Human Resources, Administration, Internal Communication and CSR Director
THIQA
Total years of experience :24 years, 1 Months
Built, Developed and Implemented Corporate Strategic Human Capital Platform and Programs that Support the Organization’s Growth and Drove Positive Outcomes.
• Partnered With the Leadership Team to Identify, Prioritize & Build Organizational Capabilities, Behaviors, Structures & Processes to Meet Business Objectives.
• Drove The Organizational Development Initiatives and Provided Inputs to The Leadership Team on The Organization Structure
• Ensured Compliance with the Company’s Code of Conduct & Human Capital Policies & Procedures.
• Employ, Engage and Retaine High Quality People, With Succession Planning for Critical Roles.
• Played a Critical Role in Establishing/Promoting and Developing a Values-Based Culture and Employee Engagement with the Company’s Senior Leadership.
• Built a Best in the Class HR, Admin Foundation Delivering the Best Services to Employees.
• Established Division’s Accountabilities.
• Recruit Train, and Develop New Team Members For the Ramp Up Phase at The Startup.
• Developed Functional Standardized HR, Admin Policies and Procedures.
• Fostered a Positive and Inclusive Workplace Culture by Addressing Employee Concerns, Conducting Conflict Resolution, and Promoting Open Communication.
• Built Best-in-Class People Programs in Talent Acquisition and Development, Onboarding, Engagement, Motivating, Retaining, Exit, Performance Management, Learning & Development, Compensation, Benefits, Rewards, Remuneration, and Recognition Diversity, Inclusion, Health, and Organization Development Resulting in a Best Workplace.
• Working With Cross Border Peers to Ensure Global Consistency,
• Launch The HR Help Desk Method to Enhance the Communication Between the Employees and the HR
• Managing Shared Services Infrastructure to Foster Group Integration, Standardization and Institutionalization
Worked Closely with the CEO and The Executive Leadership Team to Develop and Drove the Company Vision, Values, Operational Strategy and Hiring Needs.
Was Responsible for the Overall Direction, Coordination & Evaluation of the HR, Internal Communications, Security, Health and Safety Activities Operating Over 287 Branches.
Guided The Executive Team Through Organizational Restructurings Which Created a More Flexible, Cost-Efficient Workforce.
• Was Responsible for Organization Wide Transformation Programme to Increase Pace, Capability and Performance in a Complex Business Whilst Redefining Culture and Maintaining Employee Engagement.
• Transformed HR & Admin Entire Functions from a Traditional Generalist Organization to an Operating Model of Business Partners, Centers of Expertise and a World Class Service Center, Focusing on Capability Building and Service Delivery.
• Established and Improved Core HR Infrastructure Including Talent Management Process, Improved Performance Management Model, and HR Service Delivery Model Changes.
• Full Org Restructure & Culture Transformation Which Increased Productivity & Efficiency.
• Designed an Employee Engagement Strategy That Improved Morale and Retained Talent and Reduce Turnover.
• Developed Internal Recruitment Strategy Resulted in Annual Cost Savings of EGP 4.5 Million.
• Restructured Recruitment Methodology Resulting in Headcount Growth from 700 to 5889+
• Introduced New Employee Orientation/Onboarding and Innovative Training and Development Programs Resulting in Faster Integration and Reduced Turnover.
• Developed Standardized Organizational Model to Clarify Authority and Responsibilities.
• Achieved More than EGP 4 million in Annual Savings Through Expanded Implementation of Oracle HRIS and Automation/Redesign of Transactional Processes Including an Electronic Time Reporting System and Electronic Document Management System to Reduce Staff Costs and Error Margin Delivered Total Project on Time, Fully Within Scope.
• Developed Compensation Structure for All Job Families/Grades, Managed Reward, Workforce Planning & Salary Structure Balanced with Frequently Changing Annual Budget.
• Developed and Implemented Retention and Motivational Programs.
• Developed and Implemented Competency-Based HR Solutions Linking Major HR Processes to Business Strategy.
• Developed and Implemented Total Performance and Talent Management Full Cycle, From Recruitment Through Review Which Led to Succession Planning and Development. Online Training and Collaboration Forums; Competency-Based Mid-Management and Supervisory
Leadership Development; and Succession Planning, Mentoring and Internships Resulting in Annual Cost Savings Of EGP. 8.5 million and Improving Time.
• Created Career Development Programs for Key Positions Increasing the Company's Future Leader Pool by 25%.
• Ensured that Work Place, Health, Safety and Security Comply with Local Laws, Regulations and Group’s code of Conduct.
• Was Responsible for All Aspects of HR, Administration, General Services, Internal Communication, and CSR as Well as Building a Diverse and Inclusive Organization.
• Played Strategic Role in the Reform and Restructuring of The Bank Including Redundancies & Managed The Day Today HR Activities for Developing and Executing HR Strategy in Support of The Overall Business Plan and Strategic Direction Of the Organization, Specifically in the Areas of Succession Planning, Talent Management, Change Management, Organizational and Performance Management, Training and Development, and Compensation With End to End Responsibility of the Entire Employee Life Cycle.
Led HR, Organization, Administration, & Internal Communication. Worked With the HR Manager to Provide Full Support & Advice to Management & Staff Throughout the Business in All Matters Related to HR.
• Designed of the People Strategy, by Building the Best-in-Class Talent Pipeline in The Industry and Establish an Engaged, High-Performing, and Diverse Workforce.
• Improved the Quality of The Operational Efficiency of The HR Dept. Through an Aggressive Strategy of Outsourcing & HRIS Optimization and Increased HR Service Levels By 30% and 25% Cost Reduction in All HR Services.
• Improved Retention by 30% By Developing and Implementing a Compensation System with Established Salary Ranges for All Positions.
• Launched HR Helpdesk to Be Available 24/7 To Respond to Issues That Employees Cannot Address Using HRIS Or Self-Service Option.
• Increased The Number of Training Programs By 30%.
Was Part of an Exponential Growth Story, and as Part of the Exec Team Helped to Define Culture, Build Organization Capability and Scale, and Attracted and Retained Top Talent Across Multiple Functions and Geographies. Responsible for All Aspects of the People Organization Focusing on Driving Business Transformations, Building Organizational Capabilities, Developing Future Leaders, and Ensuring a Diverse, Inclusive Culture.
• Led the People Agenda for More Than 14, 400 Employees Working in 175 Branch Across Egypt.
• Inspired and Led 19 HR Professionals & Created a Highly Effective Team & a "Best in Class" Operation
• Designed the Turnaround of HR Function from an Administrative and Transactional Team to a Team of Business Partners Working Within the Business to Drive Talent Strategies.
• Designed and Developed an Organization Change Initiative Aimed at Driving Long-Term Category Growth Through Cross-Functional Team Development.
• Transformed Executive Team from Functional Leaders to Total Business Leaders Through Enterprise Leadership Capability Building and Launching a High-Performing Team Development Programs.
• Created and Launched a Senior Leadership Development program and Capability Framework for Top 50 Leaders, Including Access to Functional Development Programs, Executive Coaching Interventions and Senior Leader Mentorships.
• Led compensation, Staffing, Talent Review, Recognition and Other HR Strategies as Key Business Partner to Senior Executives.
• Launched Full Organization Restructure, Downsizing Strategy, and Right Sized the Bank. Headcount Reduced From 14400 Employees To 5500 Employees, Resulting in Improved Operations, Strengthen Succession Planning.
• Focused on Talent Acquisition, People Development, and Leadership. Responsibilities Included: Business Planning, Simplification, and Execution Across All Lines of Business.
• Oversaw Talent Management, Including Comprehensive Annual Training & Development plans, Leadership Development, Scholarships, Vocational Training, and Internship Programs Retention, Recognition, Employee Communication, Career Development, and Succession Planning.
• Developed and Implement a Total Rewards Recognition and Service Awards Strategy to Promote a Positive Workplace Environment.
• Delivered HR Services in Line with Country Regulations and Group Internal Audit Standards (Segregation of Duties, Code of Ethics, Code of Conduct, etc.).
• Implementation of ORACLE HRIS Automation/Redesign Of Transactional Processes Including an Electronic Time Reporting System & Electronic Document Management System.
• Introduced New Comprehensive Employee Orientation On-Boarding Passport Program and Retention Management Training That Reduced Turnover by Nearly 30% In Key Positions.
• Created a Company Culture Which Raised Employee Satisfaction Rates by 40%.
Public Sector Group Of Companies Privatized & Acquired By Ital Cementi - Italy & Became a Multi-Country Subsidiary. I Have Facilitated Corporate Merge In Egypt Between Suez Cement Entities & Ital Cementi Group Italy.
Was Responsible for The Overall Strategic Leadership and Direction for All Group Companies (Cement, Mining, Aggregates, Logistics, Reliance Ready Mix, Operations & Maintenance Services) Human Resources, Administration, Security, Facilities, Governmental Relations, Internal Communication, Labor Relations & CSR Oversight for Eight Facilities/Factories Across Egypt.
• Designed a New Global People Strategy Focused on Building Enterprise Growth Capabilities, Implementing a High-Performance Culture and
• Built a High-Performing HR Business Partner Organization.
• Established Policies and Objective Measurements and Created Best Practices at The Corporate Level.
• Established Collaborative Relationships Between Management and Highly Confrontational Labor Unions in Negotiations, Grievances, and Settlements.
• Partnered with CEO & Executives to Consolidate Operations & Reallocate Staff, Including Facility Closure.
• Introduced a Formal Structure & Built a Compensation Philosophy & Strategy from the Ground Up.
• Improved the Turnover Rate.
Was Responsible for The Overall Strategic Leadership and Direction for Human Resources, Administration, Facilities, Internal Communication, Labor Relations Oversight for Five Facilities/Factories Across Egypt.
(Edible Oil, Ghee, Sales, Logistics, Maintenance Services).
Restructured Corporate HR Team by Building Strategic Business Partnership Capabilities and Creating Centers of Expertise in Talent Management and Talent Acquisition. Managing a Team of 23.
• Developed and Implemented Competency-Based HR Solutions Linking Major HR Processes to Business Strategy.
• Led all of the HR Talent Management and Development Functions Which Includes But is Not Limited to: HR Strategy, HR Policy, Engagement, Compensation, Benefits, Recruiting and Employment, Diversity, Employee Relations, HR Systems, Training and Development, Separation Management, Performance Management, and Succession Planning.
• Created and Implemented HR Core Processes Covering Performance Management, Talent Mapping, HC Budgeting, Total Rewards reviews covering Egypt.
• Successful Implementation of Comprehensive Succession Planning Process.
• Implementation of SAP HRIS Delivered Total Project on Time, Fully Within Scope.
Startup of the company
• Designed & implemented the Human Resources policies in conformance with Head Office in New Castel UK. and in compliance with local laws and regulations of Kuwait.
• Responsible for organizational development, policies and programs covering employment, compensation, benefits, performance management, employee relations, recruiting and retention.
• Designed and conducted corporate manpower planning and succession schemes.
• Developed corporate recruiting procedures.
• Monitored, reviewed and developed corporate salary scale and compensation packages.
• Monitored and improved HR procedures and insured communication effectiveness across the company.
• Maintained company employee performance evaluation program.
• Ensured Policies comply with local Employment Regulations.
• Managed Expatriate relations.
In progress
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