محمد مرزوق

HR Department Setup and Optimization:
• Design and execute HR setup strategic business plan aligned with organizational objective
• Conduct detailed job analysis and implement a refined organizational structure.
• Develop job evaluation processes and author detailed job descriptions for all positions.
• Develop company authority matrix to streamline decision-making processes.
• Create HR policies and procedures including Employee Handbook and Code of Conduct.
• Optimize shift schedules & working hours based on operational needs increasing workforce utilization.
Talent Acquisition
• Establish and handle recruitment and onboarding procedures including conducting interviews, selection and orientation programs.
Performance Management:
• Design and implement performance management policy including evaluation tools and behavioral KPI benchmarking for the probation period and annual appraisal.
• Create Salary Increase and bonus payment calculation structure
HR Operations Management:
• Manage day-to-day personnel activities, demonstrating proficiency in various HR functions.
• Maintain and update employee master database, efficiently handle vacation and attendance.
• Develop and deliver HR analytical reporting and HR presentations to board members.
Training Management & Succession Planning
• Develop Training Management policy including training record-planning database, TNA, Skill Matrix structure, evaluation tools, budget control and trainer selection guidance.
• Implement a succession planning strategy to identify and develop high-potential employees
• Conduct skills gap analyses and created development plans aligned with business needs
• Collaborate with senior management to establish career progression pathways
Emiratisation Development:
• Create and execute Emiratisation strategic development plan providing a clear roadmap for recruitment, training program, and career growth of graduate engineers within the company.
• Design training plan to enhance the technical and soft skills of Emirati engineers, fostering their growth within the company along with monitoring their performance and provide continuous support.
Compensation and Benefits:
• Enhance compensation and benefits programs, such as medical insurance and airfare allowances.
• Create Business and Training Travel policy including per Diem and travel allowances.
• Draft employment contracts and job offers in alignment with the company’s legal team.
• Manage end-to-end payroll cycle for both Energize and outsourced employees.
• Analyze salaries survey of MERCER by carrying out position evaluations, job classifications (Job grade/Job family), define salary range and grade level per position.
Employee Engagement
• Implement diverse engagement such as Yearly Employee Satisfaction Surveys, Organized Monthly Get-Together Lunches and recognition awards
• Utilize feedback from surveys and engagement events to provide actionable insights to senior management
Governmental Relations & Visa Process
• Oversee day-to-day PRO/governmental relations by providing guidance and ensuring that all required documents and paperwork are processed efficiently in regard to visa application work permit, UAE ID, medical checkup, residence visa and trade license renewal.
• Handle entire visa application formalities for French Schengen visas and Saudi visit visas.
• Stay updated on changes in labor laws and regulations and adapt HR policies and procedures.
Budget Administration and Cost Savings:
• Administer and control the HR budget, implementing HR initiatives that led to significant cost savings exceeding $600, 000 in 2022-2023.

Talent Acquisition:
•Manage end-to-end talent acquisition processes based on budget and manpower plan.
•Employ appropriate assessment tools and negotiate compensation and Job offers with candidates.
•Conduct Background Checks such as Reference Checks and Denied Party Checks.
•Create and develop onboarding and induction programs guidelines.
Personnel, Compensation and Benefits
•Participate with HR team in the process of salary survey of HAY by carrying out position evaluations, job classifications (Job grade/Job family), update and develop role profiles.
•Administer, verify and maintain accurate and up-to-date records and formalities of payroll related transactions in HR system along with generate reconciliation reports.
•Manage production and issuance of paychecks, salary slips and electronic transfers to bank accounts in coordination with finance team and Country HR director.
•Provide high quality HR personnel services through supporting and monitoring HR related documentation and templates, benefits programs, HR letters and correspondences.
Reporting and Budgeting
•Initiate the Manpower planning and prepare for budgeting exercise according to the organization’s overall business plans & objectives.
•Develop, analyze and maintain HR KPI such as headcount Report, Absenteeism, Business Hours, Recruitment KPI, Vacation Consumption Efficiently and Weekly Productivity report in order to provide management with clear and concise information to enable adequate decision-making.
Performance Management
•Assist management in identifying and setting out clear objectives for employees in relation to annual appraisals to monitor and support the performance management of the organization.
•Manage assessment of probation period for newly hired employees in line with direct managers.
Training and Development
•Perform training needs analysis (TNA) within the organization through extract performance gaps from job analysis, appraisal schemes and regular consultation with managers.
•Ensure the quality and effectiveness of training delivery by applying evaluation techniques, feedback analysis and testing methods along with effective relation with key training providers.
•Support regional execution of Learning Management System (LMS) in Egypt and UAE.
Organizational Development
•Proactively support in designing and implementing the delivery of complex HR projects.
•Implement organization employee satisfaction and engagement survey.
•Assist in implementing succession plans for critical talents by identify and upload their key skills, knowledge and experience in TMS along with prepare development plan for successors.
•Conducting exit interviews & analysis of negative trends.

Personnel:
•Support HR team by working as focal point for all personnel activities including drafting employment contracts, maintain hiring credentials and records, arrange required formalities for social insurance, medical and life insurance, handle on/off-boarding and orientation programs.
•Handle staff grievances and disciplinary issues and provide appropriate guidance to employees and managers in line with the HR policies and procedures.
•Track and report employees attendance and absenteeism and maintain frequent supports and administration to HR system; Maintain employees database and ensure it is up-to-date.
•Provide high level HR support to employees though prompt comply to their personnel requests such as, issue HR letters (Banking, embassies, license renewals, ID application...etc).
Compensation and Benefits:
•Prepare and verify the calculation of monthly payroll transactions (overtime, allowances, additions and deductions) along with coordinate payroll cut-off dates with direct managers.
•Prepare annual salary taxation reconciliation and special increments in align with per labor law.
Performance Management:
•Monitor and assess probation period of new employees in align with direct managers.
•Administer the process and cycle of mid-year and year-end reviews of performance appraisals.
HR Support and Development:
•Review and update of HR policies and procedures in align with to the Novartis's overall goals.
•Participate in developing and updating Novartis Employee Handbook.
•Maintain and update HR Presentations, organizational charts and role profiles of employees.
HR Analysis and Reporting:
•Prepare monthly analytical reports such as: Overtime Cost/business hours, productivity reports, worked hours/shortage, vacation consumption efficiency, headcount and third party reports
Achievements:
•Handled migration process of HR database from HRIS to HR Shared Services (SAP).
•Created On-Boarding and Off-Boarding workflow, checklists, process and procedures.
•Initiated and implemented Cafeteria Plan Rewarding System.
•Created Vacation -Salary Deduction System and Sick leave tracking system.
•Upgrade Site Security Access Control, IBM Attendance System and employees' access IDs.
•Improved HR processes and documentation of third party.

HR:
•Participate in recruitment life-cycle to fulfill operational manpower needs.
•Observe and track daily attendance along with issuing weekly absenteeism reports.
•Generate monthly payroll aligned with reviewing and calculating overtime, deductions and allowances in compliance with Egyptian labor law and company regulations
•Coordinate with HR outsourcing companies the implementation of social insurance, issue banking cards, hiring and resignation documentation and maintain employees’ records.
•Handle internal HR announcements and issuing of HR letters,
•Prepare and update monthly organizational charts and job descriptions.
•Develop HR organization working instructions in coordination with plant managers.
•Prepare yearly training plans by analyzing the gaps in jobs training needs (Technical/HR).
•Communicate effectively and maintain high level of HR support at all time with over 100 employees (blue-white collars) on daily basis.
•Implement monthly HR meetings demonstrating Year-To-Date of HR activities by providing analytical information of HR gaps along with root-cause analysis and suggested actions.
Reporting:
•Provide monthly analytical reports in regard to vacation consumption efficiency, overtime and headcount, productivity, business hours and training efficiency analysis.
Audit:
•Act as ISO coordinator and focal point for auditing visits related to OIMS systems of Personnel Management and documentation & records.
Administration:
•Maintain and update plant presentations by gathering HR and operational data.
•Observe and update HR &Admin expenses in monthly OPEX reports
•Assist management in forecasting yearly HR and administration budget by analyzing running year expense data from SAP system and suggest ideals for cost reduction and increase efficiency.

Recruitment
•Independently handle the whole recruitment process by identifying employment requirements, placing job announcements, screening, filtering and shortlist incoming CVs.
•Conduct preliminary HR interviews and negotiate job offers with selected candidates
•Develop and implement effective recruiting strategies by develop relation with agencies.
Personnel
•Manage hiring and resignation formalities including drafting contracts and social insurance.
•Follow up attendance of employees and effectively ensure the regulations of company are fully implemented in compliance with Egyptian labor law.
•Handle HR letters and salary slips; planning and executing of medical insurance.
•Coordinate with banks representatives payroll automated runs, issue ATMs and credit cards.
Engagement
•Create and implement new social and gathering activities inside and outside the company to sustain healthy and friendly working environment.
Training & Development
•Identify training and development needs along with prepare yearly training plan.
•Design and develop training and development programs based on objectives of both the company and individuals considering costs within budget along with negotiate proposals with providers
HR Development
•Implement Job Analysis for each position within the company.
•Develop and execute salary survey, Salary structure and job leveling.
•Analyze turnover information, compilation of exit interviews and Career Evaluation Survey.