محمد جمال

• Observe and supervise OD & Talent management Section Tasks & Activities.
• Work with Management Board to identify specific work situations to better understand changes in policies, procedures, regulations, and technologies.
• Diagnose potential organizational problem areas and assist in solving them.
• Create and conduct surveys to determine the organization’s area of improvement and Employee satisfaction.
• Monitor Performance Management System.
• Responsible for monitoring and developing Performance Management System and aligning it with organizational goals.
• Create and Develop Career paths for Staff & Technicians.
• Monitor and develop Company KPI System under HR & Admin Manager supervision.
• Coach staff in reaching professional goals.
• Monitor and Update the Company's Structure.
• Research and analyze data to identify skill gaps and create strategies to address them.
• Responsible for updating the Job Evaluation System, Job Design, Job Descriptions, and the correct Grading of jobs.
• Analyze root causes for organizational problems and recommend corrective actions.
• Develop best practices to improve organizational performance and effectiveness.
• Identify performance gaps and determine training needs.
• Building talent pipelines for current and future job openings.
• Build a strong employer brand - Leading all sourcing strategies.
• design and implement recruiting strategies for our company.
• Anticipate the organization’s future and work with senior executives to advise on recruiting tactics that will help to sustain the company’s success.
• Prepare and review our annual recruitment budget.
• Oversee all stages of candidate experience (including application, interviews, and communication).
• Manage, train, and evaluate our team of recruiters.
• Managing and delivering reports and data when required.
• Managing the HR Analytics for all subsidiaries.
• Measure key recruitment metrics, like a source of hire and time-to-hire.

• Handling recruitment processes (recruitment sourcing, filtering, screening, selecting and interviewing).
• Develop a pool of qualified candidates in advance of need contacting, colleges, employment agencies and uploading job in recruitment media and social media.
• Perform all data entry and proper filling system to keep a qualified candidates database and CV bank for all screened CVs received to be categorized as appropriate.
• Proactive coordination with hiring managers for technical interviews.
• References Check to avoid negligent hiring.
• Organize Walk-Ins applicants to avoid any waste of time and prevent data duplication.
• Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
• Preparing the job offers and making sure that they have been signed.
• Coordinating new hires orientation programs
• Conducting Job analysis and Creating Job descriptions and job specifications.
• File all new hires documents, applications, offer letters & staff requests.
• Update the employees' data base according to the changes in hiring, resignations and terminations.
• Maintaining the Organization chart and Company policies and, procedures, ensures that human resources policies and procedures are followed.
• Analyze training needs in conjunction with departmental managers.
• Attend employment fairs to present the company to the potential job candidates and to the public.

Receiving hiring requests from all sites.
Writing job descriptions and posting them on recruitment sites, social Media, Newspaper and
Relations.
Conduct market research about potential clients through internet and send proposals.
Filtering and Screening Resumes and Selecting Qualified Candidate’s Resumes to Fulfill Job-
Orders. Screening Cvs, and matching the experience with the job description for the
vacancies.
Short listing candidate CV’s against job descriptions, updating vacancy and applicant status
within the recruitment procedure.
Handle face-to-face interviews with junior, middle-management, and all managerial levels.
Identify potential candidates and contact them.
Making interviews for (Junior & Mid-Level-High level).
Filling applications and making data base for recruitment cycle.
Sending offer letter and hiring papers for new comers by mail.
Receiving hiring papers from newcomers and give them to personnel specialist.
Making orientation for new comers and sending greeting mail to them.
Attending job fairs to get new comers and making data base for candidates.
Provide company with new sources and making good relations with old sources.
Conduct exit interview with the resigned employees.

Design, implement, and manage salary classification and compensation programs 
Conduct analysis of compensation and benefits within company.
Advises managers and employees on state and federal employment regulations, collective
agreements, benefits and compensation policies, personnel procedures and classification
programs.
Responsible for analyzing compensation data within an organization and evaluating job
positions to determine classification and salary.
Coordinate the planning and implementation activities of the personnel services component of
automated data management systems (SAP)
Administer personnel procedures in accordance with employee agreements as returns from
leave.
Communicate with employees and supervisors regarding personnel matters including salaries,
retirement, evaluations and application status.
Maintain employment and other personnel records regarding administrators and staff on
memorandum of agreements; including timely and accurate updating of electronic applicant
and employee databases.
Maintains Human Resources payroll records and files.
Perform other duties as assigned.
Maintain regular attendance.