Head Of HR & Admin
El Kadesia Engineering Industires
Total years of experience :11 years, 7 Months
• Strategy Building & Executive Coaching:
- Leading top management through setting organizational goals and cascading said goals into departmental and individual objectives while also translating said goals to HR agenda.
- Building a sustainable and scalable business model based on operational excellence in all business aspects.
- Capitalizing on previous business and industrial exposure.
- Building an executive coaching module that delivers competency and technical gaps for top management and tailoring individual coaching plans.
• Talent Management:
- Developing a competency model based on organizational vision and values to attract best fit candidates (buy) and develop internal hypos for future leadership (build).
- Developing new channels for recruitment to meet business needs and fill hires in the SLA.
- Coaching direct reports on sourcing, screening, and interviewing to ensure business continuity and expedite the hiring process.
- Reinventing pay scheme to reward desired competencies and technical excellence.
• Headcount Management:
- Building data structures for headcount management and reporting i.e., employee coding, job grading, cost center creation and allocation, identifying all pay elements, compa-ratio to create one valid source for all employee’s data.
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- Sending periodic reports and reporting on current varies people analytics to concerned stakeholders to support management take clearer and data driven HR decisions.
• Employee Relations and Governmental Entities:
- Setting a manual for auditing all personnel files i.e., hiring documents, periodic checks, technical training authentication for technicians, labor office receipts for company’s employees to identify potential legal liabilities (gaps) and take corrective actions.
- Exporting monthly social insurance print to validate social insurance pay and employees discount and to identify the status of uninsured employees.
- Developing a hiring manual to ensure new hires readiness and smooth onboarding.
- Settling all labor office inspection requirements to ensure proper legal adherence and avoid any potential penalties in the company.
- Maintaining good relations with all governmental entities i.e., labor, and social insurance offices, civil defense office, environmental safety office, traffic department.
• Payroll:
- Redesigning payroll structure and process to ensure adherence to pay dates and local labor regulations while facilitating monthly calculations and variable pay.
- Developing, leading and maintaining people budget throughout the year to reach companies desired employment ROI.
- Paying social insurance premiums in a timely manner.
- Launched the business partner role in FLSmidth Egypt WNCC site to support local project managers in more analytical manpower decision making, legal compliance, best fit candidates’ recruitment, and eliminating all organization knowledge gaps
- Leading all HR initiatives and Annual HR wheel i.e., PDR cycle, Merit cycle, Annual training plan, Manpower planning and headcount optimization
- Developing Leadership team through Leading & customizing the “Leadership development program” to local management
- Devised a monthly communication channel “FLSmidth Magazine”- communicating important updates i.e., new joiners, promotions, Leadership program updates, trainings, and new corporate news to drive better employees’ engagement.
- Ensuring the company’s site compliance with local laws and regulations while advising on all personnel matters
- Leading the HR (People) agenda for the company’s supporting functions.
- Manage and advise business on organizational metrics/ KPIs i.e., functional spans, layers, Management ratios and Subordinate/ Manager ratios.
- Manage Human capital budget including people cost and headcount budget to ensure optimum people efficiency and maintaining a lean organization
- Support the HRD to achieve the HR & Development team’s strategic objectives, as set out in the HR strategic action plan by acting as the HR lead on a range of different projects and responsibilities.
- Liaise between COEs, center of expertise, and business to best support the business, and provide HR advice for concerned parties and stake holders
- Manage all business’ HR operations and requests in liaison with the concerned COE to ensure the best internal customer experience.
- Leading the HR (People) agenda for the company’s supporting functions.
- Manage and advise business on organizational metrics/ KPIs i.e., functional spans, layers, Management ratios and Subordinate/ Manager ratios.
- Manage Human capital budget including people cost and headcount budget to ensure optimum people efficiency and maintaining a lean organization
- Support the HRD to achieve the HR & Development team’s strategic objectives, as set out in the HR strategic action plan by acting as the HR lead on a range of different projects and responsibilities.
- Liaise between COEs, center of expertise, and business to best support the business, and provide HR advice for concerned parties and stake holders
- Manage all business’ HR operations and requests in liaison with the concerned COE to ensure the best internal customer experience.
• Organizational Efficiency:
- Ensure having a lean effective organization with lowest redundant
layers and no overlapping of duties or authorities by updating org chart, designing business process flow chart and interviewing business managers to better understand the business cycle.
- Design performance management system through documenting all organizations job profiles and setting KPIs for different roles.
• Compensation and benefits:
- Evaluate organizational role profiles using role evaluation tools to aid in designing an appropriate reward and benefits scheme to ensure a competitive market advantage and fair pay.
- Design a reward scheme to best serve the organization’s goals and Assign grades per role.
- Contact service providers i.e., medical insurance providers, Gyms, and network providers to provide top of the employment market benefits
• Talent Management:
- Designing organization’s competency framework
- Ensure acquiring the best fitting calibers and eliminating organization capability gaps by coaching, mentoring, or training.
Assessment centers participant.
Lead recruitment team to ensure acquiring the most suitable candidates by managing all project logistics, KPIs and delivery time.
Maintain proper customer relation and rapport, receive all customer inquiries, requests and complains to ensure high customer satisfaction.
Handling the operations of the project (Phone screening, CBIs, Panel Interviews, and Aptitude Tests).
Develop community public relations and partnerships with various community agencies and educational institutions, including establishing and maintaining relationships with other districts’ human resources representatives to facilitate developing new businesses and establishing proper candidates pool.
Create a wide pool of candidates for a various positions and maintaining a wide database for the future hiring opportunities through;
i. Attend and participate in organizing employment fairs to further ensure having the best source and candidates pool
ii. Announce new positions through online posts and employment ads for the vacancy required on the internet and other social media and networks.
iii. Contacting universities to acquire students' and graduates' database
Manage the recruitment process for clients by screening applicants' CVs, Phone screening and holding structured interviews (CBIs) in accordance with vacancy's job description
Handling the hiring process for the Mass projects such as:
i. Teleperformance
ii. Raya Contact center
iii. Vodafone
iv. Pepsico
v. Mars
vi. HSBC
Double major in Human Resources Management & Finance