 2007 - August 2009 (2 year 4 months) Deputy Personnel Director, Personnel Director. One of the world's leading groups of companies in the mining and processing of mineral resources is included in the FTSE 100 index in March 2008

(60,000 employees). Report directly to President of Group of the companies. Execution of the gradual transformation of the HR from administrative role to strategic business partner. The development of strategic approaches HRM for the Group, compensation policy, KPI policy, analysis of staff costs. Development of uniform HR-policies and procedures, the Group's HR programs, HR-policies and regulations, JD for managing office staff of the Group. Direct HR in the management office of the Group, including the recruitment, selection and hiring, compensation and benefits, professional development plans, the formation of the annual budget for the training, procurement organization for medical insurance of employees, of recruiting key professionals and decision makers. HR support of creation of Central Team for SPV to implement Global Business Transformation Programme ENRC Page 3

Group. Development of proposals on improvement of labor legislation and social partnership

(economic aspects of General and Industry agreements), representing the interests of the Group on these issues in the working groups of government bodies and the Parliament of the Republic of Kazakhstan. Preparing expert opinions on draft legal acts in terms of labor and related legislation within the framework of public-private partnership. Key achievements:

HRM model, analytical data and issues for Board of Directors, Improving orientation of personnel on the strategy (presented to the Board of Directors)

Policies and regulations regarding the hiring, social benefits, assessing the competence of personnel; The concept of evaluation of personnel, annual training plans for managers, the model contract for training

Management reporting forms on staff, guidelines for their filling, analytical indicators forms of personnel costs

The concept of strategic vision of the Charity Fund of the Group

More than 150 adopted amendments to the draft of Labour Code of the Republic of Kazakhstan, to the draft of General and Industrial agreements in the context of the balance of interests of the employer and the employee

More than 18 expert opinions on drafts of labor and related legislation within the framework of public-private partnership

Eurasian Industrial Association, Almaty-Astana, October 2001 - April 2007 (5 years 7 months) Compensation and Benefits Director. The leading group of companies in Kazakhstan in the mining and processing of mineral resources (60,000 employees). Report directly to Vise-President of finance of Group of the companies. A key role in the coordination of the labour economics matters and salary within the Group. Development of theoretical issues of labor economics for use in the practice of enterprises. Ensuring rational use of the wage fund and other personnel costs, maintaining the optimal number of staff on the basis of monthly monitoring and comparative analysis of indicators on labor and wages within the Group, of analysis of the composition and structure of payroll payments. Preparation draft of decisions on issues connected to the economic calculations on labor, payments under the collective agreement and taxation. Analysis of the performance, effectiveness and efficiency of labor, of working conditions. Analysis of remuneration systems and material incentives. Methodological support for labor and wages, expert review services of rationing of work and calculation rates. Development of proposals on improvement of labor legislation and social partnership (economic aspects of General and Industry agreements), representing the interests of the Group on these issues in the working groups of government bodies and the Parliament of the Republic of Kazakhstan.

Key achievements:

Strategic Concept of modernization the personnel management system in the Group, suggestions to President of the Group on retaining and attracting staff, HR issues for the Board of Directors

Determine of the main objectives, main tasks, functions of HR service of the Group

Rationales and draft decisions for the Board of Directors to increase the level of salaries within companies of the Group (including the analysis of external and internal environment), on establishing and changing limits of travel expenses

Conclusions on headcount changes calculations, the appropriateness of these or other methods of rationing of work, and recommendations on the basis of the results of the analysis of labor expenditures, conclusions on economic effect of innovations, cost savings of about $ 0.5 million annually

Proposals for the unification of approaches to calculation of the variables and semi-variable personnel costs in accounting

Guidelines for the calculation of staff by activities, for accounting of particular positions as the administrative staff, the methods of calculation of the headcount, the calculation of turnover, productivity, costs on staff by item of expenditure in the statistical and management reporting, Page 4

changes in salary elements, charting the organizational management structure and etc.

Approaches to the formation of tariff policy (tariff rates, tariff ratio coefficients)

Regulation on Remuneration, the Regulation on bonus payment in head office

More than 200 adopted amendments to the draft of Labour Code of the Republic of Kazakhstan, to the draft of General and Industrial agreements in the context of the balance of interests of the employer and the employee

Pension fund "Senim", Almaty, August 2000 - October 2001 (1 year 3 months) Deputy Head of Management to attract individual depositors. Pension fund established for employees of the Kazakhstan Group of the companies in the field of extraction and processing of mineral resources. A role on management the activities to attract depositors, including: methodological support to attract depositors; the development of documentation, manuals and instructions; development of information materials on work with depositors, the development of advertising products; the development of job descriptions, identification of job titles based on the functions performed; brand building activities of the pension fund. Key achievements:

Business Strategy for a leading quality pension services, development of offices and agent points

Suggestions for the Board of pension fund to increase the share of the pension fund on the pension services market

Uniform requirements for the structure and content of the job description, the provisions of the regional offices, the form and content of the Agent Agreement on attracting and informing depositors

The concept of forming the wage system, the provisions on payment of regional representatives

Nomenclature of Affairs and individual forms of documents of records and reports of regional representation, clarification on the attractiveness of pension savings through voluntary contributions

Documentation and procedures for the appraisal of the central office staff

Proposals for the optimization of the organizational management structure Turgay Bauxite Ore JSC "Aluminium of Kazakhstan", Arkalyk, June 1997 - August 2000 (3 years 3 months)

Deputy Personnel Director. The company on mining bauxite ore and refractory clay (1600 employees). The role on managing matters of labour, wages, and personnel records. Preparing plans for headcount and budgets for salaries for each year, sections of the annual business plan in part of the staff, reports on their implementation. Development of organizational management structures, staffing levels, tarif rates, salary schemes, regulations on bonus payment. Managing salaries by category of staff according to importance in company results, development KPI and conditions for bonuses, monitoring of execution and analysis. Reports and analysis of metrics on labor, statistical reporting on labour. Development and improvement of employee contracts. Testing of candidates for managerial skills for positions of middle management (in hiring and career advancement), blue-collar job - on the propensity for alcohol. Organization of certification of workplaces, personnel assessment. Key achievements:

Minimal deviations between the plan for labor, an annual budget of wages and the actual implementation

Regulations on the hiring system under contract, samples of the contracts

Documents and procedures to assess the managerial qualities of staff; test on the general level of intelligence

Uniform requirements for the structure and content of the sections of the job description and provisions about subdivision

More than 160 job descriptions and more than 50 provisions of subdivisions Torgay Regional Management of the Economy, Arkalyk, Page 5

January 1996 - June 1997 (1 year 6 months)

First Deputy Head. State management body (32 pers.). The role of the region's economic management. Analysis of the development of small and medium-sized businesses, the region's industries, the dynamics of consumer prices, the situation in financial and fiscal area, the main indicators of social sphere. Prepare and update annual forecasts of socio-economic development of the area, the definition of priorities for development of product markets of the region. The development of economic plans of Turgay region, organizational activities, the formation of action plans for state support of development of small entrepreneurship; identification of promising investment projects. Analysis of indicators and preparation of the information on the rating evaluation of Arkalyk city Head and District Heads based on the dynamics of socio-economic development. Preparation of information on the results of socio-economic development of the region, the annual budget execution. Control the execution of economic plans of Turgay region (support, monitoring of execution, performance reporting). Organization Management. Key achievements:

The action plan of Regional Akim on deepening reforms, the reports on its implementation

Draft of decision of Regional Akim to ensure the development of industrial potential and broaden the base of economic growth in the region

Draft of the Center of scientific-technical and humanitarian information of area (rationale, cost estimates, a plan to create, provision, draft decision) COMPUTER SKILLS

MS Word, MS Excel, MS PowerPoint, Outlook, ARIS, MS Project, MS Visio, SPSS Statistics TRAINING & SERTIFICATES

CIMA P1 course. Certificate of Al-Terra International Online Center. 54 hours. 20.03.2017- 12.05.2017

The International Association of Accounting Professionals (IAAP) Certificate of Al-Terra International Online Center. 100 hours. 15.12.2016-13.03.2017.

Strategic Human Resources. LinkedIn, October 2016.

Budgeting. LinkedIn, October 2016.

Change Management. LinkedIn, October 2016.

Assoc CIPD. Certificate of meeting the professional standards required as an Associate of the CIPD, the professional body for HR and people development, and entitled to use the designation 'Assoc CIPD' and is bound by the CIPD's Code of Professional Conduct, 02 July 2015.

Сертификат за участие в международнои конференции Eurasian HR-Congress «Путь Первых: идеи, технологии, достижения», Алматы, 19-20.05.2011.

Сертификат об обучении по командообразовательнои программе «Веревочныи курс». Тренинговая компания DREAM TEAM, 12.05.2011.

Свидетельство об участии в семинаре «HR050 Бизнес-процессы в Управлении персоналом», Информационно-сервисныи центр САП СНГ, Москва, 25-29.10.2010.

Свидетельство об участии в семинаре SAPPMM «Методология управления проектами». Информационно-сервисныи центр САП СНГ, Астана, 9-11.06.2010.

Certificate “Complexity of International Business Management”. Yale University, Professor of Public Policy and Management & Political Science Theodor Marmor in Astana, 22.01.2010.

Сертификат по курсу «Стратегия». Международныи институт менеджмента ЛИНК (223 учебных часов), Х1377640 0415-06, Жуковскии, 2006.

Сертификат по программе «Посредничество в разрешении конфликтов». Санкт- Петербургскии Государственныи Университет, Центр разрешения конфликтов, февраль 2005.

Certificate for completion of specialized international training of theory and practice in conflict resolution. Russian-American program on Conflictology (R-APC), Conflict Resolution, Research and Page 6

Resource Institute, Inc. (CRI), N 145, 16.02.2005.

Certificate “Strategic Management”. Kazakhstan-Japan Center for Human Development, BC 2-0301- 0031, 13-24.01.2003.

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