Mahmoud Allam

As a head of HR Excellence it is my responsibility to develop and manage the implantation of company training plans (done for 2016), Employees Engagement Survey (Done for 2016), Develop EDC Leadership Academy (in the designing phase), Develop Talent Management Program (in Progress), Implement an automated Performance Management System (Oracle iCloud to go life Sept 2016) Develop Competency Model for the company (Done with HR Department) Commercialize the Training Centre to be a profit centre. Develop Company Policies & Procedures. Develop Promotion Programs (Rig Mgr. Program, Crane Operator Program). Ensure the completion of all Job Descriptions. Review the proper design of company organization structure. Manage the recruitment process for the whole company.

Reporting to the Managing Director, the HRD is responsible for handling all HR functions in such a way that make G4S the best employer for our clients and our employees.

Reduce the high turnover and ensure the retention of Co. Talents
Develop Recruitment system that supports the continuous requirements of the company.
Develop company policies and procedures. Develop Talent Management System
Manage the Culture Change within the company. Develop Grading System & Career Path at all levels. Guide and coach line and middle management as well as HR employees on best practice and practical solutions. Establish HRIS & HR KPI’s
Implement the Health and Safety strategy, policy and processes
Encourage the business to optimise operational efficiency and cost effectiveness through ensuring the key operational HR related processes e.g. labour cost control.

Reporting to the Global “Corporate” Human Resources Director, I am responsible for directing all HR & Admin Functions within Egypt including, Recruitment, Training & Development, Performance Management, Compensation & Benefits, Labour Relation, Personnel, Administration/General Services & Legal Affairs.

Key Achievements:

Restructure of HR Functions and build strong HR & Admin systems.
Establish and maintain a good, continuous relation with labour union.
Implement the concept of Assessment Center to be the base of recruitment.
Conduct Coaching sessions for Management and other staff in all human resources activities and other functional decisions.
Develop in cooperation with all executives the succession plan for all level of exempt staff.
Review all company benefits and enhance the Medical scheme, life insurance and contributory plan considering the budget constraints.
Set the development plan for Executives, and Managers.
Managing and working as a coach for the Employee Engagement Survey “Kenexa” within Kohler Egypt.
Managed the Merit Increase for all levels.
Enhance the satisfaction level among blue collars through continuous communication, transparency, and openness.
Establish the social committee to maintain a high level of engagement among all associates.
Develop HR Policies & Procedures including, travel, Working hours, Tuition Reimbursement, etc.
Active participation as Member of the Professional Effectiveness Board that support the development of all associates across all countries.
Member of the EMEA Stewardship forum.

Reporting to the Regional Managing Director, Drive all HR functions in the Middle East (Egypt, Saudi, & Gulf) and Pakistan, direct as part of regional management team the strategic directions of the company and support in shaping the future of our regions.

Key Achievements:
Successfully developed the ME & Pakistan Polices and Procedures
Participate with the management members to set the business plan of the company.
Initiated a unified performance management system for all regions.
Provided successful training plan/programs for all managers in different countries.
Provided Sales Force with the most advanced sales techniques and ensure its continuous implementation.
Continually ensured the satisfaction of all staff (Provide ESS for all employees).
Participated with the management team to set Lu-ME&PAK strategic direction.
Develop a well established Recruitment system that supports hiring of good calibres.
Established and initiated different tools that support retaining of talents and attracting good calibres.
Develop a career path and talent pool for different levels and departments.
Develop Employee Handbook.

Reporting to the Managing Director, Direct all HR Initiatives, i.e. Recruitment, Leadership Training and Development, Compensation and Benefits Design, Employee Relations, Administration and General Services, Succession Planning, Policies and Procedure Development, HRIS Implementation, Project Management and Reorganization, Handling all Company Legal Issues and Managing the Culture Change. Manage a regional assignment for North Africa.

Key Achievements:
Establish the company organization structure including the establishment of HR Division/infrastructure from scratch for Egypt, Morocco, and Tunisia.
Recruit the management staff including directors, and direct the recruitment process for more than 500 employees in 6 months.
Develop HR Policies and Procedures; 15 Policies in 6 months.
Established a complete Training Programs for Sales Force.
Direct the launch of 20 branches.
Direct the regarding process for all jobs.
Create new Compensation package for all levels.
Establish a career path for several divisions.
Regional Responsibilities:
Set the HR base for i2 Morocco and i2 Tunisia including, Org. Design, Grading System, Job Profiles.
Manage the implementation of HRIS in different countries in ME.

• Oversee and manage all aspects of Compensation & Benefits in the company i.e. salary plans and strategies, compensation & payment policies, salary surveys, etc.
• Manage and Develop HR policies and procedures to provide best HR services to the company.
• Provide guidance and support to all managers regarding company policies’ implementation.
• Oversee the periodical HR reports and develop the HR analysis reports that support the company's objectives.
• Participate in the recruitment process, assessment centers and final selection.
• Manage the Org. Design, job descriptions, reward and recognition program, performance appraisal.
• Conduct different kinds of Employee and Market Surveys for benchmarking and best practice implementation.
• Handle the career assessment and career path process for different classes of employees.
• Direct and lead the Job Evaluation process and manage the setting of related plan and its implementation.
• Manage the exit interview process and provide different kinds of analysis that support the company’s long term objectives and enhance the company’s stability.
• Advise employees on their rights and privileges and provide consultation services to employees regarding grievances/complaints.
• Conduct internal and external Human Resources surveys, i.e. employee opinion survey.
• Review all HR work follow for better utilization of HR capacity and ensure the continuous process improvement.
• Provide advice to all management levels regarding different HR issues.
• Manage the implementation of all HR applications in Egypt including attendance system, leaves, personnel system, payroll, to ensure the ultimate benefits of the company.
• Participate with the training manager in setting the training and development plan and maintaining the succession plans.
• Manage the Implementation of HRIS (PeopleSoft).

• Manage the employment and termination functions.
• Manage the timekeeping, attendance Sys., leaves, ..etc.
• Administer the Personnel Files and ensure the safeguard of all company rights.
• Oversee and manage all issues related to Labor Offices and provide advice to management to handle all labor issues/cases
• Manage the Employee Social insurance and establish a rapport relationship with all concerned governmental authorities.
• Manage the Headcount Budget and provide different kinds of reports to management for better utilization of Headcount and ensure effectiveness of company productivity.
• Ensure the continuous development of Staff Department and provide reasonable training courses, coaching and counseling.
• Manage company payroll system and prepare the semi annual staff cost.
• Ensure the proper implementation of all company policies with regard to HR policies (Compensation and Benefits)
• Monitor employee benefits (pension, life insurance, medical, etc.).
• Set and manage the redundancy plans and support solving all related legal and personnel issues.

• Manage all payroll activities and assist the HR Director in setting the strategic direction of the company payments regarding employees’ packages.
• Administer Employee benefits and recommend new benefit schemes and ensure its proper implementation.
• Manage the Performance Appraisal and Annual Increase for the company.
• Provide training courses to all employees regarding our Performance Appraisal System.
• Receive and analyze performance appraisal forms, maintain and update employees’ records, and set the recommended training and forward it to the training department.
• Prepare and manage the Staff Cost for the whole company in light with the corporate rules and guidelines.
• Handle all Redundancy cases.
• Manage the Headcount Budget and prepare internal and external Reports.
• Conduct Salary and Benefits Surveys when required.
• Assisting the HR Director in setting and maintaining the Salary Structure of the company
• Manage the Annual salary review for the whole company.
• Develop a career development plan for different functions in different directorates.
• Coordinate with HRD to form organization charts of HR directorate and other company departments.

• Lead the company transformation process from the payroll manual system to the computerized system.
• Review job descriptions and insure that doubtful job information and discrepancies in duties are clarified with post holder and his supervisor.
• Prepare and implement compensation policies and procedures.
• Follow up & control employees' redundancy plan, and prepare turnover/ compensation cost analysis
• Review company salary levels and submit recommendations of salary adjustments to management for approval.
• Formulate performance appraisal programs, review performance appraisal forms, deal with appeals and outline training needs analysis
• Review proposed promotions and recommend relevant job levels and salary
• Coordinate with HR Director to develop the succession plan and career path for different directorates.
• Manage the implementation of the disciplinary regulation.
• Coordinate with all levels of management within assigned areas to provide or obtain pertinent information.