Murad Buildings is opening a vacancy for an HR Director.

More than five years of my professional life have been connected with this company. However, due to health reasons, I have to gradually pass this role on.

Therefore, I want to personally invite HR Directors who are interested in scale, complex tasks, and the opportunity to truly influence the business.

What is already in place within the HR function:

— preboarding and onboarding are automated in Bitrix24; — recruitment is digitized: funnels, processes, and key HR frameworks have been established; — the Hay Group grading system is used; — approaches to KPIs, bonuses, and total rewards have been established; — personnel record keeping, managerial HR accounting, and reporting are automated in 1C:ZUP; — there is a system for employee assessment and development, assessment centers, and individual development plans; — a significant part of HR business processes has been described.

At the same time, I would not say that everything is finished. On the contrary, the foundation is there, much is digitized and automated, but the system can and should be developed further.

The team is young and strong, but the new HR structure is still being formed: there are open positions and the opportunity to complete the team, including according to your own vision.

And an important point: at Murad Buildings, HR is not just perceived as a service function. It is a strategic partner of the business and a participant in management decisions.

Therefore, for the new HRD, there is a base, space for changes, and a real zone of influence.

Expectations for the HR Director position:

For us, the HR Director is, first and foremost, a strategic business partner. We are looking for a person with systemic thinking, strong communication skills, and the ability to comprehensively manage the entire HR function: from recruitment, adaptation, and development to C&B, performance management, HR analytics, and organizational development.

I myself am leaving the position due to health reasons, but I plan to support the new HR Director for the first 3–4 months and transfer all current processes, approaches, and accumulated context.

Experience specifically in development will be an additional advantage. This is truly important for us: development is not just construction. It is simultaneously product, finance, investment, project management, sales, and construction, and understanding this connection strongly influences the speed of adaptation in the role.