محمود فرج

HR Business Partner في Arma Group

• مصر - القاهرة
• أشغل هذه الوظيفة منذ سبتمبر 2013

Projects Leader:

 Assessment center
 Performance management system ( Objectives - KPI’s - Competency framework)
 HRIS (Success factors & ESS/MSS) implementation

Organizational Development:

 Identify organizational and individual capability requirements and align strategy, people and processes to optimize effectiveness and achieve organization goals
 Coach Managers and stakeholders to assess the capability and capacity of the team to assess the impact of factors such as behavior, attitudes, culture, skills, systems, communication flows.
 Identify organization development needs with business leaders to meet strategic and operational priorities
 Translate the OD strategy and agreed deliverables into achievable plans and a prioritized implementation map
 Collaborate with relevant stakeholders to develop an OD plan that addresses gaps against organization plans.
 Work with managers to assess opportunities, barriers and risks to change.
 Identify the key levers of change and build implementation plans that leverage these to have maximum impact.

Learning & Talent Development:

 Collect and analyze data on capability and learning needs of the organization
 Identify team and individuals capabilities levels and gaps within teams that affect organization performance
 Assess the capabilities of potential future leaders in the development against organization’s future challenges
 Partner with managers to implement development, deployment and career management processes.
 Support and coach managers and supervisors to build leadership competence
 Administer talent management processes and keep detailed records of talent data.
Support the development of talent pool members by coaching them on their career and development plans.
 Facilitate internal and external learning events and workshops
 Evaluate learning and talent development initiatives for effectiveness, business relevance and efficiency, and continually seek ways to improve learning activity.

Performance & Rewards:

 Conduct regular meetings to discuss and record milestones, accomplishments, successes and challenges.
 Use the annual performance review meeting to review the achievements, setbacks, development and training, then use this information to establish goals and a development plan for the coming year
 Coach managers to communicate clearly to teams on the link between organization and individual performance
 Ensure personal objectives are clear, realistic, and measurable and make sure the performance is on track.
 Give employees feedback during one-to-one meetings and informally as regularly as possible.
 Ensure each employee has a well-defined job description and understands the skills and competencies they must develop in order to progress up the career ladder.
 Give employees the time and flexibility they need to complete learning and development activities.
 Initiate monthly balanced scorecard reports include employee satisfaction, exit interview, training records etc.

Resourcing & talent planning:

 Develop in-year plan to fulfil resourcing and talent needs in one or more specific areas (including external and internal resourcing).
 Manage resourcing and talent processes, ensuring they are fit for purpose to deliver required outcomes.
 Implement and manage the organization-wide succession planning process and methodology, ensuring integration across other critical people processes
 Advise and make recommendations to managers about when to resource externally or use internal talent to build short-term capability.
 Ensure recruitment policies and approaches are regularly refreshed to remove bias and prevent discrimination.
 Work with managers to ensure that new starters and transitioning employees undergo appropriate and supportive induction.

HR Executive في Arma group

• مصر - القاهرة
• سبتمبر 2013 إلى ديسمبر 2015

Recruitment & Promotions:

 Internal Job Posting, job specification, eligibility criteria, designing assessment methodology,
 External hiring: through direct headhunting, recruitment agencies, referrals and company' database
 Participate in employment fairs including attendance, selection and Fair reports/analysis
 Schedule interviews appointments, Interviewing candidates, use assessment tools to ensure fit with company culture and values, then give recommendations to relevant line managers
 Monitor daily casual labors status, compare actual with planned
 Hold exit interviews to pinpoint improvement opportunities and analysis the percentage of turnover
 Prepare Annual Manpower plan depends on Work load analysis, diagram

Performance Management:

 Update performance appraisal forms to adapt with company's competencies and objectives
 Provide advices, coaching and support for performance management system and processes
 Proceed annual training for Performance cycle - appraising techniques and action plan
 Handle annual performance appraisal quarterly
 Generate 360 degree evaluation for managerial levels
 Prepare annual salary increase depends on the average of performance during whole year
 Prepare Profit share sheet depends on Performance and color coding
 Create the compensation scale, pension scheme rewards programs

Training & Development:

 Identify training needs, through meetings with management, performance appraisals analysis
 Implement competency model, labors color coding, technical skills matrix
 Conduct and follow up development and succession plans
 Follow up all training programs ( SOM - SOP - TO - OT - MTP )
 Deal with professional education centers and universities to accomplish the training plan
 Make annual training Budget and transmit to upper management for approval
 Pursuance the annual training plan during the year, monthly training schedules, training announcement,
List of attendees, instructor biography
 Follow up training procedures ( instructor evaluation - training evaluation - return on investment )

Recruitment Specialist في ELMAALY GROUP

• مصر - القاهرة
• يوليو 2013 إلى أغسطس 2013

HR Generalist في ZAD

• مصر - القاهرة
• سبتمبر 2012 إلى يونيو 2013

Recruitment:

 Advertise available vacancies on websites, social networks and newspapers.
 Job fairs, head hunting and other sources like recruitment agencies, universities and clubs.
 Filtrate resumes and C.Vs, phone screening, schedule interviews.
 Interviewing applicants, job description, selection and job offers.
 Benefits, social & medical insurance and allowances.
 Complete required documents to finish hiring process.

Payroll:

 Update payroll records by changing in exemptions, insurance coverage, deductions, and job titles.  Issuance of paychecks or electronic transfers to bank accounts.
 Monthly targets, Overtimes, bounces, compensations and special rewards.
 Remuneration, installments, absences, adherences and accuracy.
 Recurring payments (medical & social insurance).
 Adding all records on SAP system.

Regional Retention & Retrieval advisor في OSN

• مصر - القاهرة
• فبراير 2012 إلى أغسطس 2012

Retention:

 Develop and maintain excellent relations with existing and new customers to increase levels of retention
 Maintain excellent knowledge of our portfolio of products and services in order to understand customers’ needs
 Respond to incoming requests for cancellation of services and persuade our customers to remain with us.
 Identify opportunities to turn dissatisfied customers into happy customers.
 Document customer feedbacks to our knowledge of reasons why customers choose to cancel their services with us.
 Identify new business that could reduce the risk of customer’s cancellation.
 Report regularly to team leader on all activities relating to the role

Retrieval:

 Making surveys and collection methods.  Resolve retrieval problems by altering ways to meet requirements.  Prepare reports by collecting, analyzing, and summarizing information.  Maintain historical records by documenting system changes and revisions.  Update database regularly.