حسام الدين الطوبجي

http://prime-groups.org/
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations. Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Responsible for the overall effective management of human resources, industrial relations, salary benefits, training and development, productivity for the organization, in order to achieve its strategic and operational goals.

www.universalgroup.org/
Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments. Coordinating with managers to raise proactive issues, recognizing practical solutions to complex and diverse HR issues and recommending affirmative action plans (AAPs) for the same. Establish workplace policies and procedures (e.g. dress code, attendance, computer use) and monitor their application and enforcement to ensure consistency. Develop programs to meet the unique needs of particular employees (e.g. work/family programs, diversity programs, outplacement programs, repatriation programs and fast-track programs). Develop, administer and evaluate grievance/ dispute resolution and performance improvement policies and procedures. Formulate, implement and review human resource policies, procedures and best practices in human resource planning, employee recruitment and staffing, performance appraisal, organization development and learning, employee and industrial relations

www.diyafagroup.com/
Dealing with any performance or grievance issues in a legally compliant and professional way. Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Ensure all Job Descriptions are kept up to date; create new JDs as and when necessary. Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters. Develops employment contract terms for the new hires, promotions, and transfers in accordance with the local related legislations. Provides guidance and input on business unit restructure, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the HR organization. Maintain a good and current knowledge of employment legislation, governmental regulation and labor law compliance in order to advise the management of employment risk.

www.eastmargroup.com/
Essential Functions:
Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc. Responsible for all functions of the Personnel Department, including policy renewals, leaves, terminations, replacements, promotions, transfers, immigration, performance review and record maintenance in accordance with HR policies and procedures of the organization. Ensure all staff receives appraisals in accordance with company policy and monitor probationary periods. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Administered job evaluation/ grading systems to formulate guidelines for promotions/increments, oversaw recruitment programs to ascertain induction of appropriate personnel in a cost effective manner. Determined guidelines for various departments to communicate their personnel needs to HR, sourcing candidates, interviewing and recruiting manpower most suited to the organization’s requirements. Oversaw activities relating to employee welfare including employee transport, canteen, accommodation, payroll, training, and development, security staff.

Essential Functions:
Maintains staff by recruiting, selecting, orienting, and training employees; developing personal growth opportunities. Maintains safe and healthy work environment by establishing and enforcing organization standards; adhering to legal regulations. Completes operations by developing schedules; assigning and monitoring work; gathering resources; implementing productivity standards; resolving operations problems; maintaining reference manuals; implementing new procedures. Controls expenses by gathering and submitting budget information; scheduling expenditures; monitoring variances; implementing corrective actions. Provides quality service by enforcing quality and customer service standards. Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications. Contributes to team effort by accomplishing related results as needed.