HUMAN RESOURCES MANAGER
beXel
Total years of experience :20 years, 6 Months
- Participates in the annual strategy planning events, accordingly develops and sets the HR strategic objectives for the company.
- Consolidates the HR annual budgets based on projected operating costs and oversees its expenditure and ensures alignment with the company strategies.
- Assesses the company HR performance and provides Management with actionable recommendations.
- Manages the development of HR policies and procedures and ensures its application and compliance on company.
- Manages all aspects of HR for the Company including but not limited to, Talent Acquisition, performance management, promotion, succession planning, training.
- Directs the implementation of strategic HR plans, programs, and systems. Consolidates and presents to the periodic reports on a quarterly basis, outlining, achievements versus plans and challenges and suggestions for improvements.
- Develops and ensures implementation of a comprehensive compensation and benefit plans that are competitive and cost-effective for the company.
- Ensures the efficient execution and unification of systems and policies across company based on the approved internal policies and procedures, government regulations, and labor legislation.
- Initiates and manages the performance appraisal system for the whole organization including orientation, objective setting, appraisal, and feedback all through linking pay to performance.
- Analyses performance trends, competencies, and results and presents to top management, highlighting the organization's skills inventory level and improvement areas. Recommends HR initiatives to fill gaps and activates the implementation of the approved initiatives.
- Plans and consolidates training plans in accordance with the outcomes of the yearly Performance Management results. Reviews and approves yearly training plans for company prior to CEO approval.
Talent Acquisition
- Plan the recruitment strategy in alignment with the company strategic directions.
- Manage the recruitment team to fill the vacant positions with the SLA.
- Conduct panel interviews with the line managers.
- Support line managers in formulating job profile, technical assessment and interview questionnaire.
- Monitor the company manpower & Org. Charts transactions.
- Manage the job analysis process in order to Create Job profile including job description.
- Create manpower plan (With budgeting) according to company's business plan and in coordination with departments' heads.
- Analyze the recruitment process performance, recommends changes to the recruitment process and implements changes.
Organization Development
- Coach line managers, formulate and implement performance management plans to improve company objectives.
- Develop career path, succession plans, and retention programs for key talents.
- Analyze the workflow within the function structure to eliminate overlapping.
- Develop restructuring projects to enhance productivity parameters for all Grades.
- Formulate Company policies, procedures.
- Design Organization Structure.
Compensation & Benefits
- Participates in the Annual Operational Plan (AOP).
- Support in formulating Grading/ Salary structures.
- Compare monthly payroll reports vs. set budget.
Learning & Development
- Set the Learning & Development budget vs. the gap Analysis and Performance Management output
- Design IDP for each employee
- Evaluate Training vendors
- Measure the ROI and the employee learning curve..
Talent Acquisition
- Plan the recruitment strategy in alignment with the company strategic directions.
- Manage the recruitment team to fill the vacant positions with the SLA.
- Conduct panel interviews with the line managers.
- Support line managers in formulating job profile, technical assessment and interview questionnaire.
- Monitor the company manpower & Org. Charts transactions.
- Manage the job analysis process in order to Create Job profile including job description.
- Create manpower plan (With budgeting) according to company's business plan and in coordination with departments' heads.
- Analyze the recruitment process performance, recommends changes to the recruitment process and implements changes.
Organization Development
- Coach line managers, formulate and implement performance management plans to improve company objectives.
- Develop career path, succession plans, and retention programs for key talents.
- Analyze the workflow within the function structure to eliminate overlapping.
- Develop restructuring projects to enhance productivity parameters for all Grades.
- Formulate Company policies, procedures.
- Design Organization Structure.
Compensation & Benefits
- Participates in the Annual Operational Plan (AOP).
- Support in formulating Grading/ Salary structures.
- Compare monthly payroll reports vs. set budget.
Learning & Development
- Set the Learning & Development budget vs. the gap Analysis and Performance Management output
- Design IDP for each employee
- Evaluate Training vendors
- Measure the ROI and the employee learning curve..
- Coordinates training activities within the bank.
- Assist and facilitate in career laddering workshops.
- Gather, compile and sort department and job families’ data.
- Analyze data and create paths, send them to subsidiaries for approval and implementation.
- Conducting Employee Satisfaction Survey (ESS).
- Collecting and analyzing data for the ESS.
- Collect and compile Organizational charts for the Bank.
- Coordinate assessment interviews for succession planning.
- Conduct the Exit interviews of retired & resigned employees.
Human Resources Management
Offered by Alexandria University – Faculty of Commerce (AUFC) in collaboration with the J. Mack Robinson College of Business (RCB) at Georgia State University (GSU). Activities and Societies: 1st: Managerial Economics - Organizational Behavior - Financial Accounting & Reporting - Decision Support Tools 2nd: Leadership - Financial & Investment Decision-making - Managerial Accounting & Control - Strategic Marketing 3rd: Investment & Portfolio Management - International Business Management - Information Technology Strategy - Business Regulations & Fiscal Policies 4th: Business Strategy - Human Resources Planning and Development - Technology & Operations Management
The AUC School of Business Executive Education (ExecEd) received accreditation by the Accrediting Council for Continuing Education and Training (ACCET); an accrediting agency recognized by the U.S. Department of Education as a “reliable authority as to the quality of education or training provided by institutions of higher education and the programs they accredit” and the only recognized accrediting agency to be certified as an ISO 9001:2008-Quality Management System. Activities and Societies: Strategic Management - Leadership - Organization Development - Sales and Marketing - Operations Management - Information Technology Management - Accounting - Finance - Entrepreneurship and Small Business Management
Activities and Societies: - Workforce planning and employment - Employee and labor relations - Compensation and benefits - Human resources development - Business management and strategy - Risk management
The AUC School of Business Executive Education (ExecEd) received accreditation by the Accrediting Council for Continuing Education and Training (ACCET); an accrediting agency recognized by the U.S. Department of Education as a “reliable authority as to the quality of education or training provided by institutions of higher education and the programs they accredit” and the only recognized accrediting agency to be certified as an ISO 9001:2008-Quality Management System. Activities and Societies: - Recruitment and Selection - Training and Development - Compensation and Benefits - Employee and Labor Relations - Human Resource Information Systems (HRIS) - Graduation Project
Helwan University is a member of the Egyptian Supreme Council of Universities. It was established on July 26, 1975 by Act No. 70 of 1975.