Hesham Zaher

 Human Capital Management: (HC 1, 700)
•Provide Strategic guidance and support for the whole organization inline to company's objectives.
•Manage and provide consultation in what relates to employees.
•Conduct exit interviews and provide analysis to the top management.
•Conduct investigations and apply the policies and procedures.
•Support the HR Director in any project or initiative, field visits and engagement activities.  Talent Management:
•Identify employees, available roles, Conducting the job rotation, Assessing & Evaluating employees and identify employee's readiness,
•Develop the High potential employees and fuel the succession planning.
•Cascading the strategic goals and link them with the KPIs to establish an efficient performance reviews (Mid-year and Annual) that will result in rewarding and retaining employees.
•Prepare dashboards monthly/quarterly for all training activities to the top management.  Organization Development & Performance management:
•Manage the end to end promotion cycle and present it to the CEO.
•Maintain stable organizational structure to avoid any conflict of interest.
•Review and update the Job descriptions.
•Manage the succession planning end to end cycle.
•Prepare/recommend development action plans for employees based on their performance appraisal.  Talent acquisition:
•Discuss the Manpower plan with each department head and present it to the CEO for approval.
•Work closely with the talent acquisition team and monitor the manpower plan progress.
•Conduct interviews for middle management posts to select the most fit candidate for an efficient recruitment cycle in fulfilling needs.  HR Operations:
•Manage the Onboarding process and make sure everything is working smoothly.
•Manage all staff transfers and rotations.
•Work closely with the HR operations team on renewal of contracts based on the staff performance.

 Organization Development
•Maintain stable organizational structure & HC through business needs understanding.
•Manage and ensure effective implementation of policies, procedures and controls covering all areas of assigned activities in addition to reviewing & updating them annually.
•Create & update job descriptions through analyzing tasks closely with the business line heads.
•Provide input on workforce and succession planning as well as plans business unit restructuring.
•Manage the budget vs. headcount (hired\resigned) and report to top management on weekly basis  Talent acquisition
•Conduct interviews to select the best candidate as well as obtaining the required approvals to implement efficient recruitment cycle with SOP and SLA agreement in fulfilling needs.
•Prepare packages for selected candidates and negotiate offers to shortlist candidate.
•Implement a proper manpower plan and ensure liaising with the head of function and finance.  Performance management
•Manage the PM cycle through; Planning, setting objectives, monitoring, developing and rewarding the employees.
•Conduct appraisal sessions to ensure efficient performance management process.
•Report and analyze all business initiatives delivered for decision making and quality checking.  Employee engagement
•Maintain awareness of the culture, plans, financial position and competition of the business units. HR professional
•Provide day-to-day performance guidance to line management (coaching, career development, disciplinary actions).
•Mediate and resolve employee relations issues; conduct thorough and objective investigations.
•Support the HR team in all change projects and initiatives. (Focus groups, Town halls, Values)  Talent Management
•Manage the development of high potential people through supporting the succession, retention and developing their capabilities (Career path, job enrichment, job rotation & job enlargement)
•Attend meetings and provide inputs to build academies for the employees by identifying the training needs for business units.
•Co-ordinate with the L&D team with the completed trainings on weekly basis.  HR Operations
•Manage the Onboarding process and make sure everything is working smoothly.
•Handle all related processes for implementing staff transfers/ rotations/ promotions.
•Conduct exit interviews and manage the off-boarding process.
•Follow up on renewal of contracts based on the staff performance monitored by line managers.

OD
•Build succession planning, manage the talent strategies and HIPOs programs as well as developing PDPs for employees to ensure the right development of ADIB talents.
•Ensure that all job descriptions are updated to reflect any changes that occur in the Bank's structure.  Learning and development
•Identify the individual training needs based on business requirement and performance gaps and ensure proper implementation of the plan
•Prepare all reports related to L&D on monthly, quarterly and annual basis in addition to CBE reports.  HR Advisory
•Provide guidance, coaching and support to all employees on HR disciplines and policies to drive effective HR practices in accordance with the bank strategy.
•Support managers with performance management process to help them manage complex issues.  Employee relations
•Responsible for developing employees meeting rooms, fun room and other activities.
•Manage the effective achievements of assigned objectives presented quarterly in town halls  Talent acquisition
•Sourcing potential candidates through different channels, interviewing and screening.  HR Operations
•Responsible for on-boarding process (announcements, hiring documents & induction)
•Manage off-boarding process (resignation, documents, exit interview & related financials)

Design, develop, implement, and facilitate training programs.
•Deliver all assigned topics in process of staff development.
•Map out monthly calendar, quarterly & annual training plans.
•Manage & deliver leading others program (6 months)
•Conducting interviews.
•Accomplishments:
Delivered brand service behaviors sessions. (1800 employee)
Managed IHG academy (summer internships) (3 months)