Head of Talent Acquisition
Julphar
Total des années d'expérience :16 years, 8 Mois
Spearheading the strategic HR initiatives and operations for a Numerus holding with subsidiaries in the FMCG, Automotive, Oil & Gas Services, and Shipping & Logistics sectors. Since January 2021, I have been building the HR department from the ground to drive transformative HR strategies, attracting top talent, and fostering a culture of excellence, innovation, and growth across Numerus holding and its subsidiaries.
1-HR Policies and Procedures: Successfully developed and implemented comprehensive HR policies tailored to each subsidiary, aligning with industry best practices and local regulations.
2-Talent Acquisition Success: Spearheaded strategies that recruited top-tier professionals across all levels within the holding company and its subsidiaries.
3-Employee Engagement and Retention: Introduced innovative initiatives, improving satisfaction and retention rates, fostering a positive work culture, and boosting productivity.
4-Performance Management Enhancements: Implemented systems for clear expectations, constructive feedback, and improved employee performance.
5-Training and Development Initiatives: Designed comprehensive programs, enhancing employees' skills, and fostering career growth.
6-Compensation and Benefits Enhancement: Optimized programs to ensure competitiveness, fairness, and alignment with industry standards, boosting employee satisfaction.
7-HR Systems and Technology Implementation: Oversaw efficient HR information system implementation, streamlining processes and enhancing operational efficiency.
8-Legal Compliance and Risk Mitigation: Ensured adherence to labor laws, minimizing HR-related legal risks and maintaining accurate HR records.
9-Leadership and Team Development: Built and led a high-performing HR team, providing guidance, mentorship, and professional growth opportunities.
10-HR Analytics and Reporting: Presented regular HR reports to senior management, offering valuable insights for informed decision-making and strategic planning.
-Designed and constructed Training Academy curriculum and structure
-Designed training programs and workshops to be delivered in the Training Academy
-Designed Saudi Graduate's Program
1-Developed selection criteria & strategy for the SGP
2-Selected Assessments to be used for selection
3-Designed & developed the SGP onboarding process
-Prepared a cost-effective project budget
-Reviewed and enhanced job descriptions
-Designed and built the objective-based performance management system along with
the process, procedure manual, and policy
-Designing and delivering Sales & Customer Service workshops to the frontliners
-Designed & implemented competency framework (Core, Functional & Leadership)
Talent Management
-Collaborating with VP of HR and Department Heads for aligning learning and development programs to organizational business strategy & goals.
-Analyzing Talent Pool across the organization and identifying Hi-Pots.
-Administering an annual development centre (assessment center) for Hi-Pots identification & insuring fair promotions.
-Managing and implementing succession planning process in alignment with leadership team.
-Managing corporate internal training academy and maintaining all the technical and non-technical programs library updated.
Organisational Development:
-in-charge of the continuous developing of HR policies to adhere with the defined organizational norms keeping in view the corporate vision and public image of the company.
-Identifying organisational efficiency gaps and suggesting short & long term plans to cover the identified gaps in collaboration with the leadership team.
-Managing performance management process and monitoring implementation and effectiveness of the -Organization’s competency/skills framework & KPI's .
-Designing and developing HR training programs for management and employees.
-Conducting assessments and reporting effectiveness of training in terms of employee accomplishments and performance.
-Leading the maintenance of the organization's job level description and mapping.
Achievements
-Designed a Sales induction training program to help nesting the new joiners in achieving sales results in more efficient and reliable techniques (Reduced hire to sell time from 9 months to 3 months).
-Designed Induction program along with Induction Kit and probationary period evaluation KPI's.
-Designed and managed Performance Management system.
-Introduced Competency framework (Core, Functional & Leadership) to enhance and measure employee’s performance quality.
-Introduced Talent Management Program which includes
Identifying (Hi Pots) and talent pool
Succession Planning
Career Development Plans (Hi-Pots & Successors)
Key Responsibilities:
Learning and Development:
- Collaborated with Department Heads for aligning learning and development programs to organizational business strategy.
- Prepared and maintained a cost effective annual training budget
- Implemented structured performance and quality improvement assessments including Individual Development Programs (IDPs) for the middle and senior management (70 20 10) and follow up on completion.
- Mapped career progression for sales teams to make sure of its solid structure.
Recruitment:
- Spearheaded the recruitment function across the Group in the (GCC & Levant).
- Interacted with department heads in ascertaining recruitment requirements for seamless functioning of the HR department.
- Collaborated with department heads in preparing detailed manpower plans for middle and senior managerial positions for each business unit across the group.
- Conducted recruitment drives based on strategies developed.
- Designed and launched local and overseas advertisements to support organizational recruitment programs.
- Managed the screening of applications, conducted interviews of selected candidates, administered aptitude tests followed by reference and background checks and verified applicant credentials.
- Liaised with universities to work on nationalization recruitment targets (Saudization & Omanization Programs)
- Performed and evaluated personality (psychometric tests) for candidates (15FQ+ and Occupational Interest Profiles).
- Drafted and presented offers to recruits, facilitate induction, staff logistics and obtain security clearances.
Strategic HR Functions:
- In-charge of formulating HR policies adhering to defined organizational norms keeping in view the corporate vision and public image of the company.
- Contributed to talent retention strategies and succession planning working in close coordination with the senior management.
- Assisted departmental managers in interpreting HR handbooks, implementing procedures as required by the management and checking deviations to avoid labor hassles and statutory repercussions for the company.
- Oversaw employee communication, attesting content sent to employees and monitoring outward communication affecting the corporate image of the company.
- Undertook HR Information System setup to encourage centralized, well-informed decision-making practices.
Achievement:
- Implemented Psychometric & Behavioral assessments for new hires and current employees on CEB methodologies.
- Established an in-house training academy
- Shortened time to fill new positions from 120 days to 60 days.
- Saved 30% of the recruitment budget by using in-house recruitment rather than agencies
- Saved extra 20% of the recruitment budget by encouraging referrals and internal recruitment.
- Designed, developed and delivered a companywide leadership development track to enhance & encourage a continuous learning journey
-Conducting training sessions for LG Mobile Products in terms of skills, abilities and knowledge for Floor Salesmen, customer service, technicians, and employees in groups.
-Design and develop on job and skills job training's based on the organization’s needs.
-Collaborate with Sales & Marketing managers to identify training needs and key communication point of Mobile Products.
-Assessing the (ROI) return on investment and evaluating the conducted training.
-Regular market visits on quarter basis, check the market on regular basis, check the products situation, display, competitors and their movements in market in Egypt.
-Managing and localizing all training materials of the Mobile Business Unit for Egypt
Joined Restrata as a Psychometric Assessor in a Joint Project with Abu Dhabi Government where we hold High Tech Experiential Based Assessment Center based on a 10 Leadership Competencies that were identified core across the Organization Leaders where I participate in:
-Designing and delivering experience based leadership assessment and development programs
-Organizational Analysis and Development
-Talent Identification and consulting development plans.
-360° feedback
- Conducting product training for promoters and merchandisers across Egypt & UAE.
- Responsible and conducting sales skills training for internal sales staff, key dealer salesman, branch office staff and promoter.
- Conducting technical and advanced product training for internal/external promoter, road show team and the outsourced vendors.
- Subject matter expert on product specifications, issues, usage and sales key point for internal, external and sales staff.
- Conducting mystery shopping across the Egypt & UAE to validate the quality of the external sales staff.
- Branding development and strategic consulting for product management team on product specifications and specific details.
Key Responsibilities:
- Defined skills required for specific business activities, devised training to achieve multi-tasking & cross-functional objectives complying with core values, leadership framework, and performance management analysis.
- Designed competency-based training curriculum based on training needs assessment for various functions in BlackBerry - Egypt and the United Arab Emirates.
- Coordinated programs to deliver relevant technical, skill-based, leadership, quality, legal, diversity and problem-solving training.
- Evaluated employee strengths and shortcomings and set-up a performance management system to effectively address productivity problems, incentivized performance and provided 360-degree feedback.
- Followed a metrics-based program to make better HR decisions through the study of key data, information on trends, innovations, and suppliers in the HR space.
- Organized training sessions using theoretical, practical, and blended learning strategies.
Achievements:
- Acknowledged for enhancing market share for devices from 12% to 18% in 2012.
- Distinguished for organizing 1728 hour technical training across Egypt and the United Arab Emirates.
- Played a key role in designing “8 Steps merchandising” program for BlackBerry Experts.
- Localized 72 training materials for different products and services to match the regional market requirements
Key Responsibilities:
- Managed to integrate training programs with defined goals based on operational and business requirements.
- In-charge of developing and administering training programs focused on management, engagement, and leadership.
- Organized technical and skill enhancement training sessions for promoters and business partner’s representatives.
- Evaluated training effectiveness by measuring the on-field performance of authorized personnel and representatives of business partners.
Achievements:
- Recognized for organizing technical training for 1572 retail front liners.
- Increased market share in Egypt by 3.4% through effective brand management that included providing product information and executing sophisticated promotion programs.
- Designed promoter performance appraisal to evaluate functional objectives and behavioral aspects that included planning, prioritization, decision-making, management style, situation analysis and crisis management.
Key Responsibilities:
- Translated the Organization's Business Objectives into short term and Long Term Company Training and Development Plans.
- Designed & followed up Tailored Development Plans for both Middle & Top Management. (in cooperation with the Regional Training Unit)
- Handled the Talent Assessment & calibration for the organization key staff.
- Managed & Monitored the Performance Management System PDRs for both Staff and Management.
- Customized the Company Job Families success profiles to match with the Nestle Leadership Competency Framework.
- Contributed as a part of the Center of Expertise (CoE) for the Middle East:
- Designed Training material as per the Business requirements and incorporated key insights into the training programs.
- Contributed to the effective use of Learning Solutions and Digital learning development
Achievements:
- Facilitated the creation of the three year OMP (Operational Master Plan) with regards to NCE (Nestlé Continuous Excellence) in line with Lean Enterprise Management annually as a Pillar of the Goal Alignment Team for the Competency Development Academy.
- Designed the Transferee On-boarding program for the high-potential transferees within the Market.
- Arranged for Development Centers (SHL tests) and Development Boards (EXCOM Panel Interviews) for promotions
- Managed Budgets, Data analysis and report for Market-wide initiatives like Gender Balance, appraisal analysis, creating SOP (Standard Operating Procedures) and Talent Snapshots.
- Developed and monitored KPIs to ensure effectiveness of the Competency Development Academy.
1- Project Leader for Experiential Learning Training in cooperation with Aspire Training & Consulting
2- Hold Pre & Post Assessment for Trainees to measure their competency level development before & after Training.
3- Cooperating with the HR Department in calculating the ROI of the Learning Experience.
4- Consult & Recommend complementary solutions to the Experiential Learning undergone to make sure skills are gained successfully.
Core Modules -Human Resource Management in Context - 15 credits -Leading, Managing and Developing People - 15 credits -Developing Skills for Business Leadership - 15 credits -Investigating a Business Issue from an HR Perspective - 15 credits Elective Modules -Resourcing and Talent Management - 15 credits -Learning and Talent Development - 15 credits -Leadership and Management Development - 15 credits -Organisational Design and Organisational Development - 15 credits
The Cambridge International Diploma for Teachers and Trainers develops competence in planning, practice, assessment and evaluation, and fosters reflection and practice-based inquiry. The Diploma has four modules, which correspond to the key stages in the teaching cycle. Each module comprises two individual units, which can form the basis for planning professional development programs leading to the Diploma. 1-Design: Planning and preparation 1 2-Practice: Teaching and learning in action 3-Assessment: Assessing progress and achievement 4-Evaluation: Improving teaching and learning
The program provides participants with the opportunity to build, develop and utilize capacities relevant to their knowledge to effectively manage their needs in different human resource (HR) fields. It is also suitable for participants who want to shift to HR from related or unrelated fields, as well as managers who wish to develop their abilities in managing people.
A curriculum to make our students robust and strong enough to tackle an ever changing and dynamic IT world. We stress mainly on building their fundamental knowledge and problem solving skills in order to help them adapt to new technologies. Also one of our concerns is to improve students communication skills and train our students to work in teams and manage the progress of a project.
Le lien a été supprimé pour non-respect des conditions d'utilisation. Veuillez contacter l’équipe d'assistance pour plus d'informations.