Ahmed Helmi

- Participate in formulating HR operations plan & budget to assure alignment with HR plan and strategy.
- Formulate and implement HR annual manpower and hiring plan & budget to assure providing the needed talent with the needed quality on time with optimum employment cost
- Design and oversee implementation & continuous improvement of manpower planning systems to assure maximum productivity
- Design and oversee implementation of recruitment system to ensure availability of wide pool of talent on time.
- Design and oversee implementation of selection system to ensure providing the best fit on time with optimum employment cost
- Follow-up, direct, Appraise, Train & develop, and provide the needed support to recruitment staff to assure the proper design, implementation, and improvement of HR systems.
- Coordinate with departments’ heads and provide the needed support and technical assistance to ensure compliance with manpower planning and selection systems.
- Design, administer, and ensure maintaining & improvement of information system to support decision making process, functional evaluation, control, and alignment.
- Pursue any other activities within the job scope assigned by his direct supervisor or organization management

Organization Development & Talent Management:

Leading subordinates in addition to:
1-Strategic workforce planning, training/learning plans, performance management processes, organizational talent reviews, coaching programs, and succession planning.
2- Partners with the HR team to deliver these programs to the leaders of the organization.
3- Conducts effective needs analysis to clearly define learning objectives.
4- Works with contracted external trainers to adjust materials.
5- Constructing Competency Model
6- Constructing Training Policy, Procedures & forms.
7- Constructing Promotion Policy & Procedures.
8- Constructing Recruitment Policy, Procedures, & forms.
9- Redesigning/amending of Job Descriptions with departments heads.
10- Manage the performance management system and participate in analyzing the performance appraisal.
11- Design and update the organization chart.
12- Managing & approving employees’ promotions through managers’ recommendations/performance appraisal/personnel data/approved promotion policy.
13- Managing Onboarding process in cooperation with (Administration, IT, Personnel, Comp & Ben) representatives.
14- Follow up Manpower guide changes with personnel section.
15- Calculating, Monitor, and analyze Turnover rate through hiring/termination reports provided by personnel section.
-------------------------------------------
Talent Acquisition:

Leading subordinates in addition to:
1- Development of Recruitment pre-interviewing tests.
2- Participating in the Recruitment Budget setting.
3- Sourcing & Database formation, Search for & Addition of New Recruitment Channels to gather the biggest number of CVs - Making a pool of CVs as a Database.
4- Phone Screening for Candidates to make sure of the validity of CV Data.
5- Represent the group in Employment Fairs.
6- Interview Candidates to ensure matching of candidates' Bio-Data, Educational Background, Past Experiences, & Job Competencies with the Job Profile.

Project Manager of medical insurance program for the group:
(Creating and initiating contract /managing daily approvals/refund process/new registration)

(Organizational Development) & (Training and Development) duties:

Development of OD Section:-
1- strategic workforce planning, training/learning plans, performance management processes, organizational talent reviews, effective competency models, methods for monitoring engagement, coaching programs, and succession planning.
2- Partners with the HR Generalist team to deliver these programs to the leaders of the organization.
3- Conducts effective needs analysis to clearly define learning objectives.
4- Works with contracted external trainers to adjust materials
5- Consults with executive management and the HR management team on effective organizational design

Recruitment duties:
Development of the Recruitment Section with HR Manager:-
1- Constructing from Scratch Recruitment Polices & Procedures
2- Development of Recruitment pre-interviewing tests
3- Development of Recruitment Cycle Flowchart & Work Process
4- Development of all Recruitment Forms
5- Redesigning of the Recruitment Section. (Sourcing - Interviewing- Coordination and Analysis)
6- Redesigning of all Job Descriptions with departments heads

Work Process of the Recruitment Section:
1- Participating in the Recruitment Budget setting
2- Sourcing & Database formation:- Search for & Addition of New Recruitment Channels to gather the biggest number of CVs - Making a pool of CVs as a Database
3- Phone Screening for Candidates to make sure of the validity of CV Data.
4- Represent the group in All Employment Fairs.
5- Evaluation through pre- interviewing tests (eg. Cognitive Tests) to choose the best candidates to be interviewed for the recruitment cycle completion
6- Interview Candidates to ensure matching of candidates' Bio-Data, Educational Background, Past Experiences &Job Competencies with the Job Profile

-Head Hunting
-Getting the best candidates by using all available human resources from company's website, recruitment websites, posts and internal CVs.
-Interviewing -all levels- candidates & Set the interviews for the short listed candidates at the client's End.
-Conducting all types of tests (English - IQ - Functional).
-Creating job descriptions for new and existing positions.
-Follow up all recruitment activities from conducting first interviews till final selection and hiring.
-Handling Recruitment processes for pools of candidates.
-Creating Posts and advertisements either using the website or through social network.
-Track and update candidates' records.
-Screening the applicants CVs classifying them according to job categories Requirements.
-Use different sources of recruitment aiming to attract the best pool of candidates.
-Help in developing a database to facilitate the selection process.
-Handling phone meeting presentations for recruitment outsourcing services.
-Receiving client's recruitment requests.
-Negotiating salary rates with clients according to the market.

-Maintain an updated roster of participant placements and potential job
opportunities.
-Handling the recruitment cycle from the request process till the final
selection for the suitable applicant.
-Filtering and screening resumes and searching for candidate's resumes to
fulfill job-requests.
-Headhunting for specific positions.
-Creating short lists of applicants matching job-request (qualifications,
experience and salary).
-Conduct the recruitment Cycle with all career Levels/Sectors/Fields
(testing, interviewing, and assessment).
-Develop and maintain network of contacts to attract and retain qualified candidates with headhunting technique and through one on one visits and
meetings.
-Coordinate interview with both parties (applicants and Managers)
-Follow up the technical interviews feedback.
-Informing applicants of all aspects of the job (Start Date, Orientation
program, salary ...).
-Prepare list of Job description required for the newcomers and sent it to
personnel department.
-Report weekly and when required to recruitment and staffing for progress
update and further instructions.
-Follow up the performance appraisals for the new staff to know the feedback
of probation period and Annual.
-Finish Signatures from departments of approved change of status for
employees (Transfers, promotions...) and change it on HRIS.
-Inform payroll department in the case of change salaries or Employment type
(full-time, part-time).
-Conduct resignations and notified all the Human Resource Department.
-Preparing the needed data for payroll preparation (New hiring,
resignations…etc).
-Participate in employment fairs and make good database.

 Meet and liaise with clients to discuss and identify their advertising
requirements.
 Work with agency colleagues to devise an advertising campaign that meets the
client's brief and budget.
 Present, alongside agency colleagues (particularly the account manager), the
campaign ideas and budget to the client.
 Work with the account manager to brief media, creative and medical staff, and
assisting with the formulation of marketing strategies.
 Liaise with, and acting as the link between, the client and advertising agency
by maintaining, regular contact with both, ensuring that communication flows
effectively.
 Negotiate with clients and agency staff about the details of campaigns.
 Present creative work to clients for approval or modification.
 Handle budgets, managing campaign costs and invoicing clients.
 Monitor the effectiveness of campaigns.

 Build and maintain good will with the medical community, hospitals, and
other health centers, sales outlets so as to gain maximum understanding and
acceptance of company products and policies.
 Create and develop the maximum profitable sales of all company products that
may reasonably be achieved in the assigned sales territory through regular and
aggressive coverage of all professional contacts and sales outlets.
 IM, GIT, Gyna. Line.
 Responsible for the following areas: Heliopolis 2, Heliopolis 3, Ain shams.
 Launching a new pharmaceutical product “Gaviscon Advance”.