Senior HR Manager
Samsung Electronics
Total years of experience :17 years, 0 Months
Developing HR strategies to support organizational objectives and enhance employees' productivity. Provide guidance and advice to the management on a broad array of employee-related topics. Ensure alignment with agreed functional and regional initiatives to ensure successful execution. Contribute to positioning the company as an employer of choice. Manage all HR functions to serve over 3000 employees including regions and branches.
Responsible for developing HR strategies to support organizational objectives and enhance productivity. Provide guidance and advice to foundation management on a broad array of employee relation topics. Ensure alignment with agreed group, functional and regional initiatives and ensure successful execution. Contribute in positioning the company as an employer of choice. Drive all HR functions serving over 1000 employees including MEK branches.
• Responsible for smooth functioning of the Human Resource office including administration of the human resources policies, procedures and programs, carrying out responsibilities in departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, organizational development and recruitment.
• Implementing Corporate HR Policies within the Business Units and foundation branches.
• Developing the headcount plan in respect of managers and employees in consonance with the organization structure, job classification and bands and in line with business plans and budgets.
• Carry out monthly reviews of headcount and proactively plan for recruitments in respect of employees including advance hiring for anticipated contract terminations and attrition.
• Recruit for vacancies and anticipated vacancies ensuring compliance with profile specifications.
• Coordinate with recruitment team to provide suitable and potential talents to the business.
• Managing the performance management program in respect of setting KPIs, mid-year and annual appraisals including dialogue with Business functional managers for calibrating relative performance and ratings distribution.
• Managing the succession planning program to identify, develop and track potential talents and prepare a second line for leading roles.
• Maintain productive relationships with internal and external stakeholders, build strong relationships with regulatory bodies & governmental authorities and provide support to the business where needed in this respect.
• Manage headcount within budget to meet organization’s strategic goals and cater for expansion projects.
Develops and implements an effective short and long term employee and employer branding strategy and ensures timely execution of HR communication plans and employee value proposition strategies; Thus enabling the organization to consistently deliver its desired brand image to customers and provides a competitive advantage achieved through employees
Establishing an HR department from the scratch and these tasks below have been achieved and completed:
•Organization Structure & function profile.
•Job Description based on competencies
•Competencies Framework.
•HR Policies and Procedures Manual.
•Supporting in Setting Business Objectives.
•Performance Management System.
•Succession / Progression Plan.
•Training & Development Plan.
•Grading Structure.
•Oracle HR System.
Organizational Development
-Preparing and Maintaining Job descriptions & Specifications.
-Providing assistance and follow-up on company policies, procedures, and documentation.
-Contributing in Career progression & Succession Plan Projects.
-Preparing and updating organization charts for all groups.
-Participating PMS “Performance Management System”.
Compensation and Benefits
-Participating in establishing new salary structure.
-Participating in establishing benefits system (Medical Insurance - social insurance proposal).
-Calculating monthly salaries for all groups (In & Out side EGYPT).
-Formulating the cost center analysis according to “Project - Department”.
-Providing salaries taxation adjustment report to help the external auditing office.
-Handling all bank issues like “salary transfer - ATM - employees problems - HR Letters ”
Recruitment
-Obtaining leads in a variety of fields of employment (construction, medical & food industries sector).
-Filling manpower plan for construction, medical & food industries sector in both Cairo and Sudan.
-Preparing and follow-up job announcements and recruitment information for vacant positions.
-Making the initial interviews & the pre-employment tests for the new candidates.
-Building a database of resumes that support recruitment process.
-Conducting new employee orientations and exit interviews.
Employee Relations
-Reviewing monthly time sheets; calculate overtime hours, registering employees' vacations for the Head office and the external projects.
-Monitoring new hiring procedures; contract administration, social insurance forms.
-Processes personnel actions in Human Resources Information System (HRIS) and ensures data integrity is maintained.
-Maintaining employees files updated and completed regarding to lawful and traditional HR standards.
-Developing and maintaining Human Resource data bases, computer software systems, and manual filing systems.
Scope of Responsibilities
1. Organization Structure Diagnosis, Review and Design.
• Organization Structure & function profile.
2. Human Resource System, Processes, Policies & Procedures.
• Job Description.
• HR Policies and Procedures Manual.
• Grading Structure.
• Recruitment.
•Preparing and Maintaining Organization charts for all Groups.
•Creating and Maintaining Job descriptions and specifications for all positions and new positions.
•Supervising all personnel activities.
•Responsible for training new employee’s.
•Motivating, developing and directing stuff.
•Following up the projects schedules of the Personnel action plans.
•Participating to achieve short-term and long-term plans to Achieve Company Goals.
•Prepare Daily, Weekly and Monthly report to HR-Director.
•Implementing employment process: hiring, termination and resignations.
•Monitoring and administering Staff attendance & leaves balances according to labor law.
•Responsible for the Monthly closing, Attendance Reports.
•Ensuring compliance with the labor law and company policies and procedures.
•Handling all work related to employees' loans.
•Responsible for employee’s contracts and issuing new contracts for new ‘staff’ employees.
•Establishing Personnel file for each employee to be maintained in HR Department and update employee's files with official documents requirements, vacations & performance reports.
•Implementing the social solidarity system internally.
•Responsible for recording and updating vacation balances of all employees.
Module 1: The Emerging role of HR professionals in today's global business environment Module 2: Recruitment and Selection Module 3: Compensation and Incentives Module 4: Training and Development Module 5: Performance Management