أحمد خلف

• As part of the Holding company, contribute to the achievement of the organization’s mandate by providing advice and guidance on all issues affecting human resources management to the subsidiaries Executives Team and senior managers.
• Advise the board in reviewing and planning any potential changes to the operational portfolio of AIH subsidiaries, including possible mergers, acquisitions or divestments.
• Identify AIH group human resource focused strategies that support the group’s objectives and assist the Executives Team with their role in implementing change and transformation initiatives.
• Ensure identification and representation of business needs/requirements on HR products and services, by developing, updating and communicating the holding and the subsidiaries specific business characteristics to the subsidiaries HR, and tailoring a specific HR Service portfolio that is aligned with the group strategic direction.
• Develop the target organization structure for AIH and its subsidiaries in line with group and business objectives ensuring that it contributes to the group organizational strategy.
• Guide executives and senior management actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values that align the organizational objectives with the group strategic directions.
• Work with senior managers to uncover the talent significant gaps to meet long-term objectives and create a long-term workforce plan that prioritizes people-related initiatives.
• Provide direct support for recruitment, as well as providing opportunities for professional training and development of executives and senior management positions for AIH and its subsidiaries, Ensuring that people development programs to the subsidiaries management levels are with a long term career perspective for a diversity of profiles capable of developing within the group context.
• Manage talent management and succession planning and movement of talent both within and across subsidiaries, by identifying high-potential talent, overseeing their career paths and managing development in partnership with the executive’s team.
• Manage executives’ welfare, wellness and health programs for executives, and provide guidance and provide support to the subsidiaries HR Teams on welfare, wellness and health programs including incentive programs, provision of employee benefits and overall reward and performance strategy.

• Direct the development and implementation of human resources strategies and interventions to support the accomplishment of the overall company’s long term objectives
• Ensure the continuity of Organization Development by advising the management on organization structure and best practices to support the company with the highest level of workforce
• Oversee the development of HR policies & Procedures that support the company’s vision in conjunction with the senior management team to facilitate the achievement of the business objectives.
• Set the overall company’s total reward strategy to ensure the positioning of Solid Constructions as an employer of choice
• Direct HR team to design the competencies and performance standards required in different areas/levels in the Organization to develop and maintain the knowledge and skills required to meet current and future responsibilities.
• Direct Human resources staff to Design and administer the performance management system in the organization.
• Ensure the opportunity for a formal discussion by staff and superiors to review Performance and close the gaps to ensure company objectives are met.
• Oversee & direct the employee affairs function so as to ensure quality and timely service to staff.
• Coach and guides the development of policies and procedures relative to employee affairs to make it consistent with the needs of the Organisation.
• Grant all pay practices and systems for effectiveness and cost containment.
• Lead company compliance with all existing governmental and labor legal bodies
• Direct the strategic long-term & short-term development plan to serve the company’s vision and values.
• Direct a structured job rotation plan, in conjunction with the departmental heads / Projects Managers with clear objectives to support the business needs, the career and succession planning.
• Lead the establishment of the standard recruiting and hiring practices and procedures to ensure the company supply of talents
• Ensure the availability of company second line management
Administration:
• Direct through the administration team all services provided to employees to ensure the achievement of highest level of services
• Direct plans and budgets for the administration function so that it has sufficient resources to achieve its agreed objectives
• Oversee the development of security policies and procedures to ensure safety of company assets and personnel.

• Define the purpose of the group and identify the relevant stakeholders
• Define the values by which the company will perform its daily duties
• Develop a strategy and setting out strategic objectives that lead the evolution of SIAC holding group by contributing to, reviewing and approving the strategic plans of the business units
• Governing the organization by establishing the group policies / systems
• Ensuring the availability of adequate financial resources
• Ensure the long term organizational stability and strength of the organization
• Represent SIAC in front of external bodies. Build and maintain high-level contacts with current and prospective customers and other business and project partners. Develop marketing strategy. Promote health, safety, environment, and corporate social responsibility (CSR) initiatives and other philanthropic activities including donations, charities, contributions and other payments of a similar nature, as well as leading marketing, Communication activities.
• Establishing Corporate Governance frame work that provides a system by which SIAC is directed and controlled
• Ensure processes across the Business support functions are in line with local laws and legislation, HSE and ISO certification.
• Make recommendations to the holding strategic team on changes and improvements to policies, procedures, systems and processes that will benefit SIAC and make the realization of the most effective workforce.
• Formulate, Manage and monitor SIAC overall G&A budget ensuring resources optimally allocated to achieve the business targets.
• Oversee the implementation of administrative policies, and procedures ensuring that the service provided accommodates to employees’ and management needs, and is HSE compliant, and cost effective.
• Develop SIAC’s HR strategy that leads the HR team in developing and implementing the HR programs which will support business plans to be achieved.
• Develop and directs the implementation of effective Total Reward system covering financial remuneration, medical and other non-financial benefits that guarantee that employees are fairly and competitively compensated in line with their Performance and that SIAC is able to attract and retain its most valuable assets.
• Optimize manpower plans and complement those with implementation of SIAC’s talent management to ensure business sustainability.
• Develop and oversees the implementation of Learning and development strategies and plans that ensure that employees across the business have the necessary technical and behavioral competencies.
• Formulate and oversees the implementation of the SIAC performance management process ensuring that managers and supervisors understand and carry out their role within the process and that employees receive necessary feedback on performance related issues.
• Establish, implement and communicate HR policies and procedures of SIAC holding and ensures that HR Teams abide by the same directions.

Health & Safety:
• Contribute to the setting, driving, reviewing and compliance of the business with ORASCOM H&S strategy and policy.
• Ensure all teams are committed to the H&S policies & procedures, and that highest degree of safety and safe working practices are maintained.
Organization Development:
• Ensures the continuity of Organization Development by advising the management on organization structure and best practices to support the ORASCOM with the most effective workforce.
• Oversee the development of HR policies & Procedures that support ORASCOM vision in conjunction with the management team to facilitate the achievement of the business objectives.
• Direct the development and implementation of human resources strategies and intervenes to support the accomplishment of the overall ORASCOM long term objectives.
• Direct HR team to design the competencies and performance standards required in different areas/levels in the Organization. Thus, developing the required knowledge and skills to meet current and future responsibilities.
• Direct Human resources staff to Design and administer the convenient performance management system
Compensation & Benefits:
• Coach the investigation of new Compensation and benefit programs, improvement of existing programs and the designing of employee benefit plans on an annual basis.
• Manage the development and implementation of compensation strategies and structures that align with company goals.
• Ensure the establishment of a proper grading and total reward structure that reflects proper job evaluation to maximize on internal & external equity
Employee Affairs
• Oversee and directs the employee affairs function so as to ensure quality and timely service to staff.
• Coach and guides the development of policies and procedures relative to employee affairs to make it consistent with the needs of the Organisation.
• Lead ORASCOM compliance with all existing governmental and labor legal bodies.
Learning & Development
• Direct the strategic long-term & short-term development plan to serve ORASCOM vision and values.
• Oversee the management tracks & programs for ORASCOM management levels to ensure a better performance.
• Direct a structured job rotation plan, in conjunction with the department heads with clear objectives to support the career and succession planning.
Recruitment & Talent Management
• Lead the establishment of the standard recruiting and hiring practices and procedures to ensure the country supply of talents
• Identify ORASCOM high potentials and succession plan
• Ensure the availability of ORASCOM second line management

•Manage key Change Management projects and coordinate others, managing risks and opportunities associated with transformational change and business process re-engineering, taking all steps to mitigate/exploit these to ensure that the transformation program is successfully delivered.
•Define, develop and manage diverse culture, through implementing cultural development programs/initiatives.
•Implement and maintain the Human Resources Information System (HRIS).
•Responsible of the full process of the yearly O&HR & talent day whereby key HR strategic challenges are placed & discussed as well as identifying the future potentials & red flags employees.
•Design, evaluate, modify and implement Compensation and benefits strategies, policies, programs, wages and salary structure and reviews the variable pay systems including bonuses and raises to ensure that C&B programs are competitive and in compliance with legal requirements, Organization C&B Strategies and market demands.
•Lead and participate in competitive market surveys to establish pay practices and pay ranges that help to develop competitive salary structures and pay ranges and incentive plans (Fix and Variable), and to recruit and retain the best performers.
•Recommend corrective or alternative actions to resolve compensation-related problems or benefits offered aiming employees satisfaction and retention.
•Develop strategic vision, scope and mission of PMS of the country & facilitate performance improvement initiatives in way that is appropriate to the change management and the transformation of the country.
•Analyze training needs to develop new training programs or modify and improve existing programs.
•Set the training yearly plan based on the company's and individual needs.
•Propose the training department budget in coordination with the HR management.
•Evaluate the effectiveness of training programs, providing recommendations for improvement.
•Develop testing and evaluation procedures.
Manpower Planning, Staffing & redeployment
•Ensure appropriate evaluation and internal equity of new and existing jobs with the HAY methodology.

& complete organization structure
•Complete Banque Misr organization design and job descriptions
•Resume manpower requirement planning and align manpower with business needs
•Launch Early Retirement Program
•Complete competency models per each job family / grade
•Attract best external resources & develop high potential internal talents
•Complete recruitment of Tier 1, as well as the recruitment of critical Tier 2 positions
•Develop Compensation & Benefits policy and revise for future implementation
•Assist in developing Training infrastructure and set of policies and procedures
•Develop and launch internal rotation policy and manage mechanism to encourage internal mobility of talents
• Revamp HR function
•Develop HR priorities & strategy
•Build-up an HR organization structure to be customer and business support oriented
•Review HR governance & decision-making structure (HR Executive Committee / Delegation of Authority within HR)
•Implement new HRIS Oracle system in phases and align business processes with its capabilities
•Update HR policies & procedures
•Enhance current Performance Management (step-wise approach)
•Develop the process of assessing and managing culture in the Bank

Total Performance Management
• Embed the new management performance system DIALOGUE across all levels and ensure that full benefits are realized as per KPMG International standards
• Standardize the effective use of Dialogue and Ensure full awareness across all Groups / Departments.
• Ensure that all Partners & Managers have SMART objectives aligned with Business Plan.
• Ensure core values and new set of KPMG Global Competencies are embedded.
• Monitor effective implementation for the whole process closely with Key Partners and Managers.
Global Mobility & Outplacement (Secondment)
• Act as Global Mobility Professional (GMP) to the Firm.
• Get maximum benefit of Global & Regional Mobility opportunities announced.
• Study Inter-Regional Mobility program within MESA.
Total Compensation Management
• Follow a Communication approach which ensures a consistent link with performance “Pay for Performance”.
• External market is systematically monitored for compensation practices.
• Support Management Team in the new schemes for local Incentive Systems.
Recruitment & Selection
• Continue to implement a rigorous and fair process to identify, attract, and select people and talents necessary to service and grow of business as to improve the Hiring process to make it focus on: Approach, Assessment, and Applicant Response
• Target more specific recruitment channels.
• Coordinate MESA Recruitment channels for Professional staff and Assist in developing a consistent selection process for the region.
Learning & Development
• Build a strong link between the strategic direction of the Firm and the personal and professional development of our people.
Support our staff to get academic qualifications in different areas: CPA, CMA, ESAA, MBA, HR & Finance Diplomas.
Retention
• Act as Custodian to the Firm Ethical Business Practices & Compliances.
• Ensure core Values and Branding are embedded in all HR/Business initiatives and programs.
• Study turnover rate Root Cause Analysis.
• Initiate Reward and Recognition (R&R) Programs that drive positive performance and healthy competitive working environment and ensure they are optimized and fully utilized.
• Create a formal system of upward communication to ensure that Leaders are aware of the views of their people and can take them into account in action planning.

• Plan, organize, staff, and control training and development operations or training and development projects and link training and development operations with other organization units.
• Ensure that the facilities, equipment, materials, participants, and other components of a learning event are present and that program logistics run smoothly.
• Prepare objectives; define content, and select and sequence activities for specific programs.
• Produce software and use audio-visual, computer, and other hardware-based technologies for training and development.
• Prepare written learning and instructional materials.
• Manage group discussions and group process so that group members feel the experience is positive.
• Instruct workshops concerning managerial materials.
• Coordinate between the company and its partners in dealing with the company’s campaigns.
• Develop an integrated marketing Strategy for the Company.

for preparing plans for different seminars, training programs and workshops.
•Monitore the conducted seminars, training programs and workshops.
•Prepare the activity and technical reports concerning the conducted workshops.

for preparing plans for different seminars, training programs and workshops.
•Monitore the conducted seminars, training programs and workshops.
•Prepare the activity and technical reports concerning the conducted workshops.
•Instructe seminars for setting strategic plans.
•Facilitate seminars using strategic planning in the programs.

Internship
Trainee, CH. Warman Africa, Accounting Department, summer