Companies entering Uzbekistan arrive with capital, a business plan and a registered entity. What they do not have is employment infrastructure. PMA Consult builds it — senior HR judgement delivered directly, in English, Russian and Uzbek.
Contracts drafted from a group template that does not meet local form. ENST registration missed inside its five working days. An expatriate contract signed before the confirmation was issued. People already working with nothing documented behind them. None of it looks urgent — until an inspection, a termination dispute, or investor due diligence turns three years of informal practice into a number on a page.
Since 1 January 2026, violations recorded through ENST can be processed without the employer present. The window for fixing this quietly has narrowed.
Scope, timeline and fee are agreed in writing before work begins. Every engagement is delivered personally rather than passed to a junior team.
From market entry to operational readiness
Identify risk before it becomes cost
Structure, pay and performance, designed together
Building the people who run the system
The client is left with a working system rather than a report on a shelf.
What is actually in place, what the law and the group require, and the distance between them.
The structure, documents and processes built for this organization, not adapted from a template.
Documents issued, registrations made, processes put into daily use.
The managers and HR staff who will run the system are trained to run it.
Handover to a named internal owner, with 30 days of post-delivery support.
Leadership
Ayjamal Ukubaeva founded PMA Consult to give organizations in Uzbekistan direct access to senior HR judgement — the kind normally available only to companies large enough to employ a full-time HR Director.
She brings more than 20 years of human resources experience across manufacturing, energy, construction, FMCG, financial services, logistics, technology and professional services, in both international groups and fast-growing local companies. Her work spans HR leadership, organization design, compensation and benefits, performance and talent management, and HR transformation.
Every engagement is delivered personally rather than passed to a junior team, in English, Russian or Uzbek. Alongside corporate work she mentors young professionals and early-career HR specialists — closing the distance between what people are taught and what workplaces actually expect.
One senior point of contact throughout. Scope, timeline and fee agreed in writing before work begins. Confidentiality applied as standard to every engagement.
Short, practical pieces on the questions companies ask us most often.
Contract form, the five-working-day ENST window, the hiring order and probation — the sequence new entrants most often get wrong.
Why the order of steps matters, how long the confirmation takes, and who is exempt.
Six patterns we see again and again in a company’s first year — and what to do about each.
Practical sessions for leadership teams, HR staff and managers. Dates are announced here and sent to everyone who asks to be notified. Each format can also be run in-house for one company.
What must be in place before and after the first hire: contracts, ENST, foreign specialists and inspection exposure.
Hiring, probation, discipline and difficult conversations, handled lawfully and consistently.
Closing the distance between what people are taught and what workplaces actually expect.
Describe where you are. Ayjamal reads every request personally and will tell you what needs to happen first — before anything is agreed.