HR Director
TAMEER
Total years of experience :18 years, 4 Months
• Understands the board of directors’ strategy and development plans for the company and its affiliates.
• Engineers and recommends an ultimate organization chart for the company and its affiliates, including staff profiles, career paths and succession plans.
• Elaborates and implements the human resources strategy, policies, system and procedures, as well as the organization of the human resources team.
• Sets a policy to minimizes and manages HR-related risks.
• Recommends and develops an appropriate benefits & compensation matrix.
• Recommends a plan to develop the company’s employer branding towards targeted groups.
• Promotes the company’s values and develops staff loyalty.
• Supports ‘change management’ efforts.
• Develops an internal communication policy.
• Develops the HR-related digital platforms and online visibility of the company.
• Leads on a daily basis the human resources aspects of the company, including planning and implementation of talents acquisition, appraisal, development and retention initiatives.
• Monitors labor law developments and ensure that the company is operating in compliance with relevant laws and regulations.
HR External Consultant (Temp Project)
• Develop and implement human resource strategies in partnership with business units and organizational leadership to improve workforce performance and balance financial and human capital priorities.
• Support cultural changes across EMAAR through a variety of different methods, including implementing action plans, enabling managers to more effectively line manage their staff.
• Support the effective delivery of a higher performing HR service, through the further development of the HR team, ensuring that the high standards within the team are developed and maintained.
• Oversee organizational development, employee relations and communications, salary benchmarking, benefits, HRIS, training and Payroll.
• Plan and recommend manpower and HR operational budgets and manage expenditure and reports on budget variances.
• Create vision for training programs which will help to continually improve productivity of consulting groups and other departments throughout the company.
• Developing and Cascading Change management Programs and bringing in a change of Working styles and synergies and aligning and exposing the workforce to newer, refined and best practices.
• Guides and manages the overall provision of HR services, policies and programs for the entire company, including talent management and staffing, performance management, organization development, employment and compliance to regulatory concerns, employee orientation, succession planning, development and training, policies development, employee relations, company employees and community communications, compensation and benefits, employee satisfaction, welfare, wellness and health.
• Talent Acquisition Role
o Manage employer branding strategically and operationally.
o Design, develop and maintain recruitment metrics, including measurements, value and effectiveness of recruiting strategies.
o Associate closely in annual manpower planning, design hiring plan and monitor recruitment funnel.
o Design and manage recruitment department budget, including budgeted hire variance report, cost measurement, recruiting cost ratio, recruiting ROI and implement innovative and effective strategies for reducing costs.
o Design, develop recruiting quality plan, including data quality score, hiring manager satisfaction, source quality, hiring efficiency ratio, quality of recruitment cycle and recruitment business value ratio.
o Conduct technical and behavioural job interviews for managerial job positions in addition to headhunting activities.
o Conduct assessment workshops and successfully deliver the assessment tools.
o Utilise a highly visible managerial approach for leading and directing a team of recruiters, offer motivation and guidance as necessary, defining employee of the month through KPIs including time to fill, hiring managers satisfaction and business value and ensure a results-driven team.
o Employ a highly personable approach to liaise with internal subsidiaries, as well as external recruitment agencies, ensuring that positive client relationships are established.
o Manage the internal referral program for various job vacancies within the organisation.
• HR Business Partner Role
o Demonstrate extensive knowledge of market practices and trends, guaranteeing optimal practices are achieved at all times, and company goals and objectives are exceeded.
o Prepare Annual budget for selected subsidiary in alignment with benefits survey and market updates.
o Participate in various organization development activities including contribution in setting organizational & individual’s objectives for employees in order to maintain the main key pillars; attraction, development and retention.
o Contribute closely in entire range of HR functions related to HR Director strategic plan right from the employer branding, staff orientation process/transfers/promotion, policies and procedures, M.B.O and talent development programs.
o Advise the Senior Management and team members about the change management and organizational structure.
o Associate closely in job grading, salary survey, reward system and oversee Egyptian labour law terms & condition.
o Participate as ‘Expert Trainer’ to deliver soft skills and technical training.
o lead the team responsible for handling Oracle Human Resource Management System ( HMRS).
• Was accountable for conducting technical and behavioural interviews for engineering positions and identified potential employees as per the requirement of the projects division
• Involved in all aspects of the recruitment process including advertising vacancies, assessing applications, short listing candidates, interviewing and selecting applicants
• Took overall ownership to plan, develop and implement strategy for OD and annual manpower plan in addition to developing a job description
• Identified training needs, prepared training modules; evaluated the effectiveness of training programs through development of pre/post assessment tools
• Took the responsibility of various administrative tasks including developing organizational charts, designing recruitment procedures and conducting management reporting
• Implemented excellent research and analytical capabilities, developed job descriptions and duty statements, extensively investigated the skills needed for each position
• Acted as the first point of contact and provided professional support and advice regarding all recruitment issues to departmental manager
• Held the responsibility of pre-screening applicants and conducting final phone/face-to-face interviews, as well as prepared candidate for projects, provided orientation and training as necessary
• Engaged strong interpersonal skills in liaising with recruiters in various countries - the Philippines, India, Pakistan, and Jordan - and successfully led recruitment promotions and campaigns
• Developed and maintained management guidelines by preparing and renewing policies and procedures, and recommending innovative procedures for overall recruitment improvement and efficiency
• Oversaw the development and implementation of an OD Service to support the Senior Management team in all aspects of business transformation
• Managed the Succession Plan in alignment with the company’s strategic objectives and directives
• Partnered with line management to identify, develop and implement Staff Development Programs
• Implemented adept organisational skills developing and maintaining a recruitment database - keeping applicant details readily on file
• Actively engaged in implementing HR policies/procedures and managed key people initiatives, prepared the annual operating plan, and HR objectives in line with organizational objectives
• Had the distinction of developing a recruitment system and led the team handling database
• Held a senior recruitment position and responsibility for the planning, development and implementation of HR strategies
• Held the accountability for Talent Management across the company, including the training of new starters and identifying applicants with high potential and designing career paths and training programmes accordingly
• Developed excellent relationships with universities and oversaw and managed graduate recruitment, along with the design and delivery of the internship programme and graduate training
• Worked closely with managers to understand and implement policies and procedures across the company and provided advice on key policy area
• Recruited staff, developed job descriptions and person specifications, prepared job adverts, checked application forms, shortlisting, interviewed and selected candidates
• Promoted equality and diversity as part of the culture of the organization and liaising with a wide range of people involved in policy areas such as staff performance and health and safety
• Worked closely with external consultant to design, develop and implement key performance indicators and business objectives as well as strategies for achieving the vision of the CEO and maximising employee performance
• Undertook quarterly performance reviews to assess employee job satisfaction, assessed performance, highlighted areas of improvement and designed development plans
• Developed HR planning strategies with managers to consider immediate and long-term staff requirements as well as analysed, planned and delivered training, including inductions for new staff
• Worked closely with an external consultant to implement a new motivation system to improve company morale and introduce organisational change and collaborated with senior managers to manage change and counteract employee resistance to the new system
• Conducted face to face interviews at all levels including senior management and was responsible for designing and conducting assessment workshops as part of the final stage of the recruitment process and assessing candidates' soft skills
• Designed and implemented the probation period evaluation program, assessed resilience, ability to work under pressure, and rate of development amongst new starters
• Provided advices on pay and remuneration, interpreted and advised on employment law and dealing with grievances and disciplinary procedures
Human Resource Management Diploma- June 2006 - American University in Cairo, Egypt
Bachelor of Architectural Engineering, July 2002 - Alexandria University, Egypt.