Ghada El Hussieny

Conduct human capital planning - usually over a timeframe taking into account various factors such as: business strategy and drivers, the changing nature of work and skill requirements, location and growth strategy, internal supply of skills, diversity and localisation requirements, internal capability building programmes, local country requirements regarding employment, supply and demand of skills in the relevant markets.

Operate a structured recruitment process to fulfil business needs by attracting & identifying appropriate & high quality candidates, building annual recruitment plans in collaboration with Business Heads, adopting a pro-active and solution oriented approach at all times.

Looking after Middle East & North Africa.

Successfully integrated business strategic objectives into learning solutions in 12 countries where HSBC operates in the Middle East and North Africa for retail banking, wealth management, insurance and HTS.

Key contributor in improving the perception of satisfaction in HSBC (within one and a half years of joining) raising learning effectiveness in the Middle East by 14%, from 61% to 75%, due to the enhancement and increased level of training quality, team effectiveness, and successfully managing the needs of stakeholders (Countries’ Heads of Businesses, Countries’ Heads of HR, and Regional Heads of Businesses in addition to individual contributors).

Successfully designed and implemented a graduate programme in addition to a national learning strategy that aimed at developing nationals and enhancing their capabilities; both initiatives for graduates and local talents were well received by businesses.

 Providing support and guidance to HR team involved in all operational HR matters on a day-to-day basis including employee relations, disciplinary and grievance handling, counselling and correspondence.
 Revamping and implementing companywide HR policies and procedures, streamlining operational activities, development of an efficient organizational structure, designing of compensation and benefit programmes, performance management system, employee training and development and OD activities.
 Developing HR initiatives for management employees encompassing policies on recruitment and selection, compensation and benefits, performance management and employee relations etc.
 Initiating general as well as specialised training and development programmes both in-house/externals for management employees and involving in talent acquisitions.
 Carrying out workload rationalisation activity for achieving a balanced distribution of work and optimum utilisation of available manpower resources.
 Carrying out job evaluation exercise for benchmarked positions in order to establish job-to-job relationships and correct differentials between various positions.
 Design assessment methodologies and develop tools in order to assess needed competencies for promotion, development and recruitment purposes.

Joined Bank Audi pre-opening group in Egypt and was able to attract the best talents to work with the bank, providing them with the best development plans to enhance their capabilities. When left it was considered one of the top 10 banks in Egypt.