Culture development head
Mountain view
Total years of experience :16 years, 9 Months
- Introduced the "happiness at workplace" framework to the company in cooperation with an international consultant.
- Developed internal trainers network to deliver the company's main cultural frameworks.
- Created DMG wellness program (WOW) in alignment with the happiness frameworks.
- Conduct coaching to employees to hep them live a happier and a more positive life.
- Ensure that the main HR functions are reflecting the company's culture.
- Managing the project of branding DMG as an employer of choice.
- Working with organizations to help them transform their culture using the science of happiness.
• Establish an HR division with all its sub departments within the company
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, employee relations, training, recruitment and organizational development
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
• Advise managers on organizational policy matters such as equal employment opportunity and recommend needed changes
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices
• Prepare and follow budgets for personnel operations.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Conduct exit interviews to identify reasons for employee termination.
• Designed the organizational structure and created the operational process for the newly established customer service department
• Developed a new policy for the motivation of high performance employees and oversaw its implementation
• Recruited a total of sixty (60) summer interns for two consecutive years and conducted their induction program
• Modified the existing performance management system to accommodate the change in the management vision
• Set departmental goals for all eleven (11) divisions in the company in accordance with the company’s strategic vision and goals
• Manage the company’s training budget which is around one million Egyptian pounds
• Oversee and direct the operations of the training, recruitment and organizational development departments
• Introduced the ADDIE model while designing the new training policy and operating procedures
• Managing the development of the organizations policies and procedures
• Mapping the organization’s operational processes in accordance with the organizations strategic goals
• Supervising the project of “developing job descriptions” to all employees
• Consulting with senior management on strategic HR related issues
• Assessing organizational needs and effectiveness in terms of accomplishing stated goals and objectives
• Lead the institute to achieve its strategic goal i.e. American accreditation
• Developed the institute’s new hire and induction program
• Lead a team of five in the creation of the institute’s training related standard operations procedure (based on the famous ADDIE model)
• Managed the team responsible for the development of the institute’s training material
• Delivered and designed training sessions to improve staff performance on training material review and improve their understanding of the institute’s Standard Operating Procedures
• Audited departments to ensure their compliance to the institute’s new standards
• Executed the strategic planning of the accreditation project
• Supervised the development of the institute’s SOP (Standards Operating Procedures)
• Analyzed the operational framework of the institute and came up with recommendations for improvement
• Cooperated with international consultants in all areas related to the application of the accreditation requirements
• Trained new hires at the quality assurance and accreditation department
• Facilitated several awareness sessions on micro, small and medium enterprise financing
• Lead banks through the process of establishing SME units
• Developed work plans for the SME unit
• Managed subordinates in coordinating training activities
• Supervised and monitored subordinates performance on assignments and provided advice\feedback to improve performance
• Initiated the development of a partnership between the institute and a leading microfinance training center
• Prepared and edited the institute weekly and quarterly publications
i received a scholarship when I first joined the university as a form recognition for my academic achievements.