ahmad bakry

Human Resources:
• Develop and execute HR strategies aligned with business objectives and franchise model.
• Oversee recruitment, onboarding, talent development, and succession planning for rapid
scaling.
• Lead performance management, compensation structures, and engagement initiatives.
• Ensure compliance with labor laws and company policies.
Administration:
• Manage office facilities, procurement, and vendor relationships.
• Streamline administrative processes for efficiency and cost control.
Sales Operations:
• Oversee CIL and CRM systems to ensure accurate data, reporting, and lead distribution.
• Drive Lead Generation strategies to maintain a strong pipeline for sales teams.
• Optimize sales processes, team structures, and incentive programs for maximum performance.
• Deliver actionable insights through reports and performance dashboards.
IT Help Desk:
• Manage Help Desk support services to ensure smooth day-to-day operations for employees.
• Oversee troubleshooting, system access management, and hardware/software support.
• Implement and maintain tools for efficient ticket management and issue resolution.

 Implementing and administrating all HR policies & procedures guiding the company through a successful HR strategy in a growing environment,
 Ensure legal compliance throughout human resource management and organization as well.
 Manage, and Maintain organization staff by establishing a recruiting, selecting, testing, and interviewing program; counseling managers on candidate selection, forecasting the hiring plan in the light of WF and operations needs
 Managing the recruitment team’s performance to compete with the day-to-day challenges and to be able to hire at least 120-150 employees a month in different levels (customer service, supporting functions, Managers, and C Levels)
 Ensure the processing of new hires, part-timers, transfers, promotions, and terminations is accurate and timely
 Ensure planning, monitoring, and appraisal of employee work results (PMS) by training managers to coach and discipline employees
 Design and implement effective training and development programs.
 Observe and resolve employee grievances and counsel employees, supervisors, and managers as well.
 Manage employee payroll, benefits, and employee Legislation (Personnel).
 Manage legal affairs even with labor office, and social insurance office.
 Create engagement-related communications (ex. events, volunteer opportunities, etc.) on a regular cadence to rally employees’ involvement and to keep everyone informed.
 Manage the results of exit interviews and work on needed changes.

Talent Acquisition (TA):
• Led recruitment strategy for all functions including Sales, Non- Sales, and technical roles,
supporting business growth in a diverse environment.
• Collaborated with hiring managers to ensure alignment with business objectives while
maintaining high-quality hires.
• Managed the recruitment process from end to end, overseeing candidate sourcing, interviews,
and offer negotiations.
HR Operations:
• Managed all HR operational functions including onboarding, promotions, transfers, and
terminations.
• Ensured the effective implementation of HRIS for streamlined data management and reporting.
• Administered employee benefits, compensation, and legal compliance.
Employee Relations (ER):
• Led initiatives to maintain employee satisfaction and retention, addressing grievances and
resolving conflicts effectively.
• Implemented feedback systems such as surveys and focus groups to promote employee
engagement.
Compensation & Benefits (C&B):
• Developed competitive compensation strategies, ensuring alignment with market standards.
• Managed payroll and benefits administration, ensuring legal compliance and employee
satisfaction.
Leadership of HRBP Team:
• Led a team of HR Business Partners (HRBPs) spread across different branches, ensuring that HR
strategies were effectively implemented on the ground level.
• Provided guidance and support to HRBPs, ensuring alignment with organizational goals and
consistency in HR practices across branches.
• Worked closely with branch leadership to address specific HR needs, ensuring efficient staffing
and performance management at each location.

 Develop and implement HR strategies and initiatives aligned with the overall business strategy
 Ensures legal compliance by monitoring and implementing applicable human resource activities as per Egypt law.
 Oversees the provision of human resource generalist services, including compliance with regulatory agencies (labor office, Social insurance, Medical safety, GAHAR., etc.).
 Sourcing, Staffing, and searching for alternative sources for hiring specially for doctors and support staff (higher positions).
 Managing the recruitment team’s performance to compete with the day-to-day challenges and to be able to hire at least 50 doctors and employees a month plus the Operations and HQ’s hiring requests.
 Managing the process for doctors’ onboarding cycle in terms of legalization with Syndicate and taxation models.
 Managing personnel activities regarding social insurance, preparing form 2, and managing all legal communication with internal and external parties.
 Bridge management and employee relations by addressing demands, grievances, or other issues.
 Conduct investigations, maintain records and represent the company as required on the management level, and manage the other investigations
 Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.
 Oversee and manage a performance appraisal system that drives high performance.
 Maintain employee benefits programs and inform all the team about the benefits by studying and assessing advantage needs and trends; as well as, recommended benefit programs to management.
 Maintains historical human resource records by designing a filing and retrieval system.
 Develop the training and development annual plan in the light of TNA and CME plans

• Talent Acquisition (TA):
◦ Developed and implemented recruitment strategies tailored to the healthcare industry, focusing
on hiring doctors and support staff.
◦ Managed high-volume recruitment, hiring 50+ employees per month, including specialized
medical roles.
◦ Handled onboarding processes for doctors, ensuring compliance with medical syndicates and
taxation models
• HR Operations (HR Ops):
◦ Oversaw all HR operations, including onboarding, employee transfers, promotions, and
terminations, ensuring seamless HR processes.
◦ Ensured the timely processing of employee documentation, including social insurance and other
legal requirements.
• Organizational Development (OD) & Learning and Development (L&D):
◦ Worked closely with senior leadership to enhance organizational development by identifying
key training needs.
◦ Managed the creation and implementation of training programs aimed at improving employee
performance, including specialized programs for doctors on patient-centered care.
• Employee Relations (ER):
◦ Led initiatives for improving employee relations, resolving conflicts, and maintaining a positive
and productive work environment.
◦ Handled employee grievances, conducted investigations, and implemented strategies for
improving employee engagement.
• Payroll & Benefits:
◦ Managed payroll processing for all employees and doctors, ensuring competitive compensation
packages.
◦ Administered employee benefits, ensuring that the offerings were aligned with market trends
and employee satisfaction.

• Talent Acquisition (TA):
◦ Led recruitment efforts for a diverse range of roles in the BPO sector, including customer
service, technical support, and management positions.
◦ Successfully hired 220-250 employees per month, managing high-volume recruitment
campaigns.
• HR Operations (HR Ops):
◦ Managed HR operations including recruitment, onboarding, promotions, and terminations for a
rapidly growing BPO company.
◦ Ensured compliance with labor laws and company policies for all employees, fostering a positive
and productive work environment.
• Organizational Development (OD) & Learning and Development (L&D):
◦ Played a key role in designing training programs and development opportunities to enhance
employee skills and career growth.
◦ Developed learning initiatives for customer service and technical roles to improve service quality
and employee performance.
• Employee Relations (ER):
◦ Addressed employee grievances, resolved conflicts, and maintained employee satisfaction
within a fast-paced BPO environment.
◦ Conducted surveys and implemented feedback systems to foster positive employee relations
and engagement.
• Payroll & Benefits:
◦ Administered payroll, ensuring employees were paid accurately and on time.
◦ Managed the companys benefits programs, aligning offerings with industry standards to retain
◦ talent and improve employee satisfaction.

1. Employee Relation and Engagement Management (ER)
 Design, plan, and implement the organizations employee relations programs.
 Conducts effective, thorough, and objective investigations in a timely manner for supervisory and managerial level, under the direction of HR Director., makes recommendations.
 Manage legal affairs even with labor law office, social insurance office and or legal consultation office.
 Address Employee Concerns through all staff feedback channels (skip-level meetings & focus group and employees grievances )
 Work reactively on crisis situations under extreme time limitations while exercising excellent solutions

 Forecast the company’s engagement and recognition budget in term of last year’s plan.
 Partners with regional and center management on employee engagement initiatives and morale efforts in the center
 Create engagement-related communications (ex. events, volunteer opportunities, etc.) on a regular cadence to rally employee’s involvement and to keep everyone informed.
 Advise leaders and managers on people-related issues; manage and resolve complex employee relations matters in a consistent, empathetic, and legally sound manner.

2. Organization Development (OD)
 Provides HR policy guidance and interpretation to ensure consistency of policy compliance and progressive discipline across organization.
 Develop and implement company policies and procedures.
 Conduct job analysis interviews for new job titles.
 Update job descriptions in the light of JA interviews.
 Update employee handbook and code of conduct.
 Create and update organizational charts with monthly headcount reports in line with management instructions and business objectives.
 Design and oversee the implementation employee satisfaction surveys measuring Wasla’s employer value preposition impact.
 Manage the attrition analysis with corrective action and action plan per department in the light of exit interviews reports and Monitor the company attrition and develop retention strategies.
 Plan, approve and announce the company’s public holidays according to business needs and labor law.
3. Social Media Management
4. HR Administration

 Review, create and update all company’s policies (bank of policies) ensuring they are aligned to company’s values and best practice and according to investigation and complaints’ results.
 Design, plan, and implement the organizations employee relations programs, policies, and procedures.
 Manage all staff feedback methods \{KPIs, complaints, skip level meetings and management meeting (Focus Group), exit interviews and People survey\}.
 Manage different forms of investigations, take corrective action, and follow up on the employees’ action plan to make sure that all issues and gabs has been solved.
 Oversee the proper delivery of HR orientation sessions for new hires (ER Part) and conduct a labor law sessions for HR team.
 Liaison all legal affairs with the legal department.
 Responsible for all labor office’s complaints.

 Responsible for all client communications, conflict resolution, and compliance on client deliverables and revenue.
 Ensure that client issues are dealt with in an efficient manner, informing the Account Director or Managing Director of any problems that may arise.
 Ensure that all processes and procedures are completed, quality standards are met, and that projects are profitable and growing.
 Run a monthly accruals report after all payroll transactions adding taxes and invoice deductions
 Provide regular two-way communication between the client and team, to provide strong team representation and set proper client expectations.
 Prepare monthly payroll transaction report and send it to finance team calculating considering the Egyptian Tax Law.
 Update and organize projects’ manpower and headcount reports and follow up transfers inside the projects

Personnel & Payroll
 Handle new agents’ logistics like collecting hiring documents, signing contracts, medical registration applications, VPN and bank account opening.
 Create, maintain and update personnel files in compliance with the Egyptian Labor Law.
 Responsible for payroll processing starting from data collection, calculation (add & deductions) sending data with all payments methods (cash or accounts) to finance team to transfer it.
 Review, validate and record all Time Sheets of the Company employees in order to control the attendance and maintain discipline.
 Process and validate all medical claims (employee & family) to provide a satisfactory medical service and ensure compliance with the company medical policy.
 Communicate with governmental authorities (Social Insurance & Labor Office) in order to ensure compliance with the related Egyptian laws and preserve both Company and employees rights.
Recruitment
 Conduct all recruitment activity staring from phone screening, F2F interviews and updating the required reports
 Plan for monthly recruitment activities for ongoing accounts ensuring the continuous maintenance of required headcount targets
 Manage All Recruitment Activities initially from Job announcement to providing offer, Orientation, and on-boarding program
 Follow up on headcount gaps prior to account “go-live” stage ensuring the achievement of the required headcount before launch.
 Orient the Recruitment team about newly launching accounts, their nature, staffing needs.
 Conduct first interviews for candidates applying for supervisory to managerial positions.
 Attend kickoff meetings with clients discussing staffing needs, project milestones, and selection criteria.
 Ensure that all open positions are closed as per the pre-decided timelines