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I am a professional with an impressive experience in augmenting business growth possessing allied proficiency in Human Resources. My extensive exposure as an HR and performance manager for organizations of repute gives me a definite edge over my peers. I have developed excellent interpersonal and communication skills that have contributed handsomely to the gross turnover of my employers. I believe my commitment to excellence, ability to work with and lead teams towards achieving great results give me a unique and informed perspective from which I can add significant value to the business and be a valuable team member. More importantly, I am fully capable in presentations and producing professional reports from which to add to the business growth.


Past Experience

  • HR Manager
    June 2015 --- October 2015
    - Developing organization strategies by identifying and researching human resources issues; analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. -Implementation of human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention - Management of human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity and quality; designing systems; accumulating resources; resolving problems; implementing change. - Development of human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. - Accomplishment of special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. - Supporting management by providing human resources advice, counsel, and decisions - Guiding management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. - Compliment with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

  • Group Human Resources Manager
    January 2014 --- November 2014
    •Custodian of effective performance management practices. Implement performance management / talent management initiatives. Ensure that all employees are informed of and trained in the application of the performance management model and system. Monitoring, evaluating and reporting results. Coordinate with all stakeholders to ensure the successful creation, implementation and delivery of the performance management system. •Conduct training needs analysis and designs and implement a training plan with input from line managers. Manage costs to budget. •Establish and conduct orientation for new employees. •Drive HR related cost savings and manage HR budgets •Review all staff salaries increase and promotions requests, make recommendations for pay rises. •Maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. •Maintain a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets;recommending, planning, and implementing pay structure revisions. •Ensure planning, monitoring, and appraisal of employee work results by managers to coach and discipline employees; •Maintain employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; •Design and implement Employee Share Ownership Plan for the company •Develop and draft policies, procedures, employee handbook, HR Strategy and organizational chart. Ensure all policies and procedures are up to date and legally compliant. •Maintain the work structure by updating job requirements and job descriptions for all positions. •Maintain historical human resource records by designing a filing and retrieval system; •Maintain human resource staff job results by counseling and disciplining employees; planning, monitoring.

  • Performance Management/ Air Serbia Project Manager
    May 2006 --- December 2013
    •Etihad Airways, Abu Dhabi, UAE Guest Services Department May 2006- December 2013 Air Serbia Project • Responsible to thoroughly understand and communicate stakeholder requirements to appropriate team members • Establish clear ownership for project tasks • Coordinate and facilitate delivery of project objectives • Proactively communicate project status, issues and risk to management • Assess project issues and identify solutions to meet productivity, quality and goals • Conduct regular meetings with stakeholders • Work collaboratively with other departments • Recruitment for new joiners and internal recruitment • Performance Manager for Air Serbia crew and EY crew seconded to Air Serbia Performance Management • Review organizational goals to relate with preferred organizational outcomes in terms of quality, quantity, cost or timeliness. • Conduct short, regular meetings to discuss and record milestones, accomplishments, successes and challenges as they occur. • Review the achievements, setbacks, development and training that have already been discussed throughout the year — establish goals and a development plan for the coming year. • Deliver regular positive and constructive feedback and specify preferred outcomes • Identify first-level measures by considering most reliable, valid, practical measurements to evaluate the accomplishment of employee’s desired outcomes. • Identify standards for evaluating the achieved outcomes • Document a performance plan that includes measures, desired outcomes, and standards. • Conduct ongoing measurements and observations to track an employee performance • Support employees' professional and career development

  • Guest Relations Supervisor
    August 2005 --- May 2006
    • Providing support and direction to all guest service and related functions in order to ensure the highest standard of service • Record all guest comments and follow up promptly with action, personally or through assistance • Inspection of rooms, VIP rooms, suites accordingly • Assist Front Office in Check-in (VIP arrivals) • Giving information of all facilities and outlets to in-house and out-side guest

  • HR Executive Macedonia (FYROM)
    July 2002 --- March 2005

    • Establish recruiting requirements
    • Plan and manage recruitment and selection of staff
    • Determine applicant requirements by job description and job qualification
    • Determine applicant qualification by interviewing applicants, analizing responses, verifying references, comparing qualifications to job requirenments
    • Plan and conduct new employee orientation
    • Identify and manage training and development needs for employees
    • Develop and implement human resources policies and procedures
    • Administer HR policies and procedures, compensation and benefits
    • Implement and monitor performance management system
    • Handle employee complaints, grievances and disputes
    • Administer employee discipline processes
    • Conduct exit interviews
    • Maintain the human resource information system and employee database

    Maintain knowledge of legal requirements and government reporting regulations affecting HR functions


Self Assessment :
Analytical thinkingAdaptabilityAssertivenessAttention to detailCommunicativeEfficiencyFlexibilityIndependenceProblem solvingProactivityResult OrientedResponsibilityStrivingStrategic thinking


LinkedIn Assessment :
Performance ManagementHuman ResourcesRecruitingEmployee TrainingHR PoliciesHRISInterviewsPolicyEmployee BenefitsDeferred CompensationNew Hire OrientationsPerformance AppraisalmanagementTeam ManagementEmployee EngagementJob DescriptionsTalent ManagementTrainingPersonnel ManagementJob Evaluation

Skills and Expertise

Self Assessment :
Create SOPs Report dataCoach staffDocument employees training requirementsOffice management


  • Master's degree in Human Resources Management and Services from University of Tourism and Management, Skopje, Macedonia in 2015
  • Professional Diploma in HR and planning from Al Ghurair University-Dubai in 2011
  • Bachelor degree in Tourism Management from University of Tourism and Management- Skopje in 2010

Training and Certification

  • Professional diploma in HR Management in 2011 Certification


BrightOwl Assessment:
Self Assessment:
Full Proficiency
Full Proficiency
Full Proficiency
Elementary Proficiency
Full Proficiency

Work Preferences

  • Notice Period:
    1 week
  • Positions I am interested in:
    HR Manager
  • Work From Home:
    Yes, 0 to 1 days per week
  • Work Regime:
    Permanent position
  • International:

Area / Region

Macedonia (FYROM)


Driving License
  • Yes