HR Manager
AAW Consulting Engineers
Total years of experience :16 years, 10 Months
-Participating with the senior management team in setting the organizational strategic business plans to Support the company’s vision, mission, and values in order to accomplish the main predetermined objectives.
-Management of transparent and competitive recruitment and selection process including updated job description, proper job classification, vacancy announcement, screening of candidates organization of interviews panels.
-Perform and evaluates the effectiveness of training sessions and programs for the purpose of determining whether changes need to be made to ensure appropriate skills development.
-Monitors a wide variety of personnel policies and programs regarding certified employees for the purpose of conforming to district policies, relevant laws, contracts and agreements.
-Advice and coach managers on HR policies and programs including employee relations issues.
-Improve and perform all motivational activities and employees benefits “tailored recognition program “.
-Review and coordinate all promotions, rewards and salary adjustments.
-Ensure proper staff performance management and career focusing by achieving the implementation of effective systems for the performance evaluation, support managers with needed employees’ reports.
-Employee relation, engagement and ownership activities “Social Committee “.
-To contribute research, analysis and ideas to the development of the fund’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
-To design and deliver OD and change management strategies, processes and interventions that supports the organization to highly perform.
- Supports the Human Resource Director and department staff for the purpose of assisting in the performance of their work activities.
1. Participating with the senior management team in setting the organizational strategic business plans to Support the company’s vision, mission, and values in order to accomplish the main predetermined objectives.
2. Responsible for + 1000 employees in Egypt, KSA Branch and subsidiaries.
3. Recruited (680) Designer & Supervision Engineers less than 2 years to cover new projects requirements in Egypt & GCC branches.
4. Restructure AAW (Head office) Divisions.
5. Restructure Salaries, Compensation & Benefits Scale.
6. Reviewing ALL jobs descriptions by developing work process architecture & daily matrix.
7. Reduce Turnover Ratio by 41% at 2015, 32% 1st Quarter at 2016.
8. Amended Company Policies & Procedures.
9. Planed and implemented new training programs for Culture Awareness, Orientation program, Code of Ethics, Leadership, Reduce costs and Increase the productivity…etc.
10. Managing and Review the annual Budget and annual Work Plan according to Manpower Plan.
11. Managing Campaigns and Employment Fairs.
12. Evaluating New Joiners in probation period to follow-up the quality of recruitment process.
13. Managing the Deployment Process (Visas, GCC Embassies... etc.) to facilitate hiring employees in GCC branches.
14. Responsible to enhance company staff and loyalty.
15. Managing and Review the employment contracts, Archiving files and dealing with governmental agencies.
16. Managing and developing performance appraisal system including preparing Performance Appraisal Form, Annual Reports for Salaries Increase.
17. Manage HR Monthly, Quarterly, and Annually Reports for presentation to Senior Management.
18. Responsible for solving escalated issues.
19. Responsible with other Seniors for reduce company costs by finding alternative ways to achieve this goal.
20. Analysis employees Exit Interviews and work of bridging the gaps to take a bold and unconventional decisions.
21. Identifies legal requirements affecting human resources functions and ensures their compliance with the Egyptian Labor Law.
22. Manage salary administration and payroll in coordination with Finance Division.
23. Responsible for communicating the frequent complaints generated by the back office to the concerned departments with suggested solutions & proposals.
-Ensures implementation of HR strategies and policies focusing on achievement of the Implementation internal control; proper design and functioning of the HR management system.
-Full compliance of HR activities with company rules and regulations, policies, procedures and strategies.
- Interpretation of HR policies and regulations and advice to Sr. managers on their applications, taking into account their particular needs.
-Management of transparent and competitive recruitment and selection process including updated job description, proper job classification, vacancy announcement, screening of candidates organization of interviews panels, making recommendations on recruitment oversight of recruitment under the company projects.
-Collaborates with a variety of internal and external stakeholders (e.g. district and building administrators, supervisors, a variety of committees, training consultant organizations, etc.)
-Conducts a variety of employee training for the purpose of facilitating education & development of employees to meet department and district objectives and outcomes.
-Advice the management in contracts guidelines, pertaining to staffing compliance .monitoring and tracking all transactions related to positions, recruitment, HR data, benefits, earning/deductions, retroactively, recoveries adjustments and separations.
-Ensure proper staff performance management and career focusing by achieving the implementation of effective systems for the performance evaluation, including training supervisors for an effective using of the tool leading to career development, advice on the work plan, monitoring and performances team evaluation.
-Conducts and processes new employee’s orientation; enters data on personnel and payroll data base.
-Analyze data regarding compensation and benefits plans and complies reports or correspondences, responds to survey requests.
-Serve as the primary resource and contact with health plan providers concerning benefits provisions and coordinates and implements employee’s health and benefit plans
Recruitment
- Build strong relationship with recruitment channels including recruitment agencies and employment fairs.
- Post job openings, receive and screen resumes and select candidates and send to concerned managers to review.
- Perform interviews with selected candidates to ensure they are qualified.
- Ensure the recruitment needs are met in a timely, cost effective and professional manner. Partner with the business to establish hiring profiles and parameters.
Training & Development
- Participate in orienting and training new associates, research, prepare and deliver effective and efficient training that develops new associates and reinforces business objectives.
- Perform training analysis and develop an annual training plan for all business segments. Work with management to facilitate identification of critical skills and identify cost effective and timely training programs to teach these skills. Build relationships with training institutions.
- Ensure training plan executed in a timely, cost effective and professional manner.
- Conduct satisfaction survey from trainees after training.
Induction
- Establish & Conduct the orientation plan for new comers.
- Work as focal point the guide for the new comers to answer all their inquiries.
- Make sure to establish comfortable and professional environment for all the company employees including facilities, benefits, offices and stationary.
Benefits
- Coordinating the medical insurance activities (adding new subscribers, coordinating with the medial co., handling reimbursements, etc.)
- Update employee’s benefits
Administrative Function
- Employee papers and providing forms.
- Employee record keeping, file maintenance.
- Monitoring all employees’ mobile bills, allowances and administering employee benefit programs.
- Creating new hires bank accounts to include in their payroll.
- Issuing Employees IDs and business cards.
Social activities
- Works with hiring manager to develop job descriptions.
- Identifying what communications media do they see or prefer the most? Whether advertising, annual reports, networking, TV, radio, newsletters, classifieds, displays/signs, posters, direct mail, special events, brochures, neighborhood newsletters, etc.
-Company’s Representative in dealing with Industrial Modernization of Centre (IMC) & Egyptian
Exporters Association (Expo-Link).
- Personnel and Labor Relations practices and legal requirements; Social Insurance, Labor law, attendance and employee relations.
1. Preparing and process job description of the Hotel staff.
2. Preparing and process Job analysis of the Hotel staff.
3. Preparing and process Job evaluation of the Hotel staff.
4. Participate in the monthly payroll sheet.
5. Helping senior HR Clerk to Daily Supervision for the Staff Canteen and Staff Menu.
6. Participate in preparing the HR Letters & Embassy Letters.
7. Preparation of Form 1 and 2 And 6 of the offices of insurance.
8. Contacting candidates and setting appointments.
9. Participate in maintaining and developing an HR filling system for all employees in the company.
10. Participate in updating the medical insurance company with the new hired & resigned employees.
11. Data Entry for the Application on a System day to day.
12. Participate in establishing yearly Training Plan according to TNA.
13. Communicating with external training providers to implement specific trainings.
14. Helping HR Generalist for Produce Turn over, absent days, and late minutes reports on monthly basis for all employees.
15. Helping HR Generalist for investigating employees with legal affairs dept. and issues deduction according to the internal policies.
Vocational in french