Ismail Hamdy

Deliver the following HR projects:
 Structure & Enablers:
 Organizational Structures: Build new org. structures based on CSC current situation & new year’s business plan. Define COC (Chain Of Command) and SOC (Span Of Control) for positions and leveling
 HR Policies & Procedures: Develop HR policies & procedures manual. Design an employee handbook
 KPIs (Key Performance Indicators): Set departmental functional KPIs for all positions and departments
 Competency Framework: Create Competencies linked with Company values and business model
 Job Descriptions: Fill in job analysis forms by incumbents. Build job descriptions for unified positions. Integrate with KPIs & competencies.
 Staffing Cost: Work on optimizing costs through operating expense and benefits implemented till date.
 HR Dashboard: Establish staffing reports for clear understanding from HR perspective. Execute it to be automated though Power Bi.
 Technology & Automation: Review HR Module roadmap for implementation. Execute modules required as per plan and cost. Go live with ESS (Employee Self Service)
 Talent Acquisition:
 Write talent acquisition + Saudization, GOSI, HRDF+ reference check policies.
 Look for various sources to get profiles such as job fairs, ads, referrals, oversees agencies when required...etc
 Conduct competency-based interviews along with situational assessments
 Develop on-boarding program and welcome package
 Do exit interviews with voluntary leavers using EOS policy & forms
 Retention & Growth:
 Develop succession plans for key positions
 Develop & communicate the promotions policy
 Develop BSC (Balanced Scorecard) for seniority level as well as MBO performance appraisal framework for lower levels.
 Training & Development:
 Run 360 assessment for 1st line managers
 Link Training with Performance
 Identify individual TNA’s (Training Needs Analysis)
 Develop a training calendar
 Conduct internal coaching sessions
 Compensation & Benefits:
 Fix allowances for employees who are below the allowance structure
 Establish a unified structure of allowances for CSC
 Fix a unified structure of benefits and bonuses for CSC
 Develop C&B policies and share with seniors
 Define and roll out bonuses to seniors and send bands letters to all employees
 Culture & Environment: Hear employees voice through getting their feedback to improve work environment as well as measure the employees’ morale

 Initiate and lead management consultancy projects.
 Conduct research on various methods (data collection, surveys) to identify a problematic situation or find the cause and provide advice and recommendations to clients when dealing with their talent challenges.
 Formulate strategic and practical plans to address clients’ issues.
 Devise plans and techniques to drive change and culture management.
 Design organization assessment interventions and deliver engagements with minimal supervision.
 Develop and implement projects with a wider team.
 Develop new ideas and solutions for clients to expand company market footprint.

 Business Development:
 Assess the current situation and come up with new ideas to improve business and expand widely.
 Build relationships to make sure that business is going on for long term.
 Open new channels with clients and partners inside and abroad.
 Review agreements and contracts and compare with Company rules by negotiating with clients to reach to final agreement and signing off steps.
 Recruitment:
 Be the contact person with clients in terms of handling their requirements for hiring from Egypt or any other countries we are operating along with our partners.
 Travel with clients to other countries to manage their recruitment trips and make sure that competent candidates are selected based on their specifications.
 Ensure that Recruitment Team is achieving and closing the request as planned.
 Open sources and search engines to enrich Resume database to fulfill any type of segments or industry.
 Overcome obstacles the team meets and facilitate their works.
 Welcome and greet clients during the interview panel to get them satisfied with service quality.
 Follow up job offers and visas processes with Execution Team and clients until candidates travel safe.
 Develop and train team on any technical and behavioral skills to perform and grow.

 Acted as a business partner to line managers and provided guidance and counseling on HR-related issues.
 Developed and implemented human resources policies and procedures, disseminated and communicated them through employee booklets/meetings/and other forms of communication and ensure understanding of stakeholders and compliance.
 Prepared and delivered reports in conformance with legislated requirements as well as monthly and periodical HR reports to management.
 Oversees the provision of human resource generalist services, including compliance with regulatory agencies (labor office, insurance, industrial safety, etc.).
 Developed sources of recruitment by maintaining liaisons with specialist schools, institutions organizations and associations.
 Sourced, screened and interviewed candidates for employment and support on-boarding activities in assigned area.
 Planned and provided seasonal and temporary employment needs and managed relevant suppliers and employment agencies.
 Was responsible for HRIS administration and data upkeep.
 Managed HR operations and data feeding for payroll generation and other compensation factors.
 Built relationships with staff at all levels; assured that new recruits integrate effectively into the organization by delivering a high quality on-boarding program.
 Conducted training sessions related to Ethics, benefits, safety, or others as required.
 Actively participated in employee workers’ committees and provided solution to workers’ issues enhancing work environment and aiming at employee satisfaction
 Actively participated in job evaluation committee aiming at ensuring fair compensation and benefits
 Handled grievances and disciplining requirements in assigned areas.
 Managed, coached and developed a team of HR professionals for different disciplines.

 Workforce Planning & Talent Acquisition:
 Set the annual manpower budgets for divisions and departments, identified the vacancies and got all required approvals to act.
 Revised manpower budgets from time to time and determined the best recruitment processes and solutions.
 Built recruitment calendar considering replacement, turnover or new changes within the business structure and ensured the periodical updates are done to compare the hired employees vs. budget.
 Contacted assessments provider and validated selection assessments for all positions’ levels according to the required competencies.
 Managed to search for qualified candidates according to relevant job criteria, using database, connections, web agencies, social media, job fairs, agencies and employee referrals...etc.
 Communicated with local and overseas recruitment agencies, finalized all formalities related to agreement fees negotiations and signatures besides embassies to secure the delivering of visas and job contracts to the agencies.
 Controlled the recruitment cost to get the best conditions to the Company.
 Made sure that Resumes database, recruitment records and filing system are kept updated / organized, and candidates approached to give feedback about interviews.
 Validated Company orientation program within maximum one month of joining date, developed orientation program for overseas to be launching during the recruitment trip to reinforce the employer name and attract best calibers.
 Managed the probationary period evaluation results to take a convenient action afterwards.
 Saudization & Feminization:
 Set plans to match with country’s direction related to jobs feminization in shops to have quality ladies onboard to handle sales and achieve targets.
 Planed and maintained Saudization ratio in order to enable company to have nationals working which supports country’s direction, have all services available for company...etc.
 Retention:
 Monitored and conducted exit interviews for all leavers and analyze the reasons behind, kept effective communication with all managers to discuss the reasons and get solutions to avoid in future.
 Came up with programs and ideas to support staff engagement and talents retention during market’s promising situation as well as crisis.
 Total Reward:
 Drew up the organization structures for divisions and departments as per hierarchy and authority matrix that help Company to achieve its business goals.
 Drafted Job Analysis tool, reviewed job descriptions as per manpower budget and current positions existed in the Company in conjunction with concerned managers.
 Monitored Performance Management System (PMS) implementation, supported and came up with final recommendations and analysis along with TNAs, Increment and Bonus.
 Provided meaningful analytics to determine trends, model options, identified discrepancies and recommend corrective actions on existing and projected rewards schemes.
 Managed reward survey submissions and subsequent analysis and developed alternative benchmarking options.
 Managed the compensation and benefits program in term of job evaluation, grading and salary structure, evaluate and modified benefits in compliance with legal requirements and market.
 Directed preparation and distribution of written and verbal information to inform employees of benefits and compensation policies.
 Policies & Procedures:
 Formulated the content of the HR Policies & Procedures through executing, interpreting and applying rules and regulations.
 Developed methods to improve policies, processes and practices, and recommend changes to management.
 HR Management Reporting:
 Contributed to the development and utilization of HR management reporting infrastructure and cycle

 Conducted Overseas and local recruitment campaigns “job posting, sourcing candidates, screening CVs, shortlisting for interview” to select suitable talents meet the job criteria.
 Participated in building welcome package program for the Group including employee guide, handbook, folder and discovery game in order to be used in new comers’ orientation sessions.
 Participated in holding an effective employee orientation program for all new comers upon joining company using the welcome package and making sure that they are fully aware of companys’ rules and regulations.
 Maintained the HR Information System (HRIS) to update data related to all company employees and new hires in terms of “education level, experience background, training programs, promotion history, performance appraisal, development plan, etc…”.
 Prepared staffing monthly reports for respective companies and departments along with historical data by end of each financial year in terms of manpower, recruitment, turnover, nationality mix, gender mix)
 Developed labor turnover reports and conducting Exit Interviews for resigned employees.
 Handled all employees’ records and administering benefits according to the company policies.
 Took part in Job Grading and Salary Scale for employees “salaries, benefits, incentive ...etc” based on compensation survey done for the competitors.
 Participated in building job descriptions in coordination with direct managers.
 Participated in arranging Ramadan Iftar ceremony in coordination with other HR team for entire Group employees.
 Conducted ESS (Employee Satisfaction Survey) or VOT (Voice Of Team) sessions and analyses to measure employees satisfaction about their companies and developing action plans for the opportunities with follow up implementation.
 Followed up the visas issuing in coordination with the personnel department for processing new arrivals formalities.

 Planned and coordinated staff recruitment with overseas, local and online agencies, appointment, joining formalities, orientation program for new hires, probation, confirmation, promotion, termination etc.
 Handled entire Recruitment Process - shortlisting potential candidates, conducting preliminary interviews and finalizing selection with the concerned division heads. Notified existing staff of internal opportunities.
 Maintained HR recruitment tracking system. Negotiated salary and package with candidates. Made Interview Summary Reports to Management for approval.
 Made and checked contracts, offers, Visa Application Forms and other HR related correspondence.
 Created and maintained the personnel files for each employee individually in physical files and (Oracle- ERP 11i application) and HRIS by recording new hires, transfers, terminations, changing in job classifications, merit increases, tracking vacation, sick and personal time.
 Coordinated with administration department for ticketing, releasing visas, residency stamping formalities and processing Civil ID for new arrivals.