جوزيف ghorayeb

- Identify TNA (Training Needs Analysis) by visiting all shops across UAE.
- Research new training supplies and materials (E-training/ In-person, ) such as LinkedIn e-learning, Coursera, Udemy, Talent LMS etc. that can enhance the company’s training procedures while providing value to employees.
- Search for training gaps content and materials that need updating to generate higher productivity and safety among staff.
- Prepare and deliver L&D budget for 2023.
- Liaise with the shop Manager/ DSM/ DIT/ Warehouse In-charge and head departments to ensure that all training needs are met.
- Conduct orientation programs and arranging on-the-job training for new hires.
- Monitor and evaluate training program’s effectiveness, success, and ROI periodically and report on them.
- Launch & follow up on the grooming standards and brand image program across BFL countries
Achievements:
- Launching “Did you know” across 6 countries
- Working on training passport for all existing and new joiners
- Preparing 2 trainings topics for Shop manager (Communication & problem solving)

Responsibilities
- Fill senior/ Managers and Mid -level positions, as well as positions in operations and management.
- Develop new strategies and programs to attract candidates.
- Manage the recruiting team for the assigned region.
- Ensure the recruitment of sales, warehouses, and back office in UAE and in the region is carried out in accordance with the company requirements.
- Maintain store/ back-office staff by recruiting, selecting, orienting, and training employees in a timely manner.
- Promote optimum new staff performance by coaching, counselling, and disciplining employees.
- Achieve the financial and KPIs of the Talent Acquisition department by assisting in preparing an annual budget, scheduling expenditures, and analyzing variances for the recruitment department.
- Define, build, and design job descriptions and document specification for new and existing positions across the group.
Achievements:
- Launch the opening of 2 BFL Qatar & 3 KSA stores.
- Recruit & build 3 new senior roles within the organization
- Conduct recruitment open days in Qatar
- Decrease probationary TO by 12% LFL
- Decrease time of hire to 3 weeks for managerial/ senior role.

Responsibilities:
- Implement the general strategy as set by the Group and develop a local strategy to facilitate HR functions and support day-to-day operations.
- Develop and maintain good working relationships with internal and external parties (Tutors, etc.) in order to support the smooth provision of HR services across the organization and promote the image of the company externally.
- Recruit, train, motivate and evaluate team members to ensure that they have the necessary skill base and that they are optimally enabled to maximize their potential and contribution to the company.
- Design and implement an efficient recruitment, training, Performance & payroll process across the organization.
- Monitor all HR functions, ensuring they are running based on the local labor law and according to set standards /KPI's.
- Manage the recruitment process for managerial and non-managerial roles, in coordination with the HR team, ensuring qualified candidates are selected based on specific requirements; as well as, support and suggest improvement to the recruitment life cycle.
- Attract and source potential private tutors through online such as (social platforms and professional networks, etc.) and offline channels.
- Ensure that the Compensation & Benefits operations are in adherence to the set policies and procedures; In addition to, develop C&B plan based on specific requirements.
- Design, deliver & organize learning and development programs & trainings based on needs.
- Evaluate and assess employees’ performance in a timely manner with the coordination of the HOD; Along with, identify areas of improvement and prepare training accordingly.
- Build and activate our community of teachers

Achievements:
- Launch Ostaz community in KSA and European countries.
- Implement performance appraisal cycle for internal employees based on objectives, KPIs & values.
- Achieve target & KPIs for Q1 & Q2 2021
- Introduce trainings, induction, and orientation for existing and new employees

- Develop and implement corporate culture, policies, procedures and plans.
- Liaise with Dubai team, Lebanon top management and Stores to ensure compliance of HR policies, employee benefits and employment law across all functions within the organizations.
- Review and create existing Job Description and develop new ones when positions are created.
- Implement open/ recruitment days with the coordination of the Local HR team for future openings.
- Screen, interview candidates for Back Office and stores position.
- Generating BFL training calendar targeting BO & store employees (Soft & Technical trainings).
- Deliver off the job and on the job training for Stores and back-office employees.
- Monitor and assess Mystery shopper, HR visit checklist & BO team reports based on their visits and communicate the areas of improvement with the concern parties to prepare an effective SMART action plan.
- Evaluate/assess BFL team on a seasonal basis based on a performance appraisal cycle and prepare a PDP in collaboration with the HOD.
- Evaluate employees’ performance based on CBI, weekly report and MS results.
- Prepare in collaboration with Dubai HR team a salary market study to update the organizational salary scale.
- Import and approve the daily attendance of the entire group; As well as, generate and execute final salaries process according to the internal and external law and policies.
- Update staff leave balance accrual, medical report, overtime and other reports according to BFL rules and regulations.
- Monitor the administrative tasks (NSSF enrolment documents, Salary certificates, Employment certificates, warnings, etc.) among the team.

Achievements:
- Launch of the employee handbook across all the organizations.
- Implement Grooming standards and brand image.
- Create and improving the organizational chart for Lebanon Group.
- Conduct a monthly field visit and providing the top management with the HR Spot visit checklist.
- Restructure and decreasing the HR department cost by 30%.
- Launch a new BFL calendar training targeting managerial and non-managerial levels.

- Review existing Job Description and develop new ones when positions are created.
- Implement best practices methodologies in order to ensure that the most qualified
candidates are attracted and recruited with all related data accurately captured across 13
countries.
- Carry out functional supervisory responsibilities that include planning and assigning tasks,
setting deadlines, monitoring results and quality, providing training and relaying team’s
request to hierarchy for all Azadea countries.
- Ensure recruiting and hiring practices are compliant with organizational policies,
procedures and other regulatory requirements.
- Assist in developing strategic placement plans by relocation employees to new departments
reshuffling the manpower in case of restructuring and other.
- Assist in recruiting, motivating and evaluating team members in order to ensure availability
of required skills and appropriate attitude for the achievement of set objectives.
Page 3 of 4
Achievements:
- Launching Grooming Standards and Brand Image unified across countries and brands.
- Achieving HR strategy for Q2.
- Preparing and implementing new onboarding program for Stores employee.

- Liaise with line managers to ensure a full understanding of their requirements and
preferences, as well as interview and select applicants who meet the specified criteria for
the position as per the set company policy.
- Develop recruitment plans based on staffing needs and select most appropriate recruitment
methods to source candidates.
- Gather and analyze data to contribute to strategic planning and projects, as well as set an
action plan accordingly to answer staffing needs
- Suggest improvements to the recruitment lifecycle in order to ensure efficiency in sourcing
candidates.
- Identify opportunities for recruitment campaigns; plan, communicate and drive them upon
approval.
- Create and implement automated statistical reports as requested in order to ensure proper
staffing analysis and recruitment process monitoring.
- Build a network and effective working relationship as well as recruitment material and
presentations needed for job fairs, open days, and other recruitment initiatives.
Achievements:
- Decreasing the probationary turnover rate of new joiners below 20% according to 2015
LFL.
- Maintaining the time to close a vacancy to less than 42 days for BO and 14 days for shops.
- Working on succession plan (Self and Others) by identifying internal talent and building
an external pool for all the “High potential positions; shortlisting at least 3 HYPO
candidates by critical position.
- Handling the recruitment and the opening of 12 stores.
- Preparing/implementing new onboarding program for back office in accordance with
Azadea guideline.