Emad eldin mosallem ali Salama

Act to support the human factor in the company by designing strategies for workforce planning, competence building, performance evaluation, staffing, training and development.
Apply all compliance topics and HR Corporate initiatives, systems and tactics.
Lead employee relations, negotiate and communicate with labor unions
Leverage Corporate plans for a variety of HR matters such as talent acquisition, competence building, working time management, compensation, benefits, health and safety.
Deal with grievances and violations invoking disciplinary action when required
Anticipate and resolve litigation risks
Supervise the work of HR personnel and provide guidance
Monitor adherence to internal policies and legal standards
Report to senior management by analyzing data and using HR metrics

Developing and updating the company job descriptions as well as the organization \ departmental structures in cooperation with line managers.
-Developing and updating the company competency model and linking the model to the selection, performance appraisal and training systems.
-Executing the performance management system, ensure identifying the individual training needs.
-Records all changes in the HR scorecards and ensure keeping the system updated.
-Participates in setting the annual manpower plan of the company based on actual needs of different departments, and sets a recruitment plan accordingly, and coordinates with the concerned departments to identify the selection criteria and the required qualifications.
-Participate in recruiting, interviewing and selecting candidates to fill vacant positions.
-Making opinion surveys, make the analysis, provide and implements recommendations.
-Provides employees with information about HR policies, rules and regulations, job duties, working conditions, salaries, opportunities for promotion and employee benefits.
-Ensures effective implementation to the HR policies and procedures.
-Participate in the preparation of the HR monthly report regarding issues as internal mobility, professional & social activities and grievances.
-Implements of the corrective actions based on the reports of the internal audit
Developing and updating the company job descriptions as well as the organization \ departmental structures in cooperation with line managers.
-Developing and updating the company competency model and linking the model to the selection, performance appraisal and training systems.
-Executing the performance management system, ensure identifying the individual training needs.
-Records all changes in the HR scorecards and ensure keeping the system updated.
-Participates in setting the annual manpower plan of the company based on actual needs of different departments, and sets a recruitment plan accordingly, and coordinates with the concerned departments to identify the selection criteria and the required qualifications.
-Participate in recruiting, interviewing and selecting candidates to fill vacant positions.
-Making opinion surveys, make the analysis, provide and implements recommendations.
-Provides employees with information about HR policies, rules and regulations, job duties, working conditions, salaries, opportunities for promotion and employee benefits.
-Ensures effective implementation to the HR policies and procedures.
-Participate in the preparation of the HR monthly report regarding issues as internal mobility, professional & social activities and grievances.
-Implements of the corrective actions based on the reports of the internal audit

1. Updating manpower plan for the company
2. Fulfilling various vacancies with high qualified through head hunting, referral system and recruitment database.
3. To ensure the recruitment & hiring process is in line with the manpower plan.
4. Interviewing new applicants to assure selection of the best candidate.
5. Keeping an updated database of current CVs
6. Supervising Training needs assessment
7. Coordinating internal and external training
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