Ehab Moussa

 Participate in management meetings and counseling leadership for HR & workflow aspects.
 Engage Employees & enhance internal culture by proposing motivational programs.
 Provide Leadership team and department heads with needed advise to insure business objectives are meet.
 Ensure System requests are proceed correctly on Oracle to limit return for corrections and speed up the approval cycle.
 Ensure planning, monitoring, and appraisal of employee work results by guiding managers to coach and discipline employees, scheduling management conferences with employees, hearing and resolving employee complains, counseling employees and supervisors.
 Maintain organization staff by establishing a recruiting, testing, and interviewing for roles across the region; counseling managers on candidate selection, conducting and analyzing exit interviews, recommending changes.
 Maintain employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends, recommending benefit programs to management, directing the processing of benefit claims, obtaining and evaluating benefit contract bids, awarding benefit contracts, designing and conducting educational programs on benefit programs.
 Lead Talent Management & training and development activates across the region.
 Ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations through legal advisor, maintaining records.
 Maintain historical human resource records, keeping past and current records.
 Maintain professional and technical knowledge by facilitating educational workshops, reviewing professional publications & official announcements, establishing personal networks, participating in professional HR societies.
 Facilitate employee’s development programs & training plans.
 Responsible for the Administration tasks & projects linked to the role.

1. Enable the effective & consistent development and implementation of HR policies and procedures to meet the different department's objectives and to ensure that all CFI-Heinz employees comply with statutory and legislative requirements regarding employment practice and procedures.
2. Direct and manage the HRM unit in the development, implementation, proceeding and monitoring of corporate HRM policies, procedures, processes and required infrastructure.
3. Accountable for the following, objectives and improvements plans, company roles and employees responsibilities, training and competence, consultation and communication between internal and external customers
4. Take responsibility for recruitment in line with HR/Business needs ensuring that the resourcing process is effective and that no business impact is incurred by shortages in key positions.
5. Operate as a business partner and key member of the top Management team providing input and support on the HR implications of business objectives and their delivery.
6. Develop and establish a HRM strategy according to the strategic implicit of the company.
7. Monitor all internal training and associated activities in company to meet the required short and long term business requirements of the company using the most effective training methods.
8. Approve the use of external agencies as required to be able to meet the training plan in a professional and cost-effective manner.
9. Coordinate with other department in implementing performance management system that motivates employees to ensure performance improvement.
10. Direct development and implementation of salary structure and benefits policies to ensure that the company is externally competitive and internally equitable and ensure that benefits are appropriate and cost effective.
11. Review & develop the HRM policies, budget and plans to adapt them to meet the business strategy and objectives.
12. Provide advice and guidance to Executive Staff on all aspects of HRM and act as HRM representative in the business requirements of external organizations.
13. Planning and compliance of the departmental budget.
14. Annual target planning and staff appraisals to employees directly subordinated.
15. To plan required resources and to select staff which will be directly subordinated.

 Clarify roles, set performance standards in all departments & functions. And Competency building, organizational development to ensure bench of highly potential talent in a positive and productive work environment
 Ensure the development of yearly manpower plan to strengthen and leverage the organization.
 Develop & execute staffing fundamentals and tools; Defining needs, and interviewing/ selection criteria and on-boarding.
 Facilitate & link the objective setting process to align individual performance with business outcome.
 Develop, install and maintain a systematized compensation program that provides meaningful salary ranges for all levels of employees.
 Identify and develop most appropriate recruitment sources (i.e... corporate data bank, recruitment agencies, direct contacts).
 Develop and execute recognition programs to promote loyalty and morale (ie ..employee of the Quarter, Football tournaments, etc..).
 Maintain a presence in the field (production floor, commercial visits… ) to continually build a good relation with front-line employees
 Define and implement HR policies, and procedures, that ensure consistency with a positive employee relations environment.
 Provides technical expertise and advice to all departments on identifying and solving HR related issues.

• Creating & implement efficient Recruitment system through conducting Interviews tests, assessment Center & behavior analysis sessions for all levels.
• Developing an appraisal system for all levels by identifying objectives and competences for each post .
• Developing recommended Organizational Chart
• Developing an existing and recommended Job Description for all posts.
• Supervising and developing all aspects of Personnel System.
• Implement the appraisal systems defined for all levels and determine the business process for applying this system .
• Developing HR Manual & employee Handbook.
• Identifying the training needs and choose, implement the best methodology to satisfy these needs including the administration part of the process .
• Developing and implementing employee satisfaction survey to establish a healthy working environment.
• Developing a succession plan for every post to facilitate the internal promotion.
• Establishing Competency Models to our clients through Universal SHL Competency Tools.
• Developing an actual and recommended internal process flow chart.
• Member in a team in developing a salary & Benefits Survey Conducted by JOBMASTER.
• Develop and implement the HR Part that assist the client to have HACCP or ISO Certificates.
• Conduct Audit on the personnel Section at HR Department .
• Participated in a large number of assessment centers conducted by JOBMASTER to its clients.
• Interview and select staff
• Advise on wage and salary levels
• Advise and support management on staff issues
• Plan and organize staff training
• Involved in long-term strategic human resources planning and policy
• Involved in the performance management system (assessing professional competence) within their organization.
• Conduct analyses to determine staffing numbers, skills and needs to meet the organization's objectives

• Creating & implement efficient Recruitment system through conducting Interviews tests, assessment Center & behavior analysis sessions for all levels.
• Developing an appraisal system for all levels by identifying objectives and competences for each post .
• Developing recommended Organizational Chart
• Developing an existing and recommended Job Description for all posts.
• Supervising and developing all aspects of Personnel System.
• Implement the appraisal systems defined for all levels and determine the business process for applying this system .
• Developing HR Manual & employee Handbook.
• Identifying the training needs and choose, implement the best methodology to satisfy these needs including the administration part of the process .
• Developing and implementing employee satisfaction survey to establish a healthy working environment.
• Developing a succession plan for every post to facilitate the internal promotion.
• Establishing Competency Models to our clients through Universal SHL Competency Tools.
• Developing an actual and recommended internal process flow chart.
• Member in a team in developing a salary & Benefits Survey Conducted by JOBMASTER.
• Develop and implement the HR Part that assist the client to have HACCP or ISO Certificates.
• Conduct Audit on the personnel Section at HR Department .
• Participated in a large number of assessment centers conducted by JOBMASTER to its clients.
• Interview and select staff
• Advise on wage and salary levels
• Advise and support management on staff issues
• Plan and organize staff training
• Involved in long-term strategic human resources planning and policy
• Involved in the performance management system (assessing professional competence) within their organization.
• Conduct analyses to determine staffing numbers, skills and needs to meet the organization's objectives