HR Assistant Manager
IDIA Design
Total des années d'expérience :6 years, 7 Mois
Report to the group HR director and the CEO of IDIA Design
1. Oversee the recruitment process
2. Responsible for the inhouse creation of IDIA new HR infra-structure
3. Create the development & training process and oversee the implementation of the process.
4. Introduce and implement new performance management system (KPI)
5. Create the necessary policies needed.
6. Oversee the HR operation by leading the HR generalist.
7. Create salary grading and structure inhouse through job evaluation exercise.
Lead the Talent Acquisition team and report to Group TA
Smart Villages Company
1. Serve as a link between management and employees by handling inquieries.
2. Provide current and prospective employees with information about policies, job
duties, working conditions, Salary, opportunities for promotion, and employee ben-
efits.
3. Maintain and update human resources documents, such as organizational charts,
employee handbooks or directories
4. Screen and Interview applicants and decide on the next step.
5. Develop and maintain relationships with employment agencies, universities and
other recruitment sources.
6. Plan and conduct new employee orientation to foster positive attitude toward or-
ganizational objectives.
7. Conduct exit interviews.
8. Analyze training needs of our employees to design their development plan.
9. Insure the delivery of training programs to our employees.
10. Continuous update on all the new training techniques and methods.
11. Participate with the HR General Manager in preparing the Department’s annual
budget.
12. Oversee the performance management system (KPI) from insertion to evaluation.
HR Specialist
January 2013- December 2016 Smart Villages Company
1. Screen resumes, conduct interviews.
2. Inform Job applicants of details such as duties and responsibilities, compensation,
benefits, working conditions, or promotions opportunities.
3. Develop and maintain relationships with employment agencies, universities and
other recruitment sources.
4. Research and network with potential training providers in areas relevant to com-
pany training needs.
5. Offer specific training programs to help employees maintain or improve their job
skills.
6. Create the training plan.
7. Ensure the delivery of training programs and evaluate their quality
8. Continuous update on all the new training techniques and methods.
9. Prepare occupational classifications, Organization chart &
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courses: Religieuse Franciscans (Egyptian Secondary Certificate – literature Section)
courses: Religieuse Franciscans (Egyptian Secondary Certificate – literature Section)