Group Human Resources Manager
Kadmar Group
Total years of experience :17 years, 2 Months
a- Organization Development:
• Updating organizational structure and job descriptions of the Group.
• Developing organizational structure and job descriptions for new business units.
• Conducting work load analysis for new business units to calculate needed manpower.
• Developing and/or enhancing policies, procedures and systems to support HR “best practice” and achieve the group mission, vision and goals.
b- Compensation & Benefits:
• Contributing in salary surveys and using them to set the compensation levels for Group.
• Updating the salary structure of the Group annually.
• Ensures the compensation and benefits programs enhance the organization's ability to recruit and retain employees and are cost effective.
• Developing incentive scheme for sales department.
• Plan, direct, and coordinate medical insurance and life insurance.
c- Performance Management:
• Designing a competency-based performance appraisal.
• Conducting quarter performance evaluation for the whole group.
• Designing technical KPIs manual for all the jobs in the group.
• Reviewing performance distribution and customizing the distribution to approach to the bell shape.
d- Training:
• Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
• Setting the annual training plan of the Group according to the training needs collected.
• Develop training budget for organization and comparing forecasted versus actual.
• Evaluate instructors' performance, effectiveness of training programs, and calculating ROI of training.
• Auditing the training procedures according to ISO 9001 and attending audit reviews from external quality auditors.
e- Recruitment:
• Developing and implementing recruitment policies and procedures.
• Designing competency-based interviews and tests.
• Responsible for conducting the whole recruitment process in the Group.
• Head hunting key managerial positions.
f- Payroll & Personnel:
• Ensure legal compliance with employment law and the procedures of the Social Insurance Authority procedures.
• Ensuring that health and safety procedures are adequate.
• Solving critical problems with insurance authority.
• Auditing personnel files in the Group.
• Checking People's hours and calculating monthly payments on time.
• Conducting job analysis and developing job profiles for all the jobs in the Group.
• Developing HAY job evaluations for all the jobs within the Group.
• Creating new salary scale considering employees’ current salary, categorizing positions that fall in the same salary range and staffing them based on the obtained results in groups i.e. red and green circles.
• Proposing salary increments and adjustments, considering the prevailed payment range of the same position in the market, the salary scale and Compa ratio.
• Developing HR budget for different companies inside the group.
• Develop organization charts in accordance with the business needs and approved organization system.
• Developing career path plan as a retention tool to be matched with the salary scale.
a) Recruitment Responsibilities:
• Prepares projections of manpower requirements.
• Formulates and executing plans for meeting the company's manpower requirement and ensuring proper utilization of existing human resources to meet organizational objectives.
• Reviews the Company's Organization structures and updating approved changes in the structure/layout.
• Writes job descriptions and posting them on recruitment sites, social Media, Newspaper and Relations
• Determines best sourcing channels for attracting and recruiting candidates (white collars & blue collars).
• Develops and maintains contacts with educational institutions, employment agencies, placement firms, and other sources of applicants,
• Sources active and passive candidates from a variety of resources such as on-line databases, contact lists, internal databases, employee referrals and other sources.
• Attends job fairs in different governorates as a way of sourcing.
• Screening applicants, scheduling and conducting interviews, administering tests, checking references and background, and evaluating applicant qualifications.
• Using CBI (Competency based interview) technique during interviewing.
• Develops and implements new employee orientation programs,
• Develops the tools and initiatives to maximize the company's image as an Employer of Choice.
• Prepares and analyzes statistical reports and other data to monitor applicant flow, selection, and turnover for compliance with legal regulations and with Company's goals and policies.
b) Training Responsibilities:
• Determining the core competencies needed for the organization.
• Making a (BARS) scale of the competencies for the different managerial levels inside the organization.
• Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
• Design, 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.
• Evaluate instructors' performance, effectiveness of training programs, and calculating ROI of training.
• Develop training budget for organization and comparing forecasted versus actual.
• Developing the organization structure.
• Conducting job analysis
• Writing job descriptions for all jobs.
• Recruiting, selecting and orienting suitable employees.
• Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
• Designs and develops HR training programs for management and employees. Develops and maintains instructional programs.
• Responsible for Performance Management System of employees.
• Facilitates communication among employees and management. May guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance.
• Provides expertise in strategy development and execution, planning, and facilitation of employee relations efforts.
• Maintaining professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices.
• Identifying needed “core competencies” of workforce and setting a “Competency Matrix” for different managerial levels across the organization.
• Identifying training and development needs within the organization.
• Setting and implementing the training plan of the organization annually.
• Managing training budget.
• Producing materials needed for training.
• Working with training providers to develop suitable content for the courses.
• Designing and developing HR training programs for management and employees.
• Reviewing evaluations of training courses, objectives, and accomplishments.
• Making assessments of effectiveness of training in terms of employee accomplishments and performance.
• Maintaining a system for tracking and reporting training participation in order to provide statistical data and monitor individual progress toward training goals.
• Maintaining an accurate Access database of internal and external training activities of employees.
• Setting and conducting new-employee onboarding system.
• Designing and implementing performance appraisal system in accordance with company policy.
• Responsible for Setting KPIs for all positions inside the company.
• Developing HR templates by using Adobe live cycle designer program.
• Setting company's vision, mission, strategic objectives and core values.
• Designing training programs as main products of the company.
• Conducting training courses.
• Managing company's cash flow to ensure the growth of the company financially.
• Marketing company's training programs.
• Managing and developing managerial research and development team.
• Leading research team in the authorship of managerial books and articles.
• Designing and conducting Train of the Trainers (TOT) program for developing trainers recruited in the company.
• Applying Project Management Methodology (PMP) in managing research and training projects executed by the company.
✓ Master of Business Administration (MBA) - Arab Academy for Science and Technology, 2008, an EXCELLENT grade.
✓ Bachelor of Mechanical Engineering - Alexandria University 2005, A GOOD grade.