Regional OD Director Middle East
Pladis
مجموع سنوات الخبرة :25 years, 10 أشهر
• Develops strategic plan to support managers and leaders on all Talent development matters across Middle East; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.
• Drive the recruiting process for Region with a focus on diversity and conduct full life cycle recruitment activities leveraging the latest technology
• Accomplishes subsidiary objectives by establishing plans, budgets, and results measurements; allocating resources; reviewing progress; making mid-course corrections.
• Coordinates efforts and coaching line and senior managers on the Company's Disciplinary & Grievance and Performance Management Processes to promote justice and consistency of approach along with employee satisfaction and productivity.
Ülker is a major Multinational manufacturer of food products, which are exported internationally, to 110 countries. \[The company's core products are biscuits, cookies, crackers, and chocolates, Highlights: • Played a pivotal role in leading the team in both Manufacturing (1000Emplyees) and Commercial sales and Marketing (500 Employees). Key Responsibilities: • Develops strategic plan to support managers and leaders on all human capital matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.. • Drive the recruiting process for Region with a focus on diversity and conduct full life cycle recruitment activities leveraging the latest technology • Accomplishes subsidiary objectives by establishing plans, budgets, and results measurements; allocating resources; reviewing progress; making mid-course corrections. • Coordinates efforts and coaching line and senior managers on the Company's Disciplinary & Grievance and Performance Management Processes to promote justice and consistency of approach along with employee satisfaction and productivity. • Builds company image by collaborating with customers, government, community organizations, and employees; enforcing ethical business practices. • Increases management's effectiveness by recruiting, selecting, orienting, training, coaching, counseling, and disciplining managers; communicating values, strategies, and objectives; assigning accountabilities; planning, monitoring, and appraising job results; developing incentives; developing a climate for offering information and opinions; providing educational opportunities. • Maintains quality service by establishing and enforcing organization standards. • Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies. • Contributes to team effort by accomplishing related results as needed
Covidien is a Multinational Company leading medicals devices and surgical supplies globally and it is considered as one of the Top 5th company by revenue. Its annual sales is nearly $12 billion (FY2011) with 42, 000 employees in 126 countries “formally known as TYCO”
Highlights:
Played a pivotal role in spearheading 11 regional offices in countries including Saudi, UAE, Egypt, Jordan, Lebanon, Morocco, Algeria, Kuwait, Iraq Kenya and Nigeria.
Key Responsibilities:
• Planning, designing and implementing human resource policies and procedures to ensure regulatory compliance, while providing high standards of working practices for all employees.
• Facilitating the business leaders on a strategic level to significantly contribute within the organizational strategic plan to guide individuals with the essential knowledge and skills to perform their roles in an efficient and effective manner.
• Evaluating organizational structure process including succession planning by aligning staffing to business strategies, in conjunction with senior management.
• Overseeing the supervision of HR budgets and costs in compliance with organizational policies, procedures, ethical practices and guidelines of accrediting organizations.
• Managing the whole gamut of resourcing and retention activities, thus identifying, evaluating and resolving human relations, work performance and employee morale relating issues as well as proactively developing training programs and improving overall work performance of employees.
• Aiding and coaching line and senior managers on the Company's Disciplinary & Grievance and Performance Management Processes to promote justice and consistency of approach along with employee satisfaction and productivity.
• Establishing a positive employer-employee relationship by Labor Law, advising managers and assisting in legal cases, whilst ensuring strict adherence to employment law, managing disciplinary and grievance procedures.
• Handling full spectrum of recruitment activities inclusive of screening resumes, conducting interviews, proposing salary offers, negotiating and coordinating with appointed candidates for induction training, simultaneously working with Hiring Managers to support their need for new or substitute personnel.
• Held responsibility for all aspects of operational HR function comprising of Talent Management, Learning & Development, and Total Rewards, HR transformation Systems, General HR local Regulations and Performance Management through Shared Service centers for better workflow.
• Serving as Local leader for the company initiatives & solutions encompassing organization design & diagnostics, competency profile development, employees relations, cross cultural inclusion, 360 voices feedback, compliance and FCPA, leadership & management development, talent leadership succession maps, growth initiative adoption, HRIS and people soft transition.
• Ascertaining that all employees are completely vigilant with Covidien Compliance Program and Quality Standards.
• Staying current on all laws and regulations pertaining to human resources for identifying company's legal requirements and accordingly recommending solutions to ensure smooth functioning of the organization.
Highlights:
Leading the north territory distribution business of P&G” proctor and gamble" representative in Alexandria &delta Speed, with total headcount of 1500+ employees
Key Responsibilities:
• Adopt and implement HR systems conducive to attracting & retaining talents
• Recruitment and integration Systems of new employees
• Design a learning organization model
• Enhance learning capabilities of employees
• Align Compensation & Benefits Policy & Procedures to business strategy
• Enhance corporate culture as an enabler to fulfilling business strategies
• Contribute to the improvement of physical work conditions
• Enhance organizational design and succession planning which help meet business Strategies
• Establish and maintain vertical & horizontal communication channels across the organization
• Improve managerial & leadership styles
• Establish Career Planning Program
• revamp Performance Management system
• Abide by governmental regulations with regards to personnel practices regarding the Egyptian labor law 12 for 2003
• Manage all administration activity to be compiling with the Egyptian regulation like social Insurance, income Tax, health and safety
• Monitor and approve all the HR financials like Payroll, budget and training cost
Highlights:
Joined as HR Manager, charted an impressive growth curve through exceptional performance to merit promotion to Corporate HR Manager.
Designation Chronology:
May 2004 - September 2006: Corporate HR Manager
December 2001 - May 2004: HR Manager
Job responsibilities
HRM.
• Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees.
• Interview job applicants; review application/resume; evaluate applicant skills and make recommendations regarding applicant's qualifications
• Oversee compensation programs to ensure regulatory compliance and competitive salary levels. .
• Labor low and socialism and salary taxation.
• Evaluate procedures and technology solutions to improve human resources data management. HRMIS
• Recommend and maintain an organizational structure and staffing levels and the career planning to accomplish company goals and objectives.
• Prepare process and distribute payroll.
• Work with department managers and corporate staff to develop five year and ten year business plans for the company.
• Acting and enrolling the PR activities &media communications
Working at the united state of America (USA)as HR officer for a Marketing organization handling all non American employees HR matters
Stratigic Diploma in HRM
high School