Bassel Al Refaie

•Manage the HR function for Cheil Egypt alongside building the operation in Libya from scratch
•Provide guidance on Cheil standard policies and procedure in regard to daily operational needs
•Work closely with Head of Dept. / Managing Director providing recommendations and support to enhance dept. performance
•Part of the top management team discussing on weekly basis operations different aspects and assist in finding solutions / support
•Providing data-based recommendations to advise head of dept on how to proceed in HR related matters
• Aligning with HR regional (Seoul (HQ) & Dubai (Regional HQ) offices in all the updates needed and applying initiatives that are being applied worldwide, yet adjusting to match local culture and needs
• Involved in daily matters that may affect company’s culture
• Managing (Hiring, Talent Acquisition, workforce planning, payroll, performance management) for operations in Egypt, Libya and Tunisia

* Act as a business partner to line managers and provide guidance and counseling on HR-related issues.
* Develop and implement human resources policies and procedures, disseminate and communicate them through employee booklets/meetings/and other forms of communication and ensure understanding of stakeholders and compliance.
* Prepare and deliver reports in conformance with legislated requirements as well as monthly and periodical HR reports to management.
* Oversees the provision of human resource generalist services, including compliance with regulatory agencies (labor office, insurance, industrial safety, etc.).
* Source, screen and interview candidates for employment and support on-boarding activities in assigned area.
* Responsible for HRIS administration and data upkeep.
* Manage HR operations and data feeding for payroll generation and other compensation factors.
* Build relationships with staff at all levels; assure that new recruits integrate effectively into the organization by delivering a high quality on-boarding program.
* Actively participate in employee workers’ committees and provide solution to workers’ issues enhancing work environment and aiming at employee satisfaction

With a main focus on developing and implementing a learning and development culture and programs on all levels in the company while working on creating, developing process structured processes for entirely everything being done within the company, whither in matters of operation, marketing, quality control, …etc
• Draw up continuous strategies and implement a program for evaluating performance Identify and measure organizational KPIs for the People Division
• Responsible for implementing the HR Strategy to build capability, performance, and engagement across the brands.
• Developing the culture by including a process draft policy in place
• Help develop a connected environment that enhances the harmony between staff in different offices and branches.
• Manage and grow the People Division
• Work to build a global compensation framework to cover the needs, compatibility to supportive functions, production units and branches in different brands each with a one that fits operation specifications
• Develop programs for employee rotation, succession planning, etc
• Achieve company-wide consistency in compensation, bonuses, promotions, raises and leadership development
• Responsible for rolling out data drive analytics relating to all items relating to People

• Support responsible departments to implement agreed policies.
• Responsible for implementation and fulfilment of Creative Pan HR policies.
• Update workforce plans on a monthly and quarterly basis to ensure hiring requisitions are based on the business needs.
• Seek feedback from new hires on their on-boarding experience and take the needed actions to improve the process.
• Facilitate leadership skills training needed for restaurant and above store level leaders.
• Provide full support to CEO, head of dept. and line managers.
• Update on a monthly and quarterly basis the workforce plan taking into consideration no show and Turnover arrival dates of new hires and YTD hiring success.
• Prepare and review the manpower budget vs. the proposed promotion list, transfer list, current vacancies.
• Support and drive change and culture initiatives in the brand.
• Facilitate roundtable conversations and solicit feedback from restaurant staff to improve the working environment in the restaurants.

Leading the HR function for Creative Pan a food and beverage company with 5 open restaurant branches in Cairo and Tanta, and a manufacturing entity, with 2 more restaurants to follow in 2018, with 450+ employee in all our company's units.

Handling the following HR responsibilities with a team of 3 reporting directly to my self :-

- Recruitment and talent management.
- Personnel and documentation
- Performance Management
- Training and Development

i was part of the Learning team in etisalat, our mission was to seek the learning needs of different sections and depts. by organizing meetings with the employees and the heads, taking their feedback about previous training and what was beneficial and what was not, then organizing meetings with vendors to see if they provide the training we seek and is suitable to the learning needs and budget and go ahead with the deal till we finalize it, organize the attendance, coordinate the vendor, finish the training fee process and such

In addition to previous responsibilities as a specialist; following scope was added:-

•Initiate, organize, plan and conduct Training's in following areas

1)Assistant Manager 2 program: this is a program designed to look for potential candidates in our fashion retail stores who have what it takes to become shop managers, the program has been a great success with 93% of the current Assistant Managers 2 in Azadea Egypt stores are graduates from the program.

2)Train The Trainer: designed for all our shop managers to provide them with the technicalities required to stand in-front of their shops staff and provide them with training's at the highest level, focusing on how to move, talk and make their training's a success.

3)Azadea Restaurant Manager Development Program: focuses on developing Assistant Restaurant Managers and Floor Supervisors to become Restaurant Manager, equipping them with the needed Managerial soft skills required for the position.

•Work with different positions in the stores and back office employees to create their Personal Development Plan in an efficient way, assisting them with discovering what are they really lacking to improve and how to improve it through well designed and measurable key performance indicator (KPI).

•Work closely with our recruitment department to provide general feedback regarding the company’s new comers and if they meet the criteria required for Azadea.

•Cooperate with the Performance Management Department evaluating the performance of employees and shops in general in regards to the set HR KPI set for each employee specially those related to shop managers.

•Evaluate with the Performance Management Department the eligibility of an employee to be promoted putting always in mind all required criteria and making sure that its aligned with the cycle of promotions set by the company.

* Ensures the effective execution of work objectives in order to ensure the highest levels of performance are achieved.
* Monitor and record training activities and programs’ effectiveness for training delivered in own area, as well as keep track of training costs and participates in preparing reports to justify expenditures.
* Prepare and coordinate all training sessions using a defined schedule.
* Conduct assessment of training needs under the
consultation of the Organizational Development Manager and HR Manager.
* Provide feedback on training needs to the Organizational Development Manager.
* Contribute to the development and/or implementation of functional and/or corporate projects in order to support the ongoing development of training and standards for the retail division.
* Develops and maintains good working relationships with internal and external customers (suppliers and agencies) to ensure prompt resolution of issues.
* Design training courses in coordination with the Education team and Organizational Development Manager.
* Administer, develop and assists store managers and assistant managers with regards to competency processes (performance management, development planning and succession planning).
* Deliver retail training courses in line with Azadea’s guidelines, as well as soft and managerial skills training courses to stores.
* Performs assessments of retail store staff for development purposes and recommend personal development options.
* Follow-up and measures the contribution of training to specific store indicators.
* Raise awareness of Brands among store staff including relevant aspects of marketing and shoppers’ psychology.
* Assists the direct manager in implementing the performance appraisal system.

• Set the Training calendar for each month depending on the Hotels needs.
• Booking the venues and arrange the material required for my trainings.
• Conduct the Orientation which is provided to all new comers to “ Intercontinental, Holiday Inn and Stay Bridge” city stars, the orientation includes a brief history about the company beginning and where it has reached now and as well as some programs related to company that talk about how to deal with the Guests and their encounters.
• In charge of the Intercontinental branding program “ You Bring It to Life “ which is the way the company markets itself to our Guests as well as how do we operate worldwide.
• Conduct “Leadership Fundamentals” which is the training provided for those who are recently promoted to a leading position or those that we see have the talent and the desire to rise in the company.
• Conduct “ Group Training Certificate” Training, a training designed for those who will mentor or teach a large group of individuals in their departments on how to do something related to work and how to cascade it in the best way.
• Conduct “ Managing Training & Development” Training, a training designed to let the departmental trainers know how to find the need in their departments in regards to what kind of trainings is needed the most to enhance the effectiveness and efficiency of our colleagues
• Assist the recruitment department in employment fairs where we look for possible candidates to join the team, a major factor of making the right choice is trying to know if they have the required competencies.

In my current job with (ITI) i have trained students from diverse faculties " mainly Commerce and Education" in Helwan university on Business Process Outsourcing (BPO) and Soft Skills (such as problem solving, presentation skills, negotiation skills, English language, customer sevice, business writing... etc) to help them meet the BPO industry requirements, which is the aim from the EduEgypt Program the ITI is adopting at the moment.

-In Reservations:

•Receiving calls from guests, travel agencies, corporate and government offices and arrange a reservation for them in any of Hyatt properties around the world, office average calls per agent is 100 calls in the slow business day.
•Confirming bookings via e-mail, fax and dedicated travel agencies websites.
•Participate in helping guests and Travel agencies in any challenges faced upon making a booking, always keeping my immediate supervisor informed step by step.
•Communicate closely with the Assistant Manager and the Reservation Manager to ensure follow up on any challenges, guest concerns, or staff performance.
•Able to handle guest problems or complaints and to keep the Assistant Manager or the Reservation Manager well informed.
•Perform tasks and projects delegated by the Assistant Manager and the Reservation Manager.

- In Training:

•Create department’s trainings plan and prepare training materials to be used by the new joining agents including Excel sheets and word documents to further more show the main goals of the training.
•Train new agents, corporate trainees and employees who require knowledge about the following Software:
*RESERVE “Hyatt’s Reservations system".
*Opera " Hotels Property Management System"
*Lotus Notes "E-mail system used by Hyatt Hotels in Dubai for all correspondence ".
•Train different Hyatt Employees on the following soft skills:
•Call standards used by Hyatt world wide to accomplish the highest level of service to hotel guests.
•Methods of Selling and ways used to up sell guests and the basis for it.
•Customer Service and how to deal with different guest types.
•Creating information test materials to evaluate each new trainee and let them know which parts they would require stress on.