Amir Sabry

Responsible for handling all the HR functions (Manpower planning, Talent Management, Organization Development, and Employee Relation and Engagement) within the assigned departments to support in improving the organization performance.
Achievements to date:
• Organization re-structure for Maintenance, Quality, and distribution team.
• Defined the recruitment strategy for the assigned departments.
• Launched Danone People Survey.
• Developed communication forums to enrich the people engagement in all levels. (White and blue collars)
• Developed a study of 3 shifts working model to be implemented instead of 2 shifts model.
• Defined coaching forums to be used from the director to direct reports and from line managers to direct reports.
• Defined a gap in the physical working environment then created an action plan.
• Managed a team of 6 employees.

Manpower Planning:
• Preparing in coordination with functional managers plant manpower planning, staffing to ensure accurate input in the Annual Operating Plan (AOP).
• Identifying what mix of experience, knowledge, and skills is required and sequences steps to get the right number of the right people in the right place at the right time.
Staffing:
• Consulting line managers to identify core competencies and required technical background for specific job vacancies.
• Filing the plant vacancies by promotion, transfer or outside recruitment to provide the most effective workforce and support people development.
• Identifying the best resources that we can get the best fit candidates from in the assigned area.
• Managing the interviewing process (HR and technical interviews).
• Ensure conducting competency based interviews.
• Recruit, train and motivate own staff in order to ensure expertise level required to meet the current and future needs of the department.
Organization Development:
• Refining in collaboration of the functional heads organization design -if necessary- and ensure appropriate transition plans are in place to maximize organizational efficiency and people development.
• Cascades as appropriate Pepsico Values in the plant. Develops and implements initiatives that support understanding and living it to build a positive business culture.
• Manages in coordination with the functional heads the administration of Organization Health Survey (OHS) and round table meetings, as well as manages the implementation of the action plans agreed to maintain a healthy work environment.
• Managing the performance appraisal system starting from the objective setting.
• Identifying the training and development needed for the staff.
• Manage the succession planning proceess.
Employee relations:
• Ensure that all the legal and governmental requirements are implemented in the right way and the employees files are updated.

Recruitment:
• Recruiting engineers and non-technical staff at all levels across the organization.
• Consulting line managers to identify core competencies and required technical background for specific job vacancies.
• Dealing with recruitment agencies and universities.
• Collecting C.Vs.
• Screening and short-listing.
• Interviewing and selection (conduct competency based interviews).
• Preparing for employment fairs.
• Attending employment fairs.

Manpower Planning:
Staffing:
• Plan and forecast the staff demands for new projects.
• Collecting releasing plans and technical evaluation.
• Building releases database classifying the professions, disciplines, and departments.
• Managing the recruitment process and decide the internal and external candidates who will fill the vacancies.
• Decide the tool of getting the best fit candidates for specific vacancies.
• Handling internal transfers across the organizations.
• Conducting an HR interview for internal candidates, who have been rejected from more than two projects, and report an HR assessment.
• Conducting an interview for potential resigned staff, to re-evaluate and recommend new locations and/or packages.
• Leading a team of Junior HR Specialist and HR Assistant.

Analysis:
• Analyze and report all internal transactions across the organization.
• Analyze and report the staff demands against the internal availability.
• Analyze and report the professions’ shortage.

Headcounts monitoring:
• Collecting monthly headcount reports of the assigned projects.
• Headcount report for the assigned projects (planned against the actual) on monthly basis.
• Maintain updated organizational charts for all departments.

Training and Development:
• Preparing the training needs analysis through the performance appraisal and according to the organization analysis, task analysis, and person analysis.
• Designing the training programs based on the instructional objectives, trainee readiness, and learning principles.
• Building suppliers database.
• Determining the proper supplier according to the appropriateness of the proposed material, course methodology, and trainers’ characteristics to the program objective.
• Implementing the training programs through the different methods of training like on-the-job method, off-the-job method, and the special programs for management.
• Evaluating the training programs by the different methods of evaluation like the reactions, learning, behavior, and results.
• Designing new training programs according to the staff needs.
• Delivering courses of “sales skills, communication skills, and presentation skills”
Recruitment:
• Collecting C.Vs.
• Screening and short-listing.
• Interviewing and selection.
• Contacting the line managers to complete the recruitment cycle.
Achievements:
- I have created a program called (ADVISING SESSION) organizes once a week to teach the people who are willing to learn how to learn and the steps they should follow to learn.
- I have created A RECRUITEMENT POLICY.
- Conducted a Job Analysis project.