Ehab Ouf

I’ve Set the strategic human resource functions for 250 employees. I’ve brought into this role as a both a senior human resource Manager and a Consultant to facilitate and manage all the needed requirements both his current employer and all clients dealing with them.
 Created Organization Redesign, formulating Job Analysis, verifying and creating Job Description
 Designing Job Leveling and Salary Structure based on Egyptian Salary Survey.
 Created new policies and Procedures in relation with ISO 9001 -2008.
 Responsible for the Recruitment, staff induction and orientation function.
 Responsible for Payroll management and Reporting.
 Assessing Employees and creating competency frame work based on psychometric assessment. Created and Implemented Performance Appraisal function.
 Created Training and Development Function from the ground up.

Senior Human Resource Manager - at Premier Egypt for Consultation (Sister Company to Fedex), Egypt (March2015 till Current)
Reporting to: Chairman/ General Manager

Premier Egypt is a group of companies consisting of premier for recruitment, training and consultation, FedEx express, Quick copy for marketing printing materials, FTN for shipment, Trouble shooter for software and hardware systems and Premier consulting in Ras el Khima in United Arab of Emirates with a total headcount equal to 1000 employees in both Egypt and UAE. Total outsourced employees more than 15000 Employees.

Highlight - Achievements and Responsibilities:
 Providing strategic leadership for the HR function
 Lead the HR team to ensure high quality and efficient staff recruitment, contracts management, orientation, learning and development, performance management, compensation and benefits, code of conduct compliance, employee engagement
 Acts as HR advisor for Top Management
 Implement HR initiatives and practices and serve as an advisor to maximize staffing resources and performance, promote a positive organizational culture, minimize risk and ensure efficiency of work processes.
 Creating Organization restructure and Creating Career Path
 Formulating Job Analysis, verifying and creating Job Descriptions.
 Manage and advises Management for all aspects of compensation management including annual review process, salary banding, structure and grading and rewards management using Willi Towers Watson.
 Identifies needs for and coordinates the development of new HR systems. Reviews existing HR systems and processes and coordinates the improvement of systems and processes to meet the needs of Senior Management.
 Created new policies and Procedures in relation with ISO 9001 -2008e.g: recruitment policy, compensation & benefit policy, Performance and Training Policy. Created Employee Hand Book etc..
 Partnering with leaders across the operations understanding their needs, coaching and advising them on employee issues that arise equipping them with the tools or information they need to enhance the management of their direct reports.
 Responsible for Man Power planning, Recruitment, staff induction/orientation.
 Responsible for Payroll management (Calculation), Monthly Reporting (Payroll report, salary slips, bank transfer& Closing of the month) and personnel administration (Employee Relations) e.g issuing contract, form 1, form 6, form 2, buying insurance periods, medical administration, HR letters, end of service, grievance, sick leaves, absences, etc..
 Listen and resolve employee grievances and counsel employees and supervisors as needed seeking the relevant expertise for further support as required.
 Manages the development and administration of the performance review system.
 Manage and support the business in identifying learning and development needs across the organization e.g starting from the TNA, conducting courses and measure the impact of training based on the company, departments and employees objectives.
 Launching Saville Psychometric assessment (Ability and Personality), assessing Employees and creating competency frame work.
 Negotiates and contracts with benefit plan providers, vendors, and consultants for services, premiums, and plan administration.
 Maintaining all human resource records through the effective use of the Company systems provided in accordance with local labor laws; keeping past and current records accurate and relevant.
 Responsible for all tenders (By designing Salary Structure and Job Descriptions matching with the Egyptian salary survey for external clients) e.g, Exxon Mobile, Google, international labor organization -ILO etc..
 Providing Consultation to Egyptian Aviation Service (Cairo Airport Terminal 1, 2, 3), W.I.S Pharm, Sigma Technologies, A101, Siemens, Common wealth War Graves, Proctor and Gamble etc..

The company is specialized in the field of construction (special packages) haram extension, airport extension, king Abdullah University, Haram Clock, Madina Project in Saudi Arabia and Middle East. Head count of the SBG is 30000 and Hi Tech is 1500 employees (70% are foremen and labors)
Achievements:
Handled International Recruitment Campaigns(Egypt)
 Initiated on site PMI Style
Developed the competency frame work(mercer)
Implemented a new performance management system for administration and engineers & monitor the progress on achievement of KPI’s versus Actual.
Designed and developed training programs for managers, engineers, etc ..based on the TNA.
Implemented the automation of all HR process through ERP System
JD:
Structuring a hr department including the HR activities and start up team in selecting a fine team consisting of 5 employees (2 Training & development coordinators, Admin/ & 2 personnel individuals)
Manpower planning through knowing hiring needs, and developing recruitment process, calculating turnover, vacancies & saudization percentage.
Planned, Implemented recruitment campaigns, advertisment, mobilization plan and updating organizational structure.
Responsible for handling both administration and employee relations issues related to hiring issues, transfer, change sponsor ship, employee Contracts, issuance of visas, residence permit (IQAMA), medical issues, attendance, sickdays & leaves & payroll sheets, employee advance payment, grievance handling, and related issues to GOSI regulations.
Managed all compensation & benefits role through job analysis & developed job descriptions with the recommended actions to improve situation for “Holy Mosque and Madina Expansions"and conducted assessments used for promotion, change salary scheme and advise proposed salary increments, change profession, change contract, layoff - exit interviews etc….)
Develop & restructured the performance management practices and performance review cycle by reviewing employee Key Performance Indicator (KPIs)&performance appraisals for all departments, analyzing learning gap of personnel& recommending training/ development programs to enhance employee's performance. In addition to calculating salary incentives which is dispensed every 4 months for engineers and on yearly basis for all employees.
Identified the Competencies to create Success Profiles (psychometric testing).
Designed & developed training programs based on information on effectiveness of methods such as classroom training, workshops etc....
Compiling management information reports as well as other key data such as TNA (Training needs assessment), reports, acquisition&retention data analysis to improve decision making.
Preparing annual training plan, budget (600000 SR. trained 276 white collar & 112 blue collar) based on the TNA&all training activities through job analysis, appraisal schemes with regular consultation with line managers.
Monitored & evaluated training programs using ROI to insure standards & work towards the development and optimization of the projects.
Complying with the ISO standards by maintaining accurate records for all activities (pre and post records) when Audit was performed by PWC, Bureau VERITAS & Velosi (ISO Audit Companies).
Initiated on-site PMI style, (PMP, RMP) training programs, for all professionals. Expanded business English classes, IT classes, in addition to employee and ISO induction trainings to improve productive communications and quality awareness. Expanded construction trades vocational training to aide in Saudization Such as HAB20, Dilux, and Primavera Programs etc...
Prepared & developed all hr policies & procedures including employee orientation manual/ assigments to help new comers to be acquainted with the new environment.
Restructuring & assisting in implementation the new ERP
Preparing management information & statistical reports in respect of HR capability development.

The Company specializes in the field of garments and its main trademarks such as BMP, Palzilari, Hugo boss, etc. It manufactures and exports to several countries in Europe and the Middle East. Head Count 8000 employees.

Highlight - Achievements:

Provided training to over 1000 employees including Senior Managers, Managers, Supervisors and Section Heads.
Implemented a new performance management system and monitor KPI’s versus Actual.
Designed and developed training programs based on the training needs assessment.
Creating a learning culture in the whole organization and to be a continuous process.

JD Responsibilities as Human resource Training and Development Manager (July 2009 - July 2011):
 Structuring a development department and a startup team of 5 employees (2 recruitment employees, 2 organization development coordinators and 1 Administration/ secretary)
 Spreading awareness of performance management practices and performance review cycle for increased productivity.
 Devised effective performance management systems by reviewing employee Key Performance Indicator (KPIs) and performance appraisals, analyzing learning gap of personnel and recommending training/ development programs to enhance the performance level of the employees.
 Identifying organizational training and development needs through job analysis, appraisal schemes and regular consultation with business managers.
 Designing/ developing training/ development programs based on information on effectiveness of methods such as classroom training, demonstrations and workshops.
 Establishing a learning culture across business units, providing support to ensure the delivery of objectives. Optimizing effectiveness of training with a minimum expenditure of time, money and personnel, and ensuring alignment with company goals/ policies.
 Ensuring high productivity of employees through implementation of suggestions received through employee satisfaction surveys, grievance redressal etc. as part of employee engagement in compliance with the Egyptian law.
 Facilitating manpower planning through job, task, individual, salary and incentive analysis. Creating and updating organizational structure and position profiles for clarity on role and reporting relationships.
 Compiling management information reports as well as other key data such as TNA (Training needs analysis), KRA (Key result area) reports and acquisition and retention data to improve decision making.

Alkan Holding is one of the biggest companies in the middle east specialized in the telecommunication field in installing roof top and green field towers, etc… Head count 2500 employees.

JD Responsibilities as Senior Human Resource Business Partner (Jun 2007 to Jun 2009):
 Analyzed business requirements and provided inputs for developing functional strategy with respect to talent acquisition, development and retention along with human resource budgeting.
 Developed process of screening, filtering, short listing and hiring candidates to determine potential fit for vacancies. Managed all facets of selection process to include referencing, background checks and compensation recommendations.
 Coordinated/evaluated with managers to monitor effectiveness of recruiting plans and implement suggestions. Compiled various reports such as interview report, turnover report, vacancies report etc.
 Develop relationships with third party recruitment agencies and staffing firms and manage the measurement process.
 Maintain proactive and direct communication with candidates to provide interview feedback during the recruitment life cycle.
 Writes job advertisements and decides how and where jobs are advertised.
 Identified organizational training and development needs through job analysis, appraisal schemes and regular consultation with business managers. Created and implemented training policy, training manuals and evaluation as well as employee orientation manual.
 Managing and driving counseling, goal setting, performance feedback and career planning. Providing strategic/ technical advice on a wide range of HR practices for effective implementation.
 Disseminated information on Performance management practices and performance review cycle. Performed all HR activities through Oracle modules application system.
 Compensation and benefit administration by Calculating, checking, approve and file the leave and payment requests, and process overtime sheets, in order to ensure accuracy and consistency in the employee’s compensation pay and maintain the system’s record.
 Employments contract renewal by administering and coordinate the process of contract renewals, prepare letters, coordinate with departments, and get approvals, in order to facilitate the distribution of letters on time.
 Ensured compliance with Egyptian law by aligning all activities with the personnel department. Updated line managers with changes in Employment law.

Highlight - Achievements:
Delivered over 200 training sessions, each quarter and more than 400 man hour training.
Achieved Certificate of Appreciation in winning Egypt 1st place in training Hotel Dynamics Employees and developing their skills in (communication, time management, selling and team building skills)

JD Responsibilities as Recruitment and Training Manager (February 2003 - May 2007):
 Evaluated comprehensive training requirements of the hotel and designed modules targeting cross section of employee hierarchy, addressed primary requirements of qualitative up gradation, initiation and cross disciplinary training.
 Created, designed and established syllabi structures and a definite roadmap aligned with HR competency model, implemented appropriate delivery strategies and measured training impact in terms of increased competencies.
 Analyzed interview assessment tests, hiring forms and made changes where required. Developed testing tools for recruitment.
 Writes Job ads and decide where to advertise and preparing reports to analyze hiring cost.
 Developing training policy, process, delivering training sessions Compiling management information reports as well as other key data such as TNA (Training needs analysis) for every employee.
 Additionally, handled administrative work, reservations, customer issues as well as continuing education, training, and certification of new and experienced employees.