Mahmoud Rashed

Meeting with the HR and management teams to define the company's HR issues, goals, and requirements.
Conducting research to identify workforce issues or inefficiencies.
Developing HR strategies and company-specific models.
Recommending solutions and providing advice on HR policies, procedures, and tools.
Overseeing the implementation and integration of new policies, procedures, tools, and strategies.
Monitoring and reviewing human capital analytics to evaluate the efficacy of new policies.
Generating analytic reports and presentations for feedback to management.
Ensuring that the operations and activities of the workforce are efficient and in the best interest of the company goals.
Assisting with the recruitment and training of new employees.
Keeping abreast of industry trends, tools, practices, and advancements in technology.

- Partner with the Manager-Talent Management to become a process and subject matter expert, and thought leader for performance management (includes goal planning, performance, performance improvement plans, calibration modules, 360 assessments, career path and succession planning).

- Work with SuccessFactors to influence future designs and releases.

- Maintain positive partnering relationship with SuccessFactors.

- Design, develop and implement enterprise-wide talent management processes, systems, and programs including performance management, career path and succession planning.

- Research and benchmark best practices and collecting data to support the continuous improvement.
- Analyze, interpret, and make recommendations.
- Present data to detect trends and determine the most appropriate course of action.

- Partner with HR Systems, HR business partners, and business teams on the development of talent management tools for end users as well as reports/data to monitor the health and effectiveness of talent management process.

- Advising management on the administration of human resources policies and procedures.
- Serving as internal consultants by analyzing a company’s current HR programs and recommending solutions.
- Developing, revising, and implementing HR policies and procedures.
- Ensuring HR programs and services are following established policies and procedures and Labor laws and regulations.
- Preparing and maintaining reports related to specific HR projects
- Assisting with the development and coordination of recommended changes regarding workflow
- Developing methods for compiling and analyzing data for reports and special projects
- Conducting audits of HR activities to ensure compliance.
- Presenting training sessions related to specific HR programs.

Handling Training and development, Performance Management System and Learning Consultancy. Reporting to Human Resources Director.

Responsibilities
- Conduct orientation sessions and arrange on-the-job training for new hires.
- Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
- Develop testing and evaluation procedures.
- Conduct or arrange for ongoing technical training and personal development classes for staff members.
- Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
- Develop and organize training manuals, multimedia visual aids, and other educational materials
- Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
- Analyze training needs to develop new training programs or modify and improve existing programs.
- Review and evaluate training and apprenticeship programs for compliance with government standards.
- Train instructors and supervisors in techniques and skills for training and dealing with employees.
- Coordinate established courses with technical and professional courses provided by community schools and designate training procedures.
- Prepare training budget for department or organization

Advising management on the Administration of Human Resources Policies and Procedures.
Serving as an internal consultant by analyzing the company’s current HR programs and recommending solutions.
Developing, revising, and implementing HR Policies and Procedures.
Ensuring HR programs and services are following established Policies and Procedures and Labor Laws and regulations.
Assisting with the development and coordination of recommended changes regarding workflow
Developing methods for compiling and analyzing data for reports and special projects
Conducting audits of HR activities to ensure compliance.
Develop employee L&D Programs and Identify Learning Needs (TNA) and Measuring Training Effectiveness and ROIs
Planning the Manpower and entire Recruitment and Onboarding process.

- Maintained and ensured the HR Policies, procedures and guidelines are compliant with local employment laws.
- Addressed employee concerns; investigated grievances and conflicted and took necessary remedial action to manage employee relations in an unprejudiced and amicable manner for increased employee productivity, morale and motivation.
- Worked with line managers to ensure probation and performance reviews are carried out in a timely manner and any actions are followed up.
- Ensured a proper on-boarding program is in place when new employees join.
- Developed positive employee relations by responding to all employee questions and concerns in a timely and systematic manner.

Managing employee timesheets and processed payroll accurately and on time ensuring accurate deductions, adjustments, and leave
calculation.
Preparing the division HR annual budget in consultation with and for the review of the Human Resources Manager and Operations
Manager and sought approval for variances on a timely basis.
Administering a comprehensive integrated human resource management program for the company and acted as a focal point for all
division HR operations.
Worked with Talent Acquisition Specialists and Manager to ensure hiring ‘best-in-class- talent’ to facilitate achievement of business
objectives.