AI in everyday HR
I test AI tools in HR work and bring the ones that save time into the team's routine: sourcing, documentation, analytics, internal communication.
People & Organization
Iuliia Kuvshinova
Head of HR · HR Business Partner
AI enthusiast · Workplace wellbeing advocate
I build HR from scratch in fast-growing IT and iGaming companies. 11+ years in people management, 6 in tech. I design employee experience like a product: map the journey, find the friction, test the fix, measure the result. HR analytics is my early-warning system: eNPS, turnover and mood data show me where to look before a problem grows.
Domains
- iGaming
- Outstaffing
- Software development
- Retail
2,000+
hours of 1:1 conversations
Over 11 years in HR
2×
faster onboarding
Notix.Games
−30%
staff turnover
Notix.Games · KODE
40+
corporate events, up to 200+ guests
KODE
20+
HR processes built from scratch
Across 4 companies
Functions led
HR · Recruiting · Office management
Across 4 companies in iGaming, IT and retail
Latest learning · 2026
SHRM Learning System (CP / SCP prep)
Cyprus Employment Law & EU Pay Transparency
Skills & toolkit
Hard skills
What I know how to do
Strategy & organisation
- HR strategy development & implementation
- Strategic workforce planning
- Organizational design & development
- HR metrics
- Change management
People
- Talent acquisition strategy
- Full-cycle recruiting
- Job analysis & job descriptions
- Onboarding & adaptation
- Engagement & retention programs
- Performance management
- Team lead coaching
- Offboarding & exit interviews
- Learning & career development
- Total rewards & compensation design
- Knowledge management
Culture, brand & engagement
- EVP development & implementation
- Employer brand management
- Corporate culture
- Internal communications
- Corporate events
- Mood monitoring & eNPS
Relations, risk & compliance
- Employee & labor relations
- Dispute resolution & discipline
- Enterprise risk management
- Cyprus employment law
- EU Pay Transparency Directive
- HR policy writing
- ISO/IEC 27001 HR controls
- HR records management
- CSR & sustainability strategy
Data & technology
- HR analytics & statistics
- Data-driven decision making
- HRIS selection & implementation
- Vendor & outsourcing management
Tools
What I work in
- HuntFlow
- BambooHR
- Bitrix24
- Atlassian
- Google Workspace
- MS Teams
- MS Office
- Miro
- Figma
- Discord
Soft skills
What people rely on me for
Emotional intelligence & empathyPsychology and sociology lens; I read emotions, not just words
Active listening2,000+ hours of 1:1 conversations
Coaching & mentoringTeam Lead Club and team lead coaching
Conflict resolutionExit interviews and dismissal process behind −30% turnover
Stakeholder managementLed the HR side of the ISO/IEC 27001 audit across teams
Adaptability & change leadershipMoved 170+ people to remote work; led a company relocation
My approach to HR
Business grows at the speed of its people. I help both move faster.
Now
What I'm championing
Workplace wellbeing
I promote wellbeing as part of HR strategy, not a perk: mood monitoring, healthy workload, support for managers. I write about it on LinkedIn.
Read my posts →Behavioral competencies
How I work and lead
Leadership
Calm, data-informed, strengths-based
I lead calmly and with structure. Decisions rest on facts and data, not on the loudest voice in the room. At the same time I look closely at each person: what drives them and where they are strongest. I build on strengths first and work on weak spots only where the role needs it.
- Calm and structuredClear priorities, no panic in a crisis
- Facts firstMetrics and data before opinions
- Strengths before gapsGrow what works, fix what blocks
- Everyone in their positionClear roles make a team stronger than its stars
Years of playing Dota as a team taught me the rule I use at work: a team wins when every role is clear and every position is covered.
Interpersonal
- Relationship management
- Communication
- Global mindset
Business
- Business acumen
- Consultation
- Analytical aptitude
How I see HR
Three roles, one strategy
A seat at the table
Shape company strategy together with leadership and align HR strategy with it. Bring the people perspective into every major business decision.
Partner to managers
Advise line managers on performance, productivity and satisfaction. Design reward and incentive systems that drive the behaviour the business needs.
Compliance, automated
Keep records and compliance accurate through HRIS and self-service, and outsource non-core tasks so the team can focus on strategic work.
Career timeline
Where I've worked
201520162017201820192020202120222023202420252026
Cases
Context → Action → Result
Head of HR, Notix.Games (Blureva LTD)
Mar 2024 – now · 2 yrs 8 mos · Cyprus · HybridIndustryiGaming
GeographyCyprus
Functions managed
- HR
- Recruiting
ISO/IEC 27001 certification: the HR side
Context
The company went for ISO/IEC 27001 certification. The standard requires people controls across the whole employee lifecycle, and HR policies had to be written and in force before the audit.
Action
Wrote the HR policies and built the people-related controls: background screening, NDAs and employment terms, security awareness for staff, disciplinary and offboarding procedures with access removal.
Result
The company passed the ISO/IEC 27001 audit in November 2025, with the HR controls in place.
Exit system that cut turnover by 30%
Action
Built a dismissal process with exit interviews. Set up regular salary indexation and reviews so that pay stays competitive.
Result
Staff turnover down 30%. Fewer resignations that end with a counteroffer.
Onboarding twice as fast
Action
Rebuilt the onboarding process and created a system of adaptation and training for new employees.
Result
Onboarding time cut in half. Fewer dismissals before the end of probation.
In-house recruiting from scratch
Action
Led the Recruiting department. Built a full-cycle in-house recruiting system, a competency and development map for recruiters, and a knowledge base.
Result
The full hiring cycle now runs in-house, with a trained recruiting team.
Also delivered
- Compensation and motivation policy redesign, which raised eNPS
- Office manager workflow that brought 20% more employees back to the office
- 360 assessment, which built a culture of giving and receiving feedback
- Competency maps for all departments and individual development plans
- 1:1 methodology that reduced the number of requests employees send to HR
- HRM system that shows behavioural trends across the company
- Team Lead Club: team resolution of complex issues and strategic sessions
- HR budgeting with ROI tracking for the HR function
- Shared documentation that replaced scattered files and sped up information flow
- Company merch that raised HR brand recognition
Head of HR, Konig Labs
Nov 2021 – Mar 2023 · 1 yr 5 mos · Kaliningrad · HybridIndustrySoftware development
LocationKaliningrad, Russia
Functions managed
- HR
- Recruiting
- Office management
Relocation and a new legal entity
Action
Organised the relocation of employees.
Result
The company opened an additional legal entity; employees got jobs in an international company.
HR Business Partner, KODE
Feb 2020 – Nov 2021 · 1 yr 10 mos · Kaliningrad · On-siteIndustryIT, app development
Company size170+ employees
LocationKaliningrad, Russia
Functions managed
- HR
- Office management
Digital transformation: remote work on corporate accounts
Context
2020: the company moved to remote work almost overnight. Employees used personal email and messenger accounts for work, so company data lived outside company control.
Action
Coordinated the move to remote work and the switch from personal to corporate accounts for every employee. Built the rules into onboarding and offboarding.
Result
All 170+ employees on corporate accounts. Company data stays in company systems, and access is closed on the day an employee leaves.
1:1 system for 170+ people: retention up 30%
Action
Introduced regular 1:1s for every employee, with tracking of emotional state and eNPS.
Result
Employee retention up 30%.
Full employee lifecycle: turnover down 30%
Action
Built and ran the whole cycle: onboarding, adaptation plans, IDPs, performance review, 360, sentiment monitoring, assessments and exit interviews.
Result
Staff turnover down 30%.
40+ events and an employer brand
Action
Ran 40+ full-cycle events: parties for 200+ people, an off-site for 50, welcome days, demo days, strategic sessions. Built the external brand with universities, internships, city hackathons and government agencies.
Result
Higher staff loyalty and HR brand recognition.
Also delivered
- Internal communities: hobby classes, gaming and educational clubs
- Corporate merch and shared internal documentation
HR Specialist, Bershka
Mar 2015 – Jan 2020 · 4 yrs 11 mos · Kaliningrad · On-siteIndustryFashion retail
My roleStore team & operations
LocationKaliningrad, Russia
Store team turnover down 40%
Action
Ran hiring, adaptation and dismissals. Introduced competency-based STAR interviews. Wrote manuals and training materials.
Result
Turnover down 40%. New hires reached full productivity twice as fast. Shorter time to fill.
Workplace incidents down 50%
Action
Monitored health and safety and emergency compliance, first aid, planned and unplanned evacuation drills.
Result
Workplace incidents down 50%.
Also delivered
- Development programme for promotions that identified and grew talented employees
- Weekly and monthly scheduling and vacation planning in line with labour-hour norms
- Team rituals: daily briefings, staff meetings, team events
Certificates
Certificates & courses
Sep 2026
Completed
SHRM Learning System: SHRM-CP / SHRM-SCP Exam Preparation
Society for Human Resource Management (SHRM), 2025 edition
Jun 2026
Completed
Cyprus Employment Law & Pay Transparency Foundations
Growth People Pro · 8 hours · Cyprus labour system, EU Pay Transparency Directive and Cyprus-specific obligations
Education
University
Bachelor's degree in Tourism
Immanuel Kant Baltic Federal University (IKBFU), Kaliningrad
Contact
Social