Senior Human Resources Consultant
Egyptian Consulting Group - ECG
Total years of experience :25 years, 4 Months
HR Policies & Strategy
Manpower Planning & Recruitment
Attendance & Leave Management Policy
Travel Allowance Policy
Benefits & Compensation
Training & Development
Performance Appraisal
Code of Conduct
Forms
Handbook:
Job Analysis
Job Description
Organization Restructuring
Performance Management
HR Skills Dictionary
Company Scorecard
Recruitment Management
Training & Development
Succession Planning
Strategic Business Map
Competency Dictionary
Recruitment:
Online Recruitment
Salary Survey
Conduct personal interviews
Selection and Recruitment
• Analyze employment-related data and prepare required reports.
• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
• Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• Confer with management to develop or implement personnel policies or procedures.
• Hire employees and process hiring-related paperwork.
• Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
• Perform searches for qualified job candidates, using sources such as computer databases, and networking. Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
• Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
• Review employment applications and job orders to match applicants with job requirements.
• Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
• Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
• Review and evaluate applicant qualifications or eligibility* for specified licensing, according to established guidelines and designated licensing codes.
• Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
• Creating HR Dept. from scratch
• Designing HR Strategy.Policy and Procedures
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Perform difficult staffing duties, including dealing with under staffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Identify staff vacancies and recruit, interview and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
• Represent organization at personnel-related hearings and investigations.
• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze training needs to design employee development, language training and health and safety programs.
• Conduct exit interviews to identify reasons for employee termination.
• Oversee the evaluation, classification and rating of occupations and job positions.
• Develop, administer and evaluate applicant tests.
• Contract with vendors to provide employee services, such as food service, transportation, or relocation service
• Managing the Recruitment function for Borg Al-Arab for industry group by overlooking one plant plus five Companies working in the Egyptian market in a different field
• Designs, develops and maintain the recruitment process in the organization.
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
• Builds a quality relationship with the internal customers and external recruitment agencies
• Monitors and constantly reduces the costs of the recruitment process
• Sets the social media communication strategy for different job profiles and functions in the organization
• Conducts job interviews for the managerial job positions (or key jobs in the organization).
• Monitors the labor legislation and implements required changes to keep the process compliant.
• Manages and develops the team of HR Recruiters.
• Acts as a single point of contact for managers regarding recruitment topics
• Identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments
• Designing and expanding training and development programs based on both the organization's and the individual's needs.
• Considering the costs of planned programs and keeping within budgets.
• Monitoring and reviewing the progress of trainees through questionnaires and discussions with managers.
• Evaluating training and development programs
• Helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups.
Large Multinational Company for production and distribution of detergents and paper products Up To 5000+ Employees… www.madaregypt.net
Managing the Recruitment function for the Madar Group Egypt Business Unit by overlooking 6 plants & 22 Sales Branch across Egypt .
Recruitment :
Annual manpower plan
Job Analysis
Responsible for Interviewing all new Employees on all levels (White-collar & Blue-collar ) all over the state
Developed the recruitment policies and procedures to ensure the processes are going effectively
Making analysis for our recruitment sources & searching for new sources
Handled recruitment expansion projects, and the recruitment process
Making on Boarding for all new Employees on all levels across madar
Screening CV’s / resumes, Attract, Interview, assess candidates using tools and Achieve Operational delivery of the annual recruitment targets
Responsible for contacting the candidates to set interview appointments
Responsible for recruitment tracking sheet as of the recruitment target. (Daily reporting to HR Manager for feedback and any necessary action)
Handle and manage all recruitment events and exhibitions (Job Fairs)
Preparing Job Offers for the chosen candidates
Personnel :
Check all the needed documents for all employees.
Collect all missing documents from employees.
Making a file to every employee contain all his documents.
Follow up all vacations
Follow up print machine.
Give Experience Certificate to employees.
Issuing Cash Loan request to employees and sign it from HR manager.
Give singed warning to guilty employees.
Issuing a Deduction note to guilty employees.
Issuing Resignation form to the employee.
Issuing Clearance form for employees.
Follow up all resignation processes.
Updating & solving problems in HRIS with programmer.
Performance Appraisal :
Issuing all Performance Appraisal forms.
Issuing Promotion, Salary or Benefits Adjustment form.
Issuing Termination of services form.
Acting as recruitment manager.
Business Development.
Manpower Supply.
Headhunting.
HR Consultancy Services.
Visa Processing.
Marketing.
Follow-up to the candidates travel procedures.
Public Relations.
Job Analysis.
Job Offers .
Responsible for Interviewing all candidates on all levels (White-collar & Blue-collar ) .
Developed the recruitment policies and procedures to ensure the processes are going effectively .
Making analysis for our recruitment sources & searching for new sources.
Handled recruitment expansion projects, and the recruitment process .
Screening CV’s / resumes, Attract, Interview, assess candidates .
Responsible for contacting the candidates to set interview appointments .
Handle and manage all recruitment events and exhibitions (Job Fairs) .
Dealing with all sectors of medical, technical and educational fields \[ Outside Egypt (gulf area) and inside Egypt \].
Large Company for Taxi Service in Alexandria Up To 150+ Employees
Setting and meeting performance targets for speed, efficiency, sales and quality.
managing the daily running of the call center
liaising with supervisors, team leaders, operatives and third parties to gather information and resolve issues
maintaining up-to-date knowledge of industry developments and involvement in networks;
monitoring random calls to improve quality, minimize errors and track operative performance;
coordinating staff recruitment, including writing vacancy advertisements and liaising with HR staff;
reviewing the performance of staff, identifying training needs and planning training sessions;
recording statistics, user rates and the performance levels of the center and preparing reports;
handling the most complex customer complaints or enquiries;
organizing staffing, including shift patterns and the number of staff required to meet demand;
coaching, motivating and retaining staff and coordinating bonus, reward and incentive schemes;
forecasting and analyzing data against budget figures on a weekly and/or monthly basis;
Improving performance by raising efficiency and sourcing new equipment to enable this, e.g. new dialing products.
http://www.hrci.org - Business Management and Strategy. - Workforce Planning & Employment. - Human Resource Development – HRD. - Compensation and Benefits. - Employee and Labor Relations - Risk Management.
Organization Behavior Personal Wages and Salaries Labor Law Human Resources Planning
