Haytham Sayed Abdallah Abdelwahed

- Provides initial point of contact for all human resources and labor relations advice and guidance, and collective agreement interpretation to Deans, Teaching Staff and Administrators.
- Implements policies and procedures and interprets issues and gives advice regarding FUE policies and Faculties and Support Staff collective agreements.
- Designs and oversees change management strategies and related targeted communications and plans for employees, in support of strategy implementation and change initiatives.
- Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.
- Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
- Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
- Talent Acquisition Responsibilities:
- Mange the implementation of the recruitment policy and creating the methods and recruitment sourcing.
- Supervise the job posts design, and the quality of C.Vs and applications to select the most fit calibers.
- Interviewing Candidates and sending passed candidates to their faculties or departments for Technical Interview and Technical Tests.
- Negotiate the job offer with candidates according to the compensation and benefits policy.
- Manage the hiring process of new employees in coordination with the personnel section, and supervise the orientation.
- Handle interviews with Visiting Professors, and Adjunct Professors, and ensure the required hiring documents are in compliance with the regulation of Supreme Council of Universities.
- Conducting Exit Interview with resigned staff and analyzing reasons of resignation.
- Organization Development Responsibilities:
- Design and update HR policies and provide HR policy's guidance.
- Conducting job analysis and designing job description for different departments and business units such as library, English Studies Unit, Computer Labs, Dental Labs… etc.
- Work with various client groups (faculties/divisions/units) and work closely with leadership to provide proactive and strategic HR consultation to help meet the business needs of the university.
- Support work of organizational change agendas, help plan and communicate as required.
- Develop and maintain strong relationships with a wide range of stakeholders, partners and colleagues.

1- Talent Acquisition Responsibilities:
- Cut the recruitment processing times in filling vacancies from almost 6 weeks to 3 weeks.
- Hit and exceed department KPIs from 80% to 90% every month.
- Design and update Organization Charts to determine the vacancies in coordination with other departments.
- Conduct and manage the workload analysis to control the workforce planning according to the business priorities.
- Provide coaching to line managers to ensure good talent selection decisions.
- Supervise the creation of the job profile for each job to determine the duties and skills requirements of it, and the kind of person who should be hired.
- Mange the implementation of the recruitment policy and creating the methods and sources such as job post "internally or externally".
- Supervise the job posts design, and the quality of C.Vs and applications to select the most fit calibers.
- Interviewing Candidates and sending passed candidates to their departments for Technical Interview and Technical Tests.
- Negotiate the job offer with candidates according to the compensation and benefits policy.
- Manage the hiring process of new employees in coordination with the personnel section, and supervise the orientation.
- Manage, follow, and handle reports about the hiring status and turnover rate, and send thanks mail for rejected candidates.

2- Performance Management Responsibilities:
- Manage and implement the performance appraisal programs (Probation Period Evaluation - Annual Appraisal) in a compliance with the KPIs.
- Provide coaching to line managers and departments' managers to ensure a fair effectively drive execution of the performance appraisal.
- Analyze the performance appraisal results to determine the gap between the actual performance and job standard.
- Identifies training needs and performance gaps in a close cooperation with the line managers.

3- Organization Development and Business Partner Responsibilities:
- Manage the restructure of different sectors and departments, such as Commercial Sector, Quality Sector, and Validation Department.
- Decrease the temporary production labors numbers 20% by utilizing the stopped workers on different production sections.
- Negotiates and resolves sensitive issues, and explain HR department programs, policies and activities, to provide support and guidance to direct line managers on HR best practice.
- Play a key role in impacting the engagement and people experience that employees will have throughout their career journey.
- Design and update HR policies and provide HR policy's guidance.
- Diagnose potential organizational problem areas and resolve conflict within groups.

4- Other Activities:
- Coaching and train my team “HR Admin Assistant - Recruitment Senior Specialist - HR Coordinator”.
- Deliver Talent Management Course for the HR Departments' team.
- Create a group discussion about Time Management, and Fundamentals of Management for employees.

1-Recruitment Responsibilities:
-Participate in preparing annual recruitment plan.
-Handle company recruitment process (Screen, filter C.Vs & conduct Human Resources interviews).
-Responsible for recruitment for the whole company (all departments and all levels)
-Responsible for preparing job offer, contracts and hiring documents and coordinating the outsourcing.
-Handle the on boarding of new employees.
-Handle the resignation of existing employees and their proper and on-time replacement.
-Writing reports about the hiring status and turnover rate and send thanks mail for rejected candidates.

2- Performance Management Responsibilities:
- Oversee and implement the performance appraisal program (Probation Period appraisal - Annual Appraisal).
- Analyze the performance appraisal results to determine the gap between the actual performance and job standard.

3-Personnel Responsibilities:
-Creating and maintaining personnel records for each employee.
-Control employees' files including hiring documents, penalties, leaves… etc.
-Control employees’ sick leaves and responsible for work injuries and dealing with the Governmental Medical Insurance.
-Dealing with the Social Insurance Office to issue any document such as Form 1, Form 6, Form 2, Car Insurance… etc.
-Keeping records of insurance coverage and personnel transactions such as hires, promotions, transfers and terminations.
-Dealing with The Labor Office to issue any document such as paying the 1% of total basic salary.
-Dealing with any mistakes in compliance with labor law and company policy.
-Following up with employee contracts, including their renewal and/or termination and probation period evaluation.
-Updates attendance record, annual and casual leaves that it is a part of the payroll record.
-Writing all reports of personnel such as "Social Insurance report, resignation and hiring report, head count report…etc.

1-Recruitment Responsibilities:
-Reviewing the Organization Charts to determine the vacancies of our group with coordination of other departments.
-Designing the workforce plan for the previous needs according to their priorities.
-Reviewing the job profile for each vacancy to determine the duties and skills requirements of it, and the kind of person who should be hired.
-Studying the recruitment methods and sources such as job post "internally or externally" and employees' referral.
-Designing the job posts. Then, Studying and analyzing the C.Vs and applications to select the most perfect calibers.
-Conducting tests for every candidates according to the recruitment policies of our group. (English Test, Computer Test and IQ test)
-Interviewing Candidates and sending passed candidates to their departments for Technical Interview and Technical Tests.
-Hire new employees and conduct Orientation for them.
-Writing reports about the hiring status and turnover rate and send thanks mail for rejected candidates.

2-Training Responsibilities:
-Identifies training needs and training gaps in the organization in a close cooperation with the line managers.
-Design and create training manuals and course materials. (Talent Management - Time Management - Teamwork & Effective Communication - Fundamentals of Management)
-Deliver training to employees using a variety of instructional techniques. (Be a Trainer - around 48hrs of training)
-Cooperates with the external training vendors and delivers tailored training programs and courses.
-Monitors the best practice in the training area and introduces it in the organization.
-Evaluates the quality of training courses and implements improvements.
-Cooperates with the HR Director to design programs for high potentials and future leaders.

3-Organization Development Responsibilities:
-Continually improves processes to develop Performance Appraisal systems.
-Oversees the development and implementation of the performance appraisal.
-Designs and develops standards for competency assessment for recruitment, development and promotions of employees.
-Design each department organizational structure and charts in cooperation with departments head.
-Update organization charts regarding rotations, promotions, transfers, newly hired employees.
-Talk with management to identify specific work situations requiring employees to better understand changes in policies, procedures, regulations, and technologies.
-Diagnose potential organizational problem areas and resolve conflict within groups.
-Create and implement programs at work that connect employees with business goals. (Change Agent Project)
-Work closely with management and employees to improve work relations, retention and increase productivity.
-Create new HR policies and provide HR policy guidance.
-Consult with management and other leadership to identify business processes.
-Advises departments on better methods to improve departmental results.

4-Supervisory Responsibilities:
-Maintain professional and technical knowledge by coaching the HR Coordinator in MG Trading.
-Supervise the recruitment process and handle all vacancies in coordination between the HR Coordinator and Sales Department.
-Mentor all the HR activities at MG Trading (hiring process, transfer issues, termination…etc.)

- Developing recruitment processes and policies, including application and interview evaluation forms.
- Working as a personnel specialist to manage employee documents and liaise with the social insurance office.
- Conducting job analyses to formulate detailed job descriptions and specifications.
- Overseeing employee attendance, including tracking absences, overtime, and sick leave.

1- Recruitment Section:
- Implementing programs, plans, and procedures. Addressing departmental needs, analyzing applications to select top candidates, evaluating interviews to understand talent attracted, and finally onboarding new hires with proper documentation

2- Training & Development Section:
- Applying the ADDIE Model and Training Need Analysis to identify target groups and programs, collaborating with training providers, overseeing program implementation, and evaluating both trainees and trainers.

3- Oracle Human Capital Management Project (HRIS):
- Responsible for HR business analysis and process definition for Oracle HRIS implementation, developing organizational charts and the departments chart, reviewing HR requirements, and creating training programs and materials for a smooth end-user experience.