HR Business Partner - Egypt/ EEMENA Talent Management Champion
MSD LLC
Total years of experience :28 years, 11 months
Key Job Responsibilities: - Establish business partnerships with different business units to ensure deep understanding of the business and offer HR advice to ensure that strategic priorities and business objectives are achieved. - Ensure that business managers are aligned on HR strategic priorities and initiatives and collaborating with business stakeholders to implement them. - Establish communication and initiate different activities with business units across all levels to ensure close interaction and alignment with employees to support talent management, retention and better performance. - Ensure continuous feedback to employees and vice versa about the HR, and work on enhancements. - Support the management in identifying talents and putting them in the right roles, and act as a career advisor for employees to match their aspiration with the business needs of the organization (Career Management). - Coach Managers on HR systems and ensure deadlines for processing HR actions are met. - Liaise with people managers to recruit competent employees for vacant positions. - Liaise with people managers to work on employee development plans and performance improvement of their teams and coordinate with training team to identify training needs. Other HR Functional Projects and Achievements: Talent Management: - Talent Management Process and Talent Library - Best practice in EEMEA Region - Established Develop To Win Talent Management Program - Established and run Merck Leadership Behaviors (MLBs) Workshops for People Managers and MLBs Role Model - Ready To Lead Talent Management Program - Best Practice in EEMEA Region. - Growing From the Heart for Internal Training. - Front Line Managers Effectiveness Program (L.E.A.P) - Middle East - Project Member of HRBP Model Project in the EEMEA Region. - Currently assigned as Middle East Talent Management Champion, Since October 2014 till present: Planning and managing the harmonization of Talent Management priorities and activities in the Middle East (Egypt, KSA, Gulf and Levant) through: - Collecting data from each market about Talent Management practices about the organization and the industry. - Setting a model for identifying enablers, barriers and challenges and working on actions to overcome them. - Setting priorities for framework and process for talent management as well as programs required in each market individually and the total Middle East Market collectively. - Working with HR Leads in the different markets for the deployment of recommended actions/programs in each local market. Internal Communication and Diversity & Inclusion: - Developing and launching MSD Egypt Employee Handbook - Induction Onboarding Framework and training - MSD Intranet/HR Portal and Merkawy HR Newsletter - Diversity & Inclusion: “Millennials (Gen Y) Needs at the Workplace’’ Project - EEMEA Region
Key Responsibilities:
1-Manage the planning and implementation of HR Consultancy Projects to different clients in different industries. This includes the following activities:
-Develop Organizational Structures through management workshops, SWOT and value chain analysis and provide different proposals for organizational designs
-Develop Job Descriptions
-Formulate HR Policies & Procedures, HR Policy Manuals and Employee Handbooks
-Develop Competency Frameworks through behavioral indicator interviews, and sets matrices for positions in the organization (Core, Functional and Leadership), and develop full Performance Management Systems with its policy.
-Conduct Training workshops for Performance Management Systems, Setting objectives and KPIs.
2-Conduct assessments through assessment centers, competency based interviews for different clients and documenting narrative reports for candidates.
Organizational Development:Work with a team of external HR consultants to review and redesign the organizational structure for various departments through the restructuring and reforming project.Derive the manpower plan for each department with current staff versus projected required staff.
Formulate Key Results Areas and Key Performance Indicators per function/division.
Policies & Procedures:Design and formulate all HR- Related Policies.
3-HR Planning: Set salaries and compensation budget, and compile other HR functions' requirements to have a consolidated budget for HR.Review and update HR budget status on a monthly basis.Review and set a new scheme for remote areas allowances.
Liaise with Finance department to set the new design of organizational units and cost centers for all departments, to ensure accurate tracking and reporting for what serves the business needs.
4-Project Manager for the Job Description/Job Evaluation Project with HAY Group. This includes but not limited to:
Putting a time plan for the project.
Preparations for workshops for HAY training for all employees.
Selecting HR staff to be involved in job descriptions and job evaluation panels.Liaise with HAY consultants to set and gather requirements, data and information for implementing the project.
Member of job evaluation panels for evaluating jobs.
5-Project Manager for Oracle Implementation for Payroll and Organizational Development modules through:
Setting a plan for the project ensuring delivery on time and directing resources as needed.Coordinate with Finance the costing cycle for HR through Oracle, including Headcount allocation and payroll elements for costing. Oversee the implementation for testing payroll runs and ensuring accuracy of results to 100% for 16, 000 employees
Liaise with IT, HR Operations and external consultants to ensure all tools are available for implementation and setting payment tools and methods, being met on time.
C&B:-analyze promotion, salary increase proposals across all departments relative to proposed and current job descriptions and contribute to recommendations for them.-Administer the whole cycle of the approved salary increases and promotions and communicate changes to management and payroll for implementation.--Contribute to various proposals for retention and incentive program, reward and recognition program, travel allowance, sales commissioning scheme, employee benefits (Family & Friends, Employee mobile rate policy…etc).2- Policies & Procedures:
3- Manpower Planning:-Study and contribute with Head of Departments to planning and implementing the manpower plan across all departments, administer the execution of the manpower budget and assure that hiring is within budget limits. This includes HC distribution across cost centers and allocations per grade.
-Review all transfers for all employees across all departments, administrating its whole cycle to assure that transfers and allocations are consistent with the manpower plan, and communicate changes to HR Services for updating the system.
-Liaise with all departments for creating and updating existing organizational charts (whether creating new functions, new positions or reporting lines) according to the business need, assuring its consistency with the manpower plan and regularly reviewing the charts for any changes.-Conduct monthly, annual turnover analysis, and push-out factors analysis, depending on exit interviews results.4-Business - related HR Strategy:Participate in studies for HR strategic objectives that serve the business need. (E.g. assessment studies of acquiring two ISP companies by Etisalat, in the light of post acquisition process, and comparative benefits scheme analysis for the two ISPs).study and prepare a performance annual report for the HR department to Etisalat in UAE.
-Act as an account executive for HR & Administration department, International Operations, Finance in terms of HR requirements, needs and requests, this includes but not limited to recruitment, HR services, promotions and organizational structure.
-Conduct Panel and HR interviews for applicants across all departments.
-Coordinate with the hiring managers in the concerned departments to fulfill their recruitment needs through reviewing job descriptions and role profiles for job vacancies.
-Coordinate with recruitment agency/and online recruitment portals, to provide a pool of candidates and shortlists matching the job requirements, this includes doing the initial screening.
-Arrange for the job offer proposal for accepted candidates. This includes: reviewing the organization chart to confirm the availability of budgeted headcount & the position title and reviewing offered packages.
- Follow up on all preparations for the accepted candidates to be on board, this including preparation of employment contract, medical check-up, hiring documents completion, initial orientation to the company.
-Arrange for probation period performance appraisals, maintain follow up with managers, and communicate the received forms & feedback to the performance management team.
-Attend meetings with concerned accounts to discuss their problems and to provide help, to discuss the role in case HR support is needed.
-Provide HR advisory to employees in concerned accounts.
-Conduct exit interviews for leavers.
-Review financial payments for the recruitment agency in order settle them.
Thesis Topic: Relationship between Leadership Competencies and Organizational Committment in the private sector in Egypt.
Human Resource Management
Grade: Good