Gina Hosny

- To drive the development of Talents through listen to them and create development plan for them
- To set the strategy to attract, develop and engage talent for the country / division / entity.
- To ensure a close follow-up of team leaders and line managers through regular feedbacks to them about their teams.
- Conduct the Training Needs Analysis (TNA) for White and Blue Collars based on the development needs extracted from MAP/ MYR
- To create and update relevant talent lists and work on succession planning.
- Attract, develop and engage talents through:

1- Business partner with key business players to ensure that the best talents are integrated to the teams
2- Promote Talent Development / MAP to grow individuals and build future leaders from within
3- Review employees objectives and ensure 100% SMART
4- Ensure a close follow-up of talents, know them and listen to them through ongoing talent conversations throughout the year
5- Draw-up development plans that prepare local talent and potential talent to their next steps.
6- Draw development plans that align with the simplicity transformation for the organization and to build our future leaders.
7- Confirm training budgets and timing with managers and Learning for development.
8- Provide talent lists and succession planning for all the key positions.
9- Identify and prepare managers for their next steps in line with succession planning objectives.
10- Ensure that the people identified for key positions are developed accordingly.
11- Check that their compensation is aligned with their contribution and potential
12- Conduct the yearly Talent review & people review
13- Ensure a common channels for exposing our talents either locally or internationally

Recruitment & Staffing:
 Coordinating with the functional managers to plan the factor’s manpower staffing to ensure accurate input in the Annual Operating Plan (AOP).
 Proactively advice and support the management for all HR matters
 Actively support of talent identification and development across businesses in the projects
 Consult, drive and monitor the development of employees with potential for key positions
 Ensure People Managers use tools effectively to assist individual's performance.
 Establish a strong rapport with hiring managers to understand their strategic staffing needs, fill vacancies in a timely manner, and ensure clear mutual understanding of staffing priorities and practical constraints.
 Build and maintain database of qualified professionals to rapidly respond to talent management needs.
 Conduct Managers Recruiting Talents Training to all Hiring Managers and MANCOMs to ensure the efficiency of onboarding the right talents into L’Oréal
 Create and sustain healthy relationships with external business partners i.e. recruitment agencies, educational institutions to build L’Oréal’s employer equity
 Conduct and lead FIT sessions for all new employees addressing the company’s history, core values, and policies (e.g. Safety, Ethics, and Quality etc.)
 Lead the Employer Branding Strategy for L’Oréal Operations within (universities, career fairs…etc.)

Compensations & Benefits:
 Creating competitive salaries, attractive compensation and benefits systems to retain and motivate employees in a fair and cost effective way.
 To apply the company compensation strategy through reviewing market salary trends for keeping and motivating the talents.
 Assists in administering the salary program recommendations regarding salary actions associated with pay, adjustments, promotions and new hire salaries.
 Applying of techniques of job analysis, descriptions evaluations and grading.
 Introduces, develops employee’s benefits programs.

Recruitment and HR development :
Manpower Planning & Staffing:
• Coordinating with the functional managers to plan the factor’s manpower staffing to ensure accurate input in the Annual Operating Plan (AOP).
• Identifying what mix of experience, knowledge, and skills is required and sequences steps to get the right number of the right people in the right place at the right time.
• Consulting line managers to identify core competencies and required technical background for specific job vacancies
• Filing the plant vacancies by promotion, transfer or outside recruitment to provide the most effective workforce and support people development.
• Identifying the best resources that we can get the best fit candidates from in the assigned area.
• Managing the interviewing process (HR and technical interviews).
• Conducting competency based interviews.
• Responsible for Employer branding
• Develop Talents review and career planning on yearly basis to manage talents inside the factory
• Developing Employee handbook for L’OREAL Cairo Plant to ensure the knowledge of all employees with their rights and duties.
• Edit, update HR procedures and policies to ensure the implementation of all guidelines and procedures.
• Developing of all the company Job Descriptions and Competency Model and to ensure each employee understands his/her job properly in order to achieve required objectives.
Corporate Communication:
- Maintain effective win-win working relationships with managers, employees and their representatives through an environment that fosters communication and co-operation.
- play strategic role in adopting and communicating the values, ethics, news & Results of L’ORÉAL Factory
- Help other departments in marketing for new ideas, initiatives in compliance of L’ORÉAL Global Communication Rules
- Help all the departments in exchanging best practices with other L’ORÉAL Facilities
- communicating Factory results, news, values and ethics according to L'OREAL Guidelines

• Identifying and fulfilling our client’s manpower needs by hiring the best fit candidate/s
• Clearly identifying clients’ needs through a proper analysis of the position’s requirements to design the proper job description, the required competencies as well as the soft and technical skills needed
• Searching and sourcing through database and different channels. The search is conducted through the JOBMASTER direct database as well as other sources including but not limited to referrals, online tools, professional channels, social channels and other suitable sources, in order to reach potential resumes that match the predetermined profile
• Interviewing and assessing potential candidates to ensure that their competencies match the required profile, and verifying that their technical skills and cultural background match the job requirements, job description and the organizational culture. This is done through face to face or phone interviews following the Competency Based Interviews (CBI) methodology.
• Forwarding the shortlisted candidates to the client and handling all logistic arrangements in terms of interview and test scheduling and any other arrangements needed.
• Supporting the client through negotiating, explaining the role and offering the position to selected candidate.

Recruitment:
• Performing all aspects of recruitment & Staffing for the company.
• Conducts HR meetings such as HR orientation, recruiting events, employee relations meetings.
• Coordinate the Onboarding and Hiring process.
• Supervising with Recruitment Team Screening resumes and applications for suitability.
• Conducting HR screening CB interviews, and last step hiring interviews.
• Making hiring recommendations based upon the eligibility criteria provided.
• Posting job vacancies internally and externally through various recruitment channels & company website.

Personnel & Engagement:
• Coordinate all Resignation Processes and Exist Interviews.
• Manage day to day business process inside Facility and ensures compliance with labor law.
• Document all HR dept. SOPs and Procedures.
• Maintain & Supports performance management & Appraisals processes for Sales Force teams in relation with their annual incentive scheme.
• Address Employee behavior through sending daily motivational quotes.
• Monitor competitive Benchmark Analysis and changes within various industries and propose to Management.
• Carry out all corporate HR communications.
• Prepare and provide Monthly Reports.
• Prepare Employee Contract and Renewal.
• Responsible for issuing HR Letters.
• Assisting Compensations & Benefits Head in Medical Insurance subscription, claims and cancellations.
• Suggest and prepare retention plan programs for Sales Force Teams due to high turnover.
• Responsible for the Assessment center for internal posts and member of the assessment committee for Sales Force Team to promote career Pathways.
• Responsible for Monthly awards of Blue collar employees due to performance or behavior.

Organization Development:
• Interpreting and explaining human resources policies, procedures.
• Develop and Update Organization Job Descriptions.
• Develop and Update Facility Organization Chart.

Acting as HR Assistant Director:
• Schedule Meetings & Office Management
• Follow up Emails
• Business Expenses and Travel Applications
Short term Assignments at AUG:

1- (August 2015 - October 2015) Summer Internship Program Coordinator responsible for 10 Interns in terms of: Program Coordination - Resolving Problems - Feedback - Orientation Day - Certificate preparation.
2- Temporary Acting as Admin Manager Responsible of All Administration Team (4 Admins) in terms of: Supervision - Follow up all their tasks - Coordination.