Hani Ragai

• Develop and manage all HR functions (Recruitment, Compensation & Benefits, Communication, Performance Management, Training & Development …etc.) and initiatives aligned with the overall Company/Department business strategy.
• Develop and update Organization Chart in alignment with company vision/strategy and market dynamics
• Prepare, update, and recommend human resources related policies and procedures.
• Manages and enhances recruitment and selection process, by discussing the work force plans and recruitment processes with different functions’ Department heads using external and internal channels.
• Develop job descriptions for new positions and updating existing ones when needed according to the process.
• Deal with various recruitment channels such as universities, recruitment agencies, online & social media recruitment tools …etc.
• Interviewing the potential candidates and passing top candidates to the technical interview in alignment with Company competency framework.
• Prepare and send Job offers according to the company’s salary & grading structure.
• Conduct exit interviews, analyze the results and taking corrective actions accordingly.
• Manage the overall Performance Management process from objective setting, monitor progress and manage the performance appraisal process.
• Insure that proper systems for rewarding, recognition and compensation are applied in return of the desired performance measures.
• Manage and enhance Employee Relation & Internal Communication.
• Work with senior managers and advising on all people related issues.
• Ensure employees satisfaction by conducting employees’ satisfaction surveys and implementing appropriate actions accordingly
• Deal with disciplinary/grievance and HR issues and take appropriate decisions according to the company policies.
• Maintain human resource/function staff by recruiting, selecting, orienting, and training them.
• Plan & control the yearly budget within scope of work.

• Establish recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
• Determine applicant requirements by studying job description and job qualifications.
• Attract applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
• Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Evaluate applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Manage new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions.
• Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
• Manage intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
• Avoid legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.
• Accomplish human resources and organization mission by completing related results as needed.
• Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• Assessing the training needs, planning for training programs, coordinating with training providers and preparing training materials.
• Developing the company’s annual training calendar.
• Assessing the training program execution and its impact on the business performance.
• Initiating creative recruitment campaigns through employment fairs and other recruitment activities.
• Creating and developing an HR application to keep track of the received CVs and the interviews feedback.

Many Companies

* MAC EGYPT for Real Estate
http://www.mac-kw.com/
(Oct. 2017 - Nov. 2017)

* WellSpring Egypt
https://www.wellspringegypt.com/
(Nov. 2017 - Dec. 2017)

• Manage employee relations, conflict resolution, and trust-building.
• Propose initiatives, including training and development that boost productivity, commitment, and efficiency by improving employee engagement and job satisfaction.
• Research and recommend effective incentives and programs to retain employees, improve their morale, and increase their loyalty.
• Ensure consistent application of established HR policies and processes; recommend necessary changes for management consideration.
• Assist with position analysis and the development of new position descriptions in
the Egypt office.
• Support establishment and maintenance of position-grade system.
• Setting all recruitment and selection processes and identify effective, cost-efficient channels, including networking, to promote job openings in Egypt.
• Putting annual, semiannual, and probation performance reviews, feedback systems and tools.
• Outline management responsibility for developing employees.
• Propose effective ways of managing employee performance and facilitate employee-supervisor dialogues.
• Ensure compliance with legal, governmental, and organizational regulations and policies.

• Conducting all HR activities and ensure the compliance with laws.
• Recruiting staff, preparing job adverts, checking application forms, shortlisting, interviewing and selecting candidates.
• Dealing with grievances and implementing disciplinary procedures.
• Preparing & updating the new employee handbook.
• Working closely with various departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures.
• Planning and sometimes delivering training - including inductions for new staff.
• Reviewing and modifying all internal policies & procedures that are applied by HR Department.
• Screening all HR reports required.
• Ensuring that the disciplinary system has been applied in the right way.
• Conducting meetings with respective business units.
• Analyzing trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Managing and resolving complex employee relations issues. Conducts effective, thorough and objective investigations.
• Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention. (Internal Communication).
• Providing guidance and input on business unit restructures, workforce planning and succession planning.
• Discovering several cost reduction ways in all the employment issues.
• Improving & developing all HR procedures, forms and work cycles.
• Maintaining in-depth knowledge of legal requirements related to day-to-day management, as well as the labor law procedures.
• Dealing with the outsourcing companies to fill any gap in some positions for a limited contract.
• Calculating all payroll issues related to the correct amount incorporating overtime, deductions, bonuses etc. for all the outsourced employees with assistance of a Microsoft dynamic sheet.

• Preparing the monthly Salaries Variances.
• Preparing the governmental forms (insurance forms, labor office forms and tax reconciliation form).
• Keeping the Employee’s files includes all employment documents.
• Writing the employment contract.
• Writing the required memos & correspondences.
• A Representative of the Employment Fair (JOB MASTER).

• Gather information on hours worked for each employee.
• Calculate the correct amount incorporating overtime, deductions, bonuses etc. with assistance of a computer system.
• Receive approval from upper management for payments when needed.
• Keep track of hour rates, wages, compensation benefit rates, new hire information etc.
• Provide customer service to employees: in the area of pay, benefits and taxes as they relate to their pay, how to enter time or time off, where to locate forms and information on company’s intranet, where to send completed forms & who to contact for benefit questions.
• Prepare monthly metrics data as specified; time not entered and time not approved.
• Address issues and questions regarding payroll from employees and superiors.
• Prepare reports for upper management, finance department etc.