Inna Uvarova

Senior / Executive recruiter @Business Careers Consulting

FranceLife Coaching🗿 HR🧨 ConsultingHead HunterHR DirectorRecruiterHR consultantHR Business PartnerTraining&Development SpecialistHR AnalystAdvisorAssociate Partner

Inna Uvarova is a seasoned Senior/Executive Recruiter with a transverse international experience across multiple industries - consulting, IT, finance and banking, gaming, fintech, insurance, FMCG, construction, energy. She brings a wealth of experience in the recruitment field, having worked with several high-profile clients to source and secure top-level executives for their companies, along with successfully placing professionals with the highly demanded skills in IT industry. Inna possesses a deep understanding of the nuances of talent acquisition and executive search, and she leverages this knowledge to identify and attract the best talent in the industry. Inna's expertise extends beyond simple recruitment, as she is also skilled in areas such as talent management, strategic planning, and human resources. Her comprehensive approach to recruitment has enabled her to consistently deliver exceptional results for her clients. Inna is recognized for her excellent communication skills, her keen eye for talent, and her commitment to ensuring the best fit for both candidate and company.

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Work Background

Inna UvaHealth Mentor for High Performers

Feb. 2024

ReplyHead of Recruitment France Benelux

Jan. 2022 - Feb. 2024FranceI manage a team of recruiters in France & Benelux countries, helping various group's business units to meet their needs in graduate and senior profiles hiring in a challenging fast-growing environment by emphasising on employer branding and relationships with universities. IT and Finance profiles. Support the key stakeholders in development recruitment strategy.

ReplyRecruitment Consultant

Aug. 2021 - Dec. 2021Paris, Île-de-France, France

InVision360Managing Partner

Jan. 2012 - Oct. 2021Paris, FranceRecruitment and HR consulting services to various SME and corporate clients. The industries included insurance, oil&gas, biotech, banking, construction, real estate, tech. The focus is on making Human Capital an efficient tool that positively impacts a company growth via aligning the whole HR system, its policies and operations, with the company's main goal and strategy and developing metrics to monitor it. The scope of the services includes development of recruitment and talent management programs and policies, workforce planning, organizational design, development of a learning culture in a company to ensure continued success. As a response to the “new reality of work” during 2020 I developed several measures to address this shift and support a flawless continuity of operations. The most significant included enhanced attention to employee experience, digitalization, remote team shaping and management.

TZ PartnersSenior HR Consultant

Dec. 2007 - Nov. 2011Kyiv, Ukraine · On-siteRecruitment & HR Consulting to a wide range of clients across multiple sectors in Ukraine and European Union countries. Accompanied clients in building employee-oriented culture, emphasizing candidate and employee experience, continuous improvement, teamwork, and high-performance. Created strategic plans, comprising recruitment and L&D.

PepsiCoHR Senior Manager and Quality Insurance Lead for Sandora LLC; HR Acquisition Lead for Sandora LLC

Sep. 2001 - Dec. 2007Kyiv, Ukraine · On-siteManaged and secured the ISO 9001/10018 certification process for People Involvement and Competence across Sandora Divisions (more than 2000 employees). Built the ISO compliant documentation for procedures and methods to assess people in organizational settings. Managed subsidiaries HR activities/standards and acted as an escalation point for subsidiary HR Managers. Led a team in charge of HR integration strategy for PepsiCo during Sandora company acquisition to align People processes across two companies. Managed systems integration, secured on-time go-live. Developed a portfolio of new People processes from recruiting, onboarding to career development and retention policies, reducing expected post-merger attrition rate from 30% to 10%.