Vivian Moneim

•Building the right HR model focus on new strategies and tactics to improve revenue and ensure legally and effective human resource management practices. Responsible for the development and implementation of human resource programs to include establishing and implementing competitive compensation and benefits systems through market analysis, jobs evaluations, advising management on pay concepts and practices, analysis of market tendencies and advising management on salary and benefits budgets.
•Maintain a positive employee relations environment by proactively working with management on potential staff issues, through regular staff recreation programs, and through regular and proactive engagement with staff at all levels as well as through planning, developing and implementing fair and competitive Human Resource policies and procedures, staff compensation, benefit and welfare programs.
•Ensure that effective employee communication programs are in place to build a well-informed workforce.
•Ensure that the staff working environment and facilities are functioning and contribute positively to staff morale and productivity.
Devise and implement the candidate assessment processes including but not limited to structured interview guides, skills and psychometric testing.
Work with Managers of other departments to determine organizational development needs of their staff.
•Enhance and further develop a performance management framework to align the company’s values, competencies and key performance indicators to enhance the development of our staff and the organization as a whole.
Participate in annual regional talent review representing region.
•Lead cultural, values and change management initiatives to improve staff morale and retention and maintain a positive workplace environment
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•Building the right HR model focus on new strategies and tactics to improve revenue and ensure legally and effective human resource management practices. Responsible for the development and implementation of human resource programs to include establishing and implementing competitive compensation and benefits systems through market analysis, jobs evaluations, advising management on pay concepts and practices, analysis of market tendencies and advising management on salary and benefits budgets.
•Maintain a positive employee relations environment by proactively working with management on potential staff issues, through regular staff recreation programs, and through regular and proactive engagement with staff at all levels as well as through planning, developing and implementing fair and competitive Human Resource policies and procedures, staff compensation, benefit and welfare programs.
•Ensure that effective employee communication programs are in place to build a well-informed workforce.
•Ensure that the staff working environment and facilities are functioning and contribute positively to staff morale and productivity.
Devise and implement the candidate assessment processes including but not limited to structured interview guides, skills and psychometric testing.
Work with Managers of other departments to determine organizational development needs of their staff.
•Enhance performance management framework to align the company’s values, competencies and key performance indicators to enhance the development of our staff and the organization as a whole.
Participate in annual regional talent review representing region.

Responsibilities:
Building the right HR model for a new organization focus on new strategies and tactics to improve revenue and ensure legally and effective human resource management practices. Responsible for the development and implementation of human resource programs to include manpower plan, company Training budget, compensation matrix and Bonus structure, benefits programs, recruitment and staffing programs, employee communications. Interpret and recommend personnel policies and regulations for the organization. Cooperate with all departments, divisions to accomplish the mission and objectives of the organization.

Achievements:
•Develops and monitors an annual budget that includes Human Resources services, employee recognition, teams support, company philanthropic giving, and administration.
•Selects and supervises Human Resources teams, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
•Designing and creating of all Human Resources policies, programs, and practices to keep management informed of new developments.
•Establishes the company wage and salary structure, pay policies, and the variable pay systems within the company including bonuses and raises. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
•Directs the preparation of information requested or required for compliance with laws. Serves as the primary contact with the company employment law attorney and outside government agencies.
•Designs, directs, and manages a company-wide process of org. Development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management.
•Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company.

Responsibilities:
Provide leadership and coordination of Human Resource functions. Develop and implement corporate Human Resource strategy and programs in BEL group (Country & Zone). Coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers with Human Resources issues,
ADDITIONAL RESPONSIBILITIES
1.Change Management Director of SAP Implementation in the country .
2.Champion of Global HR projects covered the zone of North Africa

Achievements:
•Create & Develop company strategic recruitment and selection plan, Manpower budget.
•Coordinate company equal opportunity programs to achieve diversity goals.
•Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.
•Oversee compensation programs to ensure regulatory compliance and competitive salary levels.
•Oversee the design and development of compensation strategy and programs.
•Direct the administration of benefit programs to include: health, retirement, death, disability, and unemployment.
•Evaluate and recommend improvements to benefit programs.
•Coordinate the administration and negotiation of contracts.
•Develop policies and mediate workplace disputes.

Responsibilities:
Design and implement corporate development initiatives in line with organizational priorities. Responsible for leadership development and support the implementation of strategic plans and programs for this group.
Achievements:
• planning and allocating resources,
• providing direction, vision, and goals,
• developing an environment in which employees choose motivation and contribution,
• supplying or asking for the metrics that tell people how successfully they are performing,
• offering opportunities for both formal and informal development,
• coaching successful contribution and performance development,
• setting an example in work ethics, treatment of people, and empowerment worthy of being emulated by others.
• leading organization efforts to listen to and serve customers,
• managing the performance management system,
• challenging the employees to maintain momentum, and
• removing obstacles that impede the employee's progress.

Responsibilities:
Develop the HR strategy for the business unit by leading HR and contribute to the business strategy keeping ahead of future strategy across the organization and externally. Communicate with management to ensure understanding of the HR strategy and associated rationale for the business units.• Develop HR policies and procedures and be sure that they are implemented in accordance with Company strategy and standards. provide strategic direction in all key Human Resource issues, provide HR counsel to Managers on employee relations issues, ensuring fair and consistent enforcement of policies and practices. Investigate employee work place situations including claims of harassment, discrimination and policy violations. Implementation of ERP solution.

Achievements:
• Manages the development and maintenance of the Human Resources sections of the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• .Defines all employees training programs, and assigns the authority / responsibility of managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance system that includes performance development plans (PDPs) and employee development programs.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, orientation or on-boarding, management development, production cross-training, the measurement of training impact.
• Assists managers with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget.
• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit.

Responsibilities:
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
Develop knowledge and expertise on Human Rights issues. This will include: Becoming familiar with human rights. working knowledge of the employer's Employment Equity Plan. Being on the mailing/circulation lists of newsletters, publications, library resources etc. to remain updated on current Human Rights issues, maintaining files of materials and other resources on Human Rights. Being aware of information and resources to advance the interests and Human Rights of equity group members. Bring an "equity filter" to local decision-making and activity in the interests of building an inclusive and discrimination-free union. for organize educational sessions and Human Rights awareness training local members. Participate in investigations and problem solving initiatives as they relate to human rights.
Achievements:
•Deliver full recruitment services including front end needs analysis, job postings, sourcing, interviewing, and employee offers.
•Build strong relationships with local organizations, recruitment agencies, educational institutions, learning and development suppliers to enable organization to achieve our business objectives.
•Take a lead role in developing partnerships with local educational institutions, identifying and implementing a strong co-op recruitment program.
•Assist with the identification of training needs, the selection, development and delivery of appropriate programs.
•Provide coaching and resources to employees and managers with respect to career development, compensation, staffing initiatives, performance management and employee relations.

Responsibilities:
Assign and monitor clerical and secretarial functions, Recruit and select office staff
Orient and train employees, Provide on the job and other training opportunities, Supervise staff
manages the day-to-day operations of the Human Resource office. Manages the administration of the human resources policies, procedures and programs.

Achievements:
• Deliver full recruitment services including, front end needs analysis, job postings, sourcing, interviewing, and employee offers.
• Participate in the identification and delivery of Career Fairs.
• Take a lead role and participate in the identification and participation in Co-op Programs.
• Maintain select databases, HRIS system, Resume Database, Training database.
• Compile relative HR metrics, analyzing, reporting and identifying trends with recommendations provided.
• Assist in the development and implementation of programs that will drive increased employee satisfaction and commitment levels.
• Identify and initiate human resources process improvements working with other internal resources to ensure successful implementation of approved changes.
• Assist with the identification of training needs, selection and development of appropriate programs.
• Assist in the day-to-day activities of the human resources department