Led HR strategy and organizational transformation in one of Lithuania’s largest public transport companies, partnering with executive leadership to strengthen workforce planning, labor relations, HR governance and culture change. Key impact: Negotiated and maintained constructive partnerships with trade unions, reaching agreements on critical labor and workforce topics. Designed and implemented a company-wide HR Policy framework aligned with strategic goals and operational needs. Delivered a comprehensive compensation benchmarking review and updated the remuneration policy to improve internal equity and market competitiveness. Launched recruitment and e-learning systems, improving hiring execution and accelerating onboarding and capability development. Increased employee engagement by +10% within the first year by introducing targeted initiatives and strengthening manager routines. Core areas: HR Strategy, Workforce Planning, Labor Relations & Negotiation, Compensation & Benefits, Culture & Change, HR Systems (Recruitment &Learning)

Built and strengthened the HR function and people operations, focusing on HR systems, process efficiency and engagement improvements across the organization. Key impact: Completed the implementation and adoption of a new HR management system, improving data quality and HR service delivery. Ran an employee engagement survey and translated insights into practical action plans with leaders, improving accountability for people initiatives. Optimized HR processes and operating model, achieving reduction in HR headcount while increasing efficiency and service consistency. Core areas: HR Operations, HRIS Implementation, Employee Engagement, Process Optimization, HR Operating Model

Developed a sustainable talent acquisition and onboarding strategy to secure business-critical competencies at scale, combining process excellence, stakeholder management and HR systems implementation. Key impact: Designed and deployed SAP SuccessFactors recruitment and onboarding modules, enabling standardized workflows and better candidate/employee experience. Built and optimized end-to-end recruitment and onboarding processes across the organization (governance, roles, SLAs, quality controls).Supported HR strategy development by providing labor market insights and pipeline planning for critical roles. Initiated updates to railway profession training programs in partnership with educational institutions to strengthen long-term talent supply. Core areas: Talent Acquisition Strategy, Executive Search, Recruitment Operations, Onboarding, HRIS (SAP SuccessFactors), Employer Partnerships

Led HR strategy in a fast-growing logistics group, scaling people operations while strengthening leadership capability and building a values-based culture during rapid expansion. Key impact: Managed HR and organizational change through a high-growth phase, ensuring scalable structures, clear roles and consistent management practices. Established an internal Leadership Academy to develop leaders and build a sustainable talent pipeline. Implemented a comprehensive e-learning system, enabling consistent onboarding and ongoing capability development at scale. Strengthened and professionalized the employer brand, improving attraction and retention in a competitive labor market. Scaled the administrative team from ~100 to ~1,200 and the total workforce from ~1,200 to ~11,000, evolving HR processes, HR service delivery and leadership routines to match growth. Co-created and embedded the company’s Vision, Mission and Values, translating them into observable behaviors and leadership expectations. Core areas: Scaling HR, Organizational Development, Leadership Development, Culture & Values, Change Management, Employer Branding, HR Systems

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Turing College

2025 - 2025