Moataz Magdy Othman Hasan Othman Othman

Recruitment
• Review and approve Manpower Plan
• Reduce attrition ratio cost proactively
• Manage HR Cost across group
• Measure and evaluate Recruitment team success rate
• Enhance recruitment cycle and reduce SLA
Compensation& Benefits:
• Implementing Total Reward Strategy (Com& Ben, Learning& Growth,
Engagement, Performance Management)
• Develop the organization’s pay and benefits structure (Grading & Bands)
• Ensures that pay and benefits plans comply with labor law legislation
• Develop (Sales, BD…etc.) Bonus scheme
• Designs and presents different dashboards to board members.
• Monitors competitive wage rates to develop or modify compensation plans.
• Direct and review monthly payroll for the whole Group.
• Sets the forecasted payments of benefits like Medical and Social Insurance as well the
payroll with the finance.
• Enlarge and manage outside partners, such as benefits vendors & insurance brokers.
Organization Development
•Evaluate and develop job descriptions, job analyses and classifications draft
• Evaluate and develop KPIs and performance metrics and parameters
• Submits needed documents for Audit purposes.
• Tailors company’s different Human Resources policies.
Employees’ Engagement
• Apply (eNPS, C-SAT, D-SAT)
• Prepares a programs’ budget and operate within that budget.
• Set proactive retention plan
• Identify trends and implement new practices to engage and motivate employees.

• Sets the organization’s pay and benefits structure (Grading & Bands)
• Design compensation packages and bonus programs that align with the company’s strategic plan
• Ensures that pay and benefits plans comply with labor law legislation, human rights and pay equity
• Implementing Total reward System and creating “Benefits Catalog”
• Designs and presents different dashboards for board members
• Monitors competitive wage rates to develop or modify compensation plans.
• Identify trends and implement new practices to engage and motivate employees
• Sustains pay equity via comp ratios.
• Draft job descriptions, job analyses and classifications
• Draft KPIs and performance metrics and parameters
• Direct and review monthly payroll for the whole Group.
• Chooses and manage outside partners, such as benefits vendors & insurance brokers.
• Prepares a program budget and operate within that budget.
• Submits needed documents for Audit purposes.
• Trains staff and implements Performance Management Systems “PMS”
• Tailors company’s different People and Talents policies.
• Sets the forecasted payments of benefits like Medical and Social Insurance as well the payroll with the finance.
• Conduct HR Investigation liaising with legal department

Leading the following functions:
• Compensation& Benefits
• Organization development
• Learning& Development
• Employer branding

Responsible on the following functions:
• Training
• Organization development


• Manage training needs (TNA) to develop new training programs or modify and improve existing programs based on business goals
• Maximize training programs and development strategies to meet business needs
• Design and tailor training as business solution
• Set annual training plan and budget preparation
• Deliver KCR (Key Customer Relation) Subjects
• Create awareness among the employees about company’s HR policies & procedure
• Monitor training costs to manage it within budget
• Observe trainers performance, training logistics and the effectiveness of training
• Weekly departmental reports to line manger demonstrate progress and expenditure
• Evaluate trainers based on competency model
• Coach trainers on new training approaches


OD Department:
• Establish (Job Analysis) questioner that fit company’s work nature
• Conduct (Job Description) interviews
• Develop current job description
• Set KPIs for all employees
• Create competency model
• Developing company’s benefits and incentive system
• Setting Adwaa organization chart

Training Department:
• Measure training efficiency
• Conduct annual TNA "Training Need Assessment"
• Set annual training plan
• Budgeting for training
• Contact technical training providers for proposals
• Calculate training actual cost
• Set training schedule
• Supervise on technical training delivery
• Deliver soft skills training
• Evaluate training “Kirkpatrick”
• Evaluate trainers based on competency model
• Coach trainers on new training approaches


Recruitment Department:
• Monitoring and measure recruitment team productivity and determine areas of development
• Conduct meetings with providers to generate better recruitment pool
• Develop all testing processes to have indicative and reliable results
• Change recruitment processes and method to be more efficient and productive
• Activate CBI (Competency Based Interview)
• Meet clients’ SLA
• Evaluate customer satisfaction

OD Department:
• Establish (Job Analysis) questioner that fit company’s work nature
• Conduct (Job Description) interviews
• Develop current job description
• Set KPIs for all employees
• Develop and communicate employees with new policy and procedures
• Create competency model
• Design grading system (On process)
• Developing company’s benefits and incentive system
• Analyze employees satisfaction survey
• Conduct exit interview

Payroll
• Audit and revise on payroll accuracy and being on time
• Generate Monthly report regarding payroll (Deduction, increase, EGP VS USD…etc.)
• Develop pay-slip items
• Handling all salaries inquiries

• Lead Training Team to Fulfill Training calendar
• Evaluate trainers and coach them
• Conduct TNA "training need assessment" for employees
• Set Annual Training Plan
• Evaluate training Processes “Formative, Summative”
• Development plan for employees based on “Career Counseling”
• Set Succession plan for key persons
• Apply COPC Standers” Customer Operation Performance Center”
• Deliver development training

• Design, Develop and Deliver Training “ADDIE approach”
• Monitor and evaluate trainers performance
• Verifying on training efficiency through vary channels" quiz, role play, feedback form
• Coaching for enhancing performance, OJT 'On Job Training
• Deliver Training and development Plan
• Deliver Training for KCR jobs
• Creating required training forms:
• Evaluation
• Feedback
• Attendance

Telesales: selling products (ADSL, USB), up selling for rate plans

Telemarketing: surveys, customer satisfaction level, educate customer about our services and products

Customer services: support customer services in handling problems and new offers