HUMAN RESOURCES & OD MANAGER
Elsewedy Electric
Total years of experience :10 years, 4 Months
HUMAN RESOURCES & OD MANAGER for Non-Cables Sector
Jan 2023 - Now
My role is to ensure that all (HR & Admin.) functions are carried on smoothly and effectively. And to develop HR strategies and provide sound advice to senior management on all related subjects.
And to lead staff while also possessing a strong strategic mindset. The main goal is to ensure that all HR needs of the company are being met and are aligned with all business objectives.
DUTIES AND RESPONSIBILITIES
• Design and Implement Elsewedy Electric - Steel Application & Elsewedy Electric - Engineering Human Resource’s strategy and work within all areas of the organization to ensure that this drives Human Capital planning and development.
• Develop & implement the Group’s new organization structure policy and design with Org Charts, Unit Descriptions, Job Analysis, Job Descriptions, KPIs & objectives.
• Manage the planning and implementation of long and short-term people plans to ensure that the objectives and programs for the Department are aligned with the vision, mission of the company.
• Manage and follow up the Implementation of the annual budget and business plan for the HR and Admin Departments to ensure the alignment with top management expenditure requirements.
• Oversee the implementation of the HR and Admin Policies and Procedures according to the company’s strategic goals to ensure goals are met. by following up on reports and feedback meetings from HR and Admin teams.
• Develop and oversee Operations by applying best practices plans to ensure efficiency and effectiveness of HR and Admin departments.
• Review the quality of the HR and Admin departments’ deliverables to ensure their alignment with the company policies and procedures.
• Design and implementation of any new systems and processes of the HR and Admin to facilitate workflows and operations.
• Facilitate, follow up, and maintain company business relations with governmental authorities, banks, and vendors to guarantee continued support and smooth flow of work and operations.
• Represent the company on all negotiations with external parties and suppliers to guarantee the company’s best interest is achieved.
• Monitor the activities of HR, and admin. within all Plants to ensure alignment with company goals.
• Set objectives for the HR team and track progress.
• Plan, design, and lead short and long-term planning for OD programs. Managing the L&D development programs like Future, New Generation, and Succession Planning, and reporting to management for the performance and availability of future talents.
• Manage the Performance Appraisal system, guide and advise the line management on all related aspects to ensure employee performance is monitored/rewarded consistently.
• Design and implement company policies that promote a healthy work environment.
• Develop compensation and benefits plans
• Support and suggest improvements to the entire related process.
• Discuss employees’ career development paths with managers.
• Monitor HR metrics (e.g. turnover rates and cost-per-hire)
• Organize learning and development programs.
• Ensure HR staff addresses employees’ requests and grievances in a timely manner.
• Maintain HR procedures that comply with labor regulations.
My role is to form the central strategic resource that will develop corporate talent management and operations strategy, Also, to support the overall business strategy, and help the business grow through its employees and Learning & Development initiatives. And to evolve Egyptian steel’s future leaders.
DUTIES AND RESPONSIBILITIES
• Design and Implement Egyptian Steel Talent Management strategy and work within all areas of the organization to ensure that this drives Human Capital planning and development.
• Consult with line management and provide daily HR guidance, Analyse trends, with the HR Dept.
• Resolve complex employee relations issues and address grievances.
• Develop & implement the Group’s new organization structure policy and design with Org Charts, Unit Descriptions, Job Analysis, Job Descriptions, KPIs & objectives.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Build plant employee relations between management and employees to ensure that harmonious relationships and effective communications are maintained between management and staff.
• Manage the Performance Appraisal system, guide and advise the line management on all related aspects to ensure employee performance is monitored/rewarded consistently.
• Provide training on performance management tools to all executives, managers, and employees on the process involved, their responsibilities, and the benefits to be gained by all, addressing each group's needs.
• Plan, design, and lead short and long-term planning for OD programs. Managing the L&D development programs like Future Leaders, New generation, and Succession Planning, and reporting to management for the performance and availability of future talents.
• Manage all aspects of the effective execution of induction and employee onboarding activities related to welcoming new hires.
• Lead the learning & development agenda to build the right capabilities through implementing initiatives for developing skills & ensuring that are aligned with the organization’s objectives.
• Plan departmental/functional training budgets forecast costs and delegate numbers as required to ensure compliance with the organization's Overall Objectives and to ensure the effectiveness of the ROI.
• Monitor and evaluate the training program’s effectiveness, and ROI periodically and report on them.
• Conduct assessment programs to identify potential employees for promotion and classify gaps in skillset.
• Responsible for the supervision of all recruitment team performance and their development.
• Create, develop the recruitment plan, objectives, and outreach recruitment sources, conduct interviews using the competency framework & CBI technique, and manage Job offers according to the salary structure.
• Enhancing the benefits and perks plan in order to retain employees.
• Propose pay for performances and incentives in a way to motivate employees as much as possible.
• Responsible for setting the team objectives in correlation with the department objectives, providing coaching and action plans required to achieve objectives.
Lead the organization development and implementation of the performance management transformation and the evolution of the succession management process.
Lead the talent strategy and structured talent review process including succession planning and high potential development.
Support employees and managers during performance review and maintain the appraisal system.
Conduct assessment programs to identify potential employees for promotion and classify gaps on skillset.
Develop personal development plans in line with the employee performance appraisal and assessment results in order to improve performance; advise the Training & Development department accordingly.
Develop and manage career development issues, discussing career paths with line managers and recommending suitable candidates for promotion; advise the Training & Development department accordingly and ensure proper monitoring.
Manage both external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles).
Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.
Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers.
Calculate annual and monthly expenses of the department
Develop and manage career development issues, discussing career paths with line managers and recommending suitable candidates for promotion.
Investigate and resolve day-to-day employee relations problems, either directly or through advice to line management.
Coach and support employees on a day to day concerns, career matters, and any arising conflict within their team; handle their grievances in compliance with the Company policy and Local Labor Law.
The Diploma of Business Administration is a Diploma's degree in business administration (management). The core courses in an Diploma program cover various areas of business such as accounting, finance, marketing, human resources, and operations in a manner most relevant to management analysis and strategy. Most programs also include elective courses.
The Bachelor of Commerce degree is designed to provide students with a wide range of managerial skills, while at the same time building competence in a particular area of business . Most universities therefore, plan the degree such that in addition to their major, students are exposed to general business principles, taking courses in accounting, finance, business management, human resources, (business) statistics, marketing, and economics; some programs also require (introductory) calculus and information systems. For a comparison with other business degrees, see Business Education.