Ula Iwanska

Experiences

Avea Life (Health, E-commerce), (Since May 2024 ) ->
- Developed a People roadmap aligned with business goals.
- Launched a continuous Performance Management framework, improving visibility into performance, promotion readiness, and development needs.
- Delivered targeted engagement actions, driving +1.2 engagement and +28 eNPS.
- Implemented salary review, job leveling, and progression processes to support fair pay and budget planning.
- Coached managers on feedback and performance conversations.
- Designed a structured interview process.
- Responsible for day-to-day people operations for distributed teams EMEA/APAC.
Katanox (HotelTech, SaaS), (March 2023 to Feb 2024) ->
- Led workshops to establish organizational readiness for implementation of self-management (holacracy principles).
- Streamlined hiring process in collaboration with engineering team.
- Hands-on hiring for Engineering and Product. Distributed teams in EMEA
Tools: AI, Slack, G Suite, Notion, Miro, Asana, Greenhouse, BambooHR, 15five, ChatGPT, Gemini.

Led redesign of cultural values (remote-first, flat and async culture)
Delivered hiring for critical roles: Software developers, CISO, Compliance.
Delivered strategic guidance and hands-on execution for hiring, ESOP plan implementation, and performance coaching.
Stand-alone role, seed stage (pre-series A). Distributed Teams.
Reason to leave: lack of sufficient funding.
Tools: Slack, G Suite, Confluence, Airtable, Miro.

Built the People function from the ground up. Multi-country scope: Spain, UK, Italy, Russia.
Designed and implemented end-to-end people strategies across three pillars: (1) Growth: career paths, leadership development, and internal mobility; (2) Infrastructure for scale: compensation frameworks and onboarding; and (3) Performance culture: agile performance management with continuous feedback.
Led Talent Acquisition efforts enabling company growth from 70 to 180 employees.
Hired on a stand-alone role, have built the team from scratch (team: 5 reports).
Post-series A, reported to CEO
Reason to leave: Change in company strategy.
Tools: Slack, G Suite, Factorial, Lattice, Trello, Recruitee, Culture Amp.

Led the People & TA function for Spain, managing two direct reports and supporting company growth to 160 employees through strong culture and people processes.
Tools: Greenhouse, Slack, G Suite, Workday
Reason for leaving: Closure of the Spain business.
Tools: Greenhouse, Slack, G Suite, Workday

Enabled change in the company culture and ensured that we hire the best talent for the agency. Implemented: OKRs, Real Time Feedback, passive Talent Pool.
Reason to leave: Going back to tech sector.

Created Talent Acquisition Strategy plan aligned with Medallia needs and business vision. Contributed to growth of business up to 120 people.
Reason to leave: Personal (moved back to Spain).
Tools: Greenhouse, Workday

Managed full-cycle recruitment process, continuously overachieved on hiring goals (110% of target). Note: Employed with Google on 2x contracts (2010/2011-2012/2013).
Reason to leave: Professional growth in start-up company.

Languages

Skills

Interests

Certified professional dog trainer.
I am a foodie. I have lived in several countries in Europe and traveled extensively in Asia. I am an Argentinian Tango Dancer.
Outdoors: Mountain trekking.
Good book to read.

Oracle HCM Implementer

Education

Certified Solutions Focused Coach. In training towards ACC ICF certification.

People & Talent