Daryna Lepenets

Scrum Master Role:

• Coaching the Agile teams to a higher level of maturity by improving their predictability, capacity, and performance
• Ensuring the team adheres to the SAFe and Agile approaches
• Coaching and guiding the Product Owner through complex problem-solving, solution strategy, priorities, backlog health, iteration goals
• Ensuring that the Agile team activities, performance, and deliverables are tracked by metrics accordingly, visualized, and reviewed regularly
• Ongoing cooperation with stakeholders, Business Owners, and Product Owners related to PI Objectives progress, priorities, team performance, and deliverables
• Monitoring progress against established goals, adjusting schedules and resources as needed to keep projects on track
• Providing detailed project status updates to stakeholders and executive management
• Identifying plans and resources required to meet project goals and objectives
• Preparing detailed reports on project status for stakeholders, ensuring transparency and alignment with objectives
• Acting as a Deputy RTE, in case of planned vacation or unplanned leaves (ART events facilitation, ART Reports preparation, processes and practices implementation and creation)

Agile Coach role:

• Working with scrum masters', agile teams' groups and coaching them to upskill and use agile methods to deliver high-quality results
• Providing tools and written materials, assessing performances, providing feedback, responding to inquiries and concerns, promoting Agile principles, and developing optimization strategies
• Guiding and coaching the Teams and ART on how to use Agile/SAFe practices and values while also meeting delivery commitments
• Assisting the projects, and departments within the transformation journey from Scrum to SAFe
• Providing the Agile/SAFe workshops and trainings, acting as a speaker
• Current ART processes reviewing and changes implementation

Delivery Manager role:

• Building high-performing teams through effective recruitment, onboarding, and talent development initiatives
• Developing and maintaining relationships with customers and suppliers through account development
• Planning and budgeting accurately to provide businesses with resources needed to operate smoothly
• Maintaining positive customer relations by addressing problems head-on and implementing successful corrective actions
• Establishing team priorities, maintaining schedules and monitoring performance
• Defining clear targets and objectives and communicating to other team members
• Controlling resources and assets for department activities to comply with industry standards and government regulations

• Conducted daily stand-up meetings, sprint planning sessions, and sprint reviews, ensuring effective communication among team members
• Developed custom Scrum boards for better task tracking and transparency within the team
• Managed product backlog effectively, prioritizing high-value items for faster completion
• Resolved conflicts and facilitated open communication among team members, promoting a healthy work environment
• Mentored junior team members on Scrum best practices, fostering their professional growth within the organization
• Assessed and reported progress to stakeholders regularly, maintaining transparency throughout the project lifecycle
• Collaborated with Product Owners to refine requirements and ensure alignment with business goals
• Collaborated with Product Owners, Team members, technologists, and other scrum masters to define solutions and drive progress
• Identified potential risks early in the project lifecycle and implemented mitigation strategies accordingly
• Established and enforced project timelines and deadlines
• Encouraged cross-functional collaboration by organizing workshops and training sessions for different departments within the organization
• Coached teams in Agile practices and provided necessary training to create positive mindset to Agile methodologies

• Acted as a Scrum Master for 2 cross-functional development teams (23 ppl in total)
• Facilitated Scrum framework – sprint planning, backlog grooming, daily scrums, sprint reviews, and sprint retrospectives
• Acted as a Scrum Coordinator within 10 cross-functional development teams (100ppl in total): Facilitated: SoS, Cross Planning, Releases, Cross Retrospectives, Company Sprint Review meetings
• Communicated project updates to stakeholders at all levels (inc. CTO, VP of R&D)
• Collaborated with product owners, team members, technologists, and other scrum masters to define solutions and drive progress
• Implemented key performance metrics to track team progress and identify areas of improvement consistently throughout projects'' lifecycles
• Encouraged cross-functional collaboration by organizing workshops and training sessions for different departments within the organization
• Monitored and tracked project progress to support timely completion
• Coached cross-functional teams on Agile principles, leading to an increase in successful project deliveries
• Managed product backlog effectively, prioritizing high-value items for faster completion

• Devised hiring and recruitment policies for a 250-employee company
• Streamlined HR efficiencies, coordinated new hire orientations, and provided onboarding and training for new employees
• Developed succession plans and promotion paths for all staff
• Collaborated with cross-functional departments to create, manage and maintain reporting
• Facilitated communication and coordination between employees and management
• Built external tools to automate program operations and deliver user-friendly implementation
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes
• Coordinated ongoing technical training and personal development classes for staff members
• Structured compensation and benefits according to market conditions and budget demands
• Coordinated activities of human resources team, distributing resources and personnel effectively across organization to meet HR needs
• Briefed new hires on essential job information, such as company policies, employment benefits, and job duties
• Recruited top talent to maximize profitability
• Enhanced employee engagement by implementing innovative HR policies and practices
• Developed strategic partnerships with key business leaders to drive organizational change and growth
• Designed and implemented succession planning initiatives, preparing the organization for future leadership transitions

• Streamlined HR processes for increased efficiency through the development of new policies and procedures
• Managed a successful recruitment strategy, resulting in a diverse and skilled team of professionals
• Developed strong relationships with key stakeholders, enabling effective collaboration across departments
• Implemented effective onboarding processes to ensure seamless integration of new employees into the organization
• Collaborated closely with senior leadership on succession planning efforts, preparing talented individuals for future leadership roles within the company
• Oversaw payroll processing activities, guaranteeing accurate compensation disbursement according to established timelines
• Optimized talent retention strategies by identifying trends in employee turnover data and implementing targeted interventions as needed
• Coordinated technical training and personal development classes for staff members
• Assisted with writing job postings and job descriptions for boards
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations
• Generated and analyzed reports to monitor employee engagement and attrition trends

• Enhanced employee engagement by implementing innovative HR strategies and initiatives
• Increased employee satisfaction levels with effective communication strategies
• Implemented performance management systems to drive accountability and goal achievement
• Collaborated with business leaders to align HR objectives with strategic goals
• Fostered strong relationships between employees and management through open-door policies and regular feedback sessions
• Advised senior management on organizational development and change management initiatives
• Enhanced candidate pool by proactively sourcing qualified applicants through various channels, such as social media, job boards, and networking events
• Streamlined recruitment processes by implementing effective applicant tracking systems and organizational tools for increased efficiency
• Created succession plans, preparing the organization for future leadership needs
• Reduced time-to-hire with a focus on targeted candidate outreach and timely follow-ups with both candidates and hiring managers
• Developed strong relationships with hiring managers, ensuring clear communication and understanding of position requirements and expectations

• Partnered with senior leadership to establish and develop corporate and HR policies and procedures
• Collaborated with senior management to align HR initiatives with organizational goals
• Generated and analyzed reports to monitor employee engagement and attrition trends
• Enhanced employee satisfaction by implementing innovative HR strategies and policies
• Reduced turnover rates by developing comprehensive employee retention programs
• Negotiated competitive compensation packages to attract top talent in the industry
• Implemented succession planning strategies, ensuring leadership continuity and employee growth opportunities within the organization
• Developed metrics-driven performance appraisal systems, enabling objective evaluation of employee performance and identification of areas for improvement or growth opportunities
• Coordinated employee training programs to boost skills development and improve overall performance
• Improved communication between management and staff by organizing regular town hall meetings and feedback sessions
• Collaborated with department managers to identify staffing needs and create strategic recruiting plans

• Provided full scope of HR retention service to the clients and teams, including developing and advising on motivation programs, individual/team retention tools, Comp&Ben, Training & Education strategies, etc
• Provided individual/team training/coaching as required
• Ensured HR procedures and policies are followed by employees
• Provided personal support on the research, design, and development of HR initiatives
• Coordinated employee training programs to boost skills development and improve overall performance
• Facilitated smooth onboarding processes for new hires, leading to faster integration into the workplace culture
• Improved communication between management and staff by organizing regular town hall meetings and feedback sessions
• Developed performance management systems that allowed for accurate tracking of employee progress and goal achievement
• Collaborated with department managers to identify staffing needs and create strategic recruiting plans
• Implemented employee recognition programs, fostering a positive work environment and increased retention rates
• Conducted routine HR audits to ensure data accuracy in personnel files, payroll records, and benefit enrollments
• Assisted employees in resolving conflicts through mediation services, leading to improved working relationships among team members
• Analyzed turnover trends within the organization to proactively address potential issues affecting employee morale and job satisfaction
• Provided support during organizational restructuring efforts, minimizing disruptions to daily operations while ensuring fair treatment of affected employees
• Administered employee leave requests in accordance with FMLA guidelines, maintaining compliance with regulations while providing necessary accommodations for staff members
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures
• Developed and coordinated employee training programs to improve productivity and performance
• Created and delivered HR training sessions to staff, managers and executives
• Generated and analyzed reports to monitor employee engagement and attrition trends
• Developed and monitored employee recognition programs
• Participated in industry conferences and networking events to stay current on best practices in human resources management and share insights with the organization

• Provided guidance on employment law compliance, reducing the risk of litigation and penalties for the organization
• Updated HR database with new employee information, changes in benefits, and other details
• Prepared new hire letters, employee contracts, and corporate policies
• Managed employee data and privacy to keep employee data confidential per organizational privacy policies
• Managed payroll and timekeeping to track hours and accurately pay employees
• Coordinated technical training and personal development classes for staff members
• Developed and implemented onboarding and orientation programs for new employees
• Generated and analyzed reports to monitor employee engagement and attrition trends
• Handled on-boarding process for newly hired employees, which included distribution of all paperwork