إيلي شامي

Sales Activation
Strategic and tactical actions to boost sales
Project Management and Operational Marketing

1. implemented different Leadership Development & Change Management
2. Created On the Job Training plans based on filed visits
3. Prepares Induction Programs for all new joiners
4. Conducting field visit to work of findings and turn them into action plans
5. Dealing with top notch Training Suppliers
6. Developed Competencies Frameworks for all positions
7. Designing & Delivering Soft Skills Training & Technical Training related to F & B for all levels
8. Succession Planning & creating successors to secure the business.
9. Talent Management Development
10. Measuring ROI of all training activities ( Pre & Post )
11. Created Training Manuals & School of Training after identifying OJT Trainers
12. Personal Development Plans based of Competencies Framework Working on implementing different sales script &
standards to increase sales
13. Performance Appraisal & TNA (Ascending & Descending Methods)

• Working on the yearly manning in coordination with all line managers & Board of directors
• Reporting to the Managing Director
• Handling an operation of 120 employees
• Managing an HR Team of 1 person ( Technical Reporting )
• Providing daily personnel management support to all area’s
• Developing yearly training needs analysis Vs Potentiality.
• Analyzing CRM/SAP and its best practices
• Recruitment & selection of Senior Management/Director candidates using CBI
• Set HR KPI retention targets which has been linked to the incentive schemes of all positions.
• Implementing Performance management system, depending on operation needs in terms of Performance appraisal to reflect yearly training needs & achieve each position objectives.
• Developing a well established MBO( Management by Objective) for all line managers to reflect the company mission.
• Coaching & developing Line managers on new HR Initiatives.
• Developing all HR Policies & procedures depending on operation needs.
• Conducting one on one meeting, developing the company values.
• Developing all company job descriptions as per the international standards in order to reflect needed competencies (training & development Division)
• Reengineering of the personnel management system to have a solid Data & sources.
• Developing needed tools related to succession planning & Career development ( PAPA ) Method.
• Creating the competencies framework
• Working on change management through defining potential employees.

I’m working in the capacity of HR Business partner, through implementing many strategies to boost the company mission as i have succeeded to implement a high customer service program, ISO & new sector to the business. In addition, i have decreased the cost over 10% through working on the insurance policy & the turn over as well up to 25 % through working on a well structured CBI.

• Handling Yearly Man Power Planning, Recruitment & selections from A - Z through Using PI, E-Recruitment... upon competencies.
• Reporting to the General Manager & HR Director
• Handling an operation of 750 employees
• Managing an HR Team of 1 Recruiter ( Technical Reporting )
• Overseas recruitment campaigns (Egypt & Lebanon )
• Handling the Compensation & Benefits
• Working on the PAPA method to identify Potential employees
• Prepare the yearly training needs for All company & measure ROI
• Issue job offers and follow-up with candidates on status
• Assist in preparing induction programs with department heads & follow up.
• Follow-up on new recruits’ induction process.
• Fixing Incentive Scheme upon KPI’s to have a fixed incentive scheme
• Working on the retention of employees and decreasing turnover.
• Generate monthly HR Metrics reports and present to HRM & GM
• Coaching line Manager on New HR Initiatives
• Ensure that Employee Development Plans Vs competencies as per HR Plan.
• Assist Department Heads in compiling data in preparation for HR Plan.
• Follow-up and assign training sessions as per HRP and training budget
• Preparing the Yearly succession planning
• handle company performance evaluation, 360 degrees & working on Management By Objective
• Conduct monthly “reality checks” through monthly visits to remote business units
• Conduct random internal audits on salaries and benefits and generate report
• Maintain and initiate potential reviews on Job Evaluations as needed upon hays system.
• Conduct Exit Interviews for departing employees.
• Prepare the yearly HR Plan in coordination with GM
• Coordinate with training department for the yearly on the job training schedule.
• In charge of HR policies and procedures
• Design trainings related to the business needs (recruitment, performance... & other soft skills trainings.)
• In charge of transfer process & promotions.
• Handling company chart, job descriptions & working on company restructuring.
• In charge of company values.
• HR Auditing & Findings with necessary tactical Action plan
• Working on the strategic part & monthly Organization Development Plan
• Preparing yearly HR Budget for training & recruitment.

Managing the whole HR of Napco Riyadh city and remote area’s as I have decreased the administration cost, Increased the Retention up to 95%, implementing new position that helps in increasing the productivity of the company, designing training programs, implementing all HR Functions from A - Z and being a real Business Partner Plus preparing the Yearly HR Plan through aligning it with the company mission Vs. Sales, Merchandising, Products...

• Reporting to the HR & Administration Manager
• Handling an operation of 180 employees
• Managing a team of 2 persons ( Administration )
• Employee’s relation & advising
• Creating all HR forms
• Fix all HR policies & procedures
• Assisting in benefit & compensation
• Providing employees’ accommodation
• Recruitment & CV analysis
• In charge of Safety & protection
• Creating the company organization chart
• Contract preparation
• Organizing Employees entertainment programs & company events
• Handling the employees’ files
• Handling the company cash
• Handling some IT & Purchasing issue
• Organizing all the administration team
• Handling the orientation and termination of employees
• Fixing interviews questions for positions upon competencies.
• Handling Insurances, Permanent residencies & labour cards,

I have designed plus link a grading Structure, & create an evaluation system (KPI), assist in recruitment, personality analysis & decrease the employee’s turnover plus cost. As I was able to implement an MBO System.

• Reporting to the HR & Administration Manager
• Handling an operation of 180 employees
• Managing a team of 2 persons ( Administration )
• Employee’s relation & advising
• Creating all HR forms
• Fix all HR policies & procedures
• Assisting in benefit & compensation
• Providing employees’ accommodation
• Recruitment & CV analysis
• In charge of Safety & protection
• Creating the company organization chart
• Contract preparation
• Organizing Employees entertainment programs & company events
• Handling the employees’ files
• Handling the company cash
• Handling some IT & Purchasing issue
• Organizing all the administration team
• Handling the orientation and termination of employees
• Fixing interviews questions for positions upon competencies.
• Handling Insurances, Permanent residencies & labor cards,

I have designed plus link a grading Structure, & create an evaluation system (KPI), assist in recruitment, personality analysis & decrease the employee’s turnover plus cost. As I was able to implement an MBO System.

1 Creating a database filing system
2 Preparing a recruitment campaign
3 Handling some purchasing orders
4 Screening cv’s & recruitment
5 Data entry
6 Preparing job fair - St Joseph University
7 interviews & follow up interviews assessment
8 Implementing HR process & procedures
9 Creating hr forms
10 Creating new employee ID's
11 Fixing many hr & recruitment strategies

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