Recruitment Section Head
Sky Distribution
Total years of experience :14 years, 0 Months
Driving a full life cycle recruitment process for professionals and managers, building relationships with hiring managers and candidates to meet the needs of the business in a fast paced corporate environment, employing both traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. Manage the employer brand and assist in positioning Sky Distribution as an employer of choice
Sittin Group is a Distribution company that holds some license agreements of the big food manufacturers globally like Heinz, BRF, Americana, Ornua & Frico.
I’ve joined Sittin Group in the forming phase of their organization transformation strategy acting as the Head of HR Development to be accountable of Recruiting & Hiring for both white and blue collars, Learning & Development, Managing Performance, assisting in structuring & budgeting and creating policies, procedures, processes, forms and reports for the HR department plus assisting in creating a pay structure and employee benefits program.
1. SAP key user for organization management and personnel administration.
2. Design each department organizational structure and charts in line with department heads.
3. Design job analysis system including methodology used to serve company objectives.
4. Develop each position job description and follow up its amendments.
5. Attracting and on-boarding top talents to efficiently meet dynamic business needs & leading all operational aspects of talent acquisition strategies.
6. Assist in setting the annual manpower and manage the annual recruitment budget.
7. Manage all external recruiting relationships and activities including outsourcing companies and recruitment agencies and perform all sourcing & recruitment activities related to senior levels.
8. Assess training needs and quality of training and develop yearly training plans.
1. Prepare and maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
2. Interpret and explain human resources policies, procedures, laws, standards, or regulations.
3. Hire employees and process hiring-related paperwork.
4. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
5. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
6. Schedule and conduct new employee orientations.
7. Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, and performance evaluation forms.
8. Confer with management to develop or implement personnel policies or procedures.
9. Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
1. Recruiting, interviewing, selecting, hiring, and promoting employees in the organization.
2. Developing a pool of qualified candidates in advance to increase the recruitment efficiency.
3. Submit candidate’s offers and follow up until placing.
4. Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, performance evaluations, and employee leaves of absence.
5. Record data for each employee, including such information as addresses, monthly earnings, absences, supervisory reports on performance, and dates off and reasons for terminations.
6. Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
7. Process paperwork for new employees and enter employee information into the payroll system.
8. Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.
1. Responsible for recruitment process for staff and managers to meet the production needs.
2. Developing a pool of qualified candidates in advance to increase the recruitment efficiency.
3. Research and recommend new sources for active and passive candidates.
4. Organizing the Walks-Ins applicants to avoid any waste of time and data duplication.
5. Execute pre-screening process to select the appropriate candidate to be interviewed.
6. Proactive coordination with hiring managers for technical interviews.
7. Selecting and interviewing candidates to select the best candidate fit for the required position.
8. Checking references to avoid negligent hiring.
9. Submit candidate’s offers and follow up until placing.
On completing of this Diploma, I should be able to define these key concepts: 1. Strategic Management 2. Recruitment & Selection 3. Training & Development 4. Compensation & Benefits 5. Employee Relations & Labor Law 6. Human Resource Information Systems (HRIS)
Studied the Human Resource Management Certificate in the School of Continuing Education "SCE" of American University in Cairo "AUC" in subjects: 1. Recruitment & Selection. 2. Organizational Behavior. 3. Labor Law