HR - OD -Assessment center Manager
Elaraby group
Total des années d'expérience :17 years, 5 Mois
Played a crucial role for Elaraby Company in Developed, Ensure continuous improvement of HR policies (Performance Management - Assessment center - Talent Management) in line with best practice, building a strong internal Assessment center according to criteria (SHL), across all departments and all functional level.
Organizational Development:
I have built the Performance Management Systems including, competency frameworks, KPIS, 360 evaluations and assisting tools
Train, advised and coached department managers on performance management mechanisms
Reviewed, redesign organizational chart, Job descriptions and departmental workflows across all manufacturing sector.
Developed and delivered needs-assessment and developmental training for supervisory levels.
Ensure the effective and timely implementation of the performance development plans, including quarterly reviews of progress in identified competencies.
Consulting and Revision work with HR Director, which cover ( Assessment Centers, 360 Feedback, report writing), Development (Development Centers, Peer Coaching, Team Alignment, success factor system implementation ), Design (Talent Management Framework, Competency Framework, Assessment or Development Intervention Design, Role Profiling, Performance Management Systems) and Test Design ( Ability tests, Talent Screeners, etc.)
Created a KPIS model from a Balanced Score Card (BSC) system by analyzing all functions of operation, manufacturing and developing a Measurement system to track, monitor all critical stages of production KPIs cross managerial levels.
Manages and plans the Model of Learning and Development functions
Talent Management& Talent Acquisition:
Deployed Performance Management on Success factor model including talent development, the regular processes of coaching, feedback, goal setting, professional development, and career development matching with strategy 2017-2020.
Leaded and managed the implementation of the HR initiatives for succession planning for 55 successors, ensuring they are aligned with the business and operational goals.
Work as Assessor with Assessment and Development center to identify talent pool in sales Managers, Customers relations management groups. Work closely with CEO to design, development and implementation of the talent review process to achieve business goals and create an internal benchmark of top talent based on talent 9 boxes.
Assessed current and future skills requirements and developed and implemented a competency-based performance management system linking pay to KPI metrics
Compensation& benefits:
Remuneration and reward: Worked with the Compensation& benefits team to Analyze, evaluate and advise on the current Pay Grading system, Bonus and incentives schemes that allows the attraction, motivation, and retention of employees with the right competencies
Supporting HR implementations: Guide and coach managers on Performance management vs Pay Grading system, Bonus and incentives schemes in line with the ELAraby group policies and best practice.
Conducted wage surveys within labor market to determine competitive wage rate.
Successfully deployed Merit Pay programs across all departments with performance appraisals.
Execute Talent Management Strategy, Systems, and Processes: Performance Management, Assessment center. Franchises to execute on year-end and ongoing talent management processes (Succession, Compensation, Promotion, Bonus)
Played a key role for Elaraby Company in building a strong Performance management system and Assessment/Development Center tools according CEB - SHL methodology.
1. Ensuring the continuous alignment with the International Audit Requirements to achieve objectively assess candidates
2. Coach the Subordinates on how to evaluate verbal, non-verbal and written responses from candidates effectively
3. Prepare a conceptual change plan about the Assessment and its organizational Roles.
4. Manage the development of the quizzes for the different channels as ability & Portfolio Of exercises
5. Prepare Checklist for the validation process for all assessment center Activities.
6. Manage and provide required coaching, support, development and conduct regular performance and competency evaluation while delivering constant constructive feedback for higher achievements and further development
7. Manage EFQM certification from the HR perspective & regular processes/inspections of maintaining standards and ensure all processes and interrelations with other parties are aligned to ensure compliance to the EFQM certification requirements
8. Manage reports, Services and assessment center systems and the required resources.
9. Manage the staff on the daily operations and perform work load analysis periodically.
10. Perform the needed coaching activities for the assessors and employees.
11. Maintain records and issue statistical reports to evaluate performance of employees and monitor progress through KPI monitoring.
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1. Using different types of performance management tools (Balanced Score Card, Individual Target Discussion, Management Planning Discussion) in order to assess employees previous year’s performance and ensure understanding of targets for the coming year and thus contributing to the achievement of business objectives.
2. Assisting in the preparation of the Manpower Plans, and implementing necessary actions through recruitment, internal transfer or termination to ensure appropriate allocation of human resources.
3. Handling all the Recruitment process, preparing the profile of the required candidate, selecting the recruitment channel, interviewing candidates and preparing all types of assessments needed, negotiating the employment offer with the selected candidate and ensuring a smooth on-boarding and induction process
4. Keeping policies updated, developing new policies upon need all company policies
5. Job postings and advertising events
6. Prospect staff/candidates screening and interviews
7. Prepared HR policies and procedures for publication and implementation.
8. Administrated Performance Appraisal and training processes.
9. Administrated Job Analysis (JA) process for 80+ different titles including form design and analysis
10. Formulated Job Descriptions. / Rewards Management:
11. Benchmarked RHI’s salaries and designed a Grading System against Job Master's Salary Survey.
12. Prepared merit increase recommendations based on performance appraisal, compa-ratio and company’s strategy
13. Prepared a detailed comparison of the medical and life Insurance offers from different providers. Chose the offer most suitable offer for the company.
14. Ensured personnel filing compliance with labor law regulations and all hired employees are socially insured.
15. Ensure compliance to labor law in case of employee unsatisfactory performance and termination
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1- Follow recruitment plan and manpower planning.
2- Discuss recruitment plan with line managers to execute the final recruitment plan.
3- Work on fulfill recruitment plan through internal and external sources.
4- Conduct face to face interview through competency based interview method.
5- Conduct IQ, Computer and English tests.
6- Arrange and coordinate with line managers for the final interview.
7- Conduct job analysis and job description.
8- Conduct recruitment reports to Recruitment Manager
9- Conduct job description and job analysis for all jobs in Group.
10- Assist in OD department issues.
11- Conduct performance appraisal report.
12- Implement company HR policy, develop and update policy if needed.
13- Manage company government relations.
14- Develop, implement and evaluate employee appraisal policy and incentive programs.
15- Manage all administration and employee relation tasks.
16- Manage and maintain employee records, personnel files, and database.
Human Resources Management/Personnel Administration, General