mohamed raouf

• Develop and implement HR strategies and initiatives aligned with the
overall business strategy.
• Plan, forecast, and execute manpower requirements in line with company
growth goals.
• Design, review, and maintain the organizational structure.
• Manage the full recruitment lifecycle, from sourcing to hiring.
• Create and deliver effective onboarding programs for new hires,
particularly field teams.
• Maintain accurate employee records and HR documentation, ensuring
compliance with local labor laws and company policies.
• Foster a healthy, inclusive, and positive workplace culture that supports
engagement and retention.
• Design, update, and implement HR policies and procedures, ensuring
their effective communication and consistent application across the
organization.
• Oversee payroll, benefits, and incentive plans to ensure compliance with
labor laws and alignment with business objectives.
• Lead the performance management and appraisal process, establishing
KPIs and supporting managers in employee evaluations.
• Recommend promotions, transfers, and succession plans based on
performance, potential, and business needs.
• Address and resolve employee relations issues, grievances, and
disciplinary actions in a fair, consistent, and professional manner.
• Provide expert HR guidance, coaching, and support to managers and
employees on all people-related matters. Built and implemented a comprehensive performance appraisal system
with KPIs.
• Developed structured onboarding programs for new hires, enhancing
integration and reducing turnover.
• Introduced new HR policies ensuring compliance with labor laws.
• Establish the Human Resources department from the ground up,
including policies, systems, and processes.
• Develop and implement HR strategies and initiatives aligned with the
companys overall business strategy.
• Lead and oversee the daily functions of the HR department, including
recruitment, onboarding, payroll, benefits administration, leave
management, and policy enforcement.
• Manage and continuously improve the performance management system
to drive employee development and organizational effectiveness.
• Oversee employee relations, including disciplinary actions,
investigations, and terminations, ensuring compliance with labor laws
and fair practices.
• Provide HR reports, insights, and recommendations to senior
management to support strategic decision-making.
• Manage the talent acquisition process end-to-end: sourcing, interviewing,
and hiring qualified candidates; partner with line managers to define role
requirements and competencies.
• Foster a positive work environment and promote employee engagement,
retention, and career development.

Industry: Pharmaceuticals. Headcount 200 employees
-Establishhuman resource department from scratch.
-Developand implement HR strategies and initiatives aligned with the overall business strategy
-leadand direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practice
-Manageperformance management system.
-Overseesemployee disciplinary meetings, terminations, and investigations.
-Reportto management and provide decision support
-Managesthe talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, collaborates with departmental managers to understand skills and competencies required for openings.

• Partner with management and department heads to identify workforce
needs, job specifications, duties, qualifications, and skills.
• Prepare the annual manpower plan in collaboration with department
managers.
• Build and maintain a strong network of contacts to source and attract
qualified candidates.
• Manage the full recruitment lifecycle, including job postings, candidate
sourcing, screening, testing, scheduling interviews, and hiring.
• Develop and update organizational charts to reflect current structures.
• Support organizational development initiatives and participate in key HR
projects.
• Represent the company at job fairs, conferences, and events to enhance
employer branding and market presence.
• Prepare HR reports and analytics for top management.
• Design, review, and update HR policies, forms, and procedures to ensure
compliance and efficiency.
• Oversee medical and social insurance administration, employee records,
and HR databases.
• Conduct exit interviews and investigations to analyze turnover trends.
• Manage the full resignation cycle, ensuring compliance with policies and
smooth offboarding.
• Administer and oversee staff loan programs (e.g., car loan policy).
• Provide guidance and counseling to staff on HR policies and procedures.
• Lead and monitor the performance evaluation cycle.
• Coordinate with the finance team on monthly HR reports (headcount,
new hires, resignations, overtime, deductions, etc.).
• Negotiate and renew annual contracts with medical insurance providers,
seeking improved offers when possible.
• Develop and enhance benefits programs and employee reward systems to
improve retention and engagement.
• Participated in developing the companys Grading System to ensure fair
and transparent compensation & benefits structures.

• Provide qualified manpower in line with the job description and employer
requirements.
• Screen and filter candidates to create a shortlist of suitable profiles.
• Coordinate interview schedules with employers and candidates, ensuring
smooth communication.
• Participate in evaluating candidates during interviews and provide input
on assessments.
• Prepare final candidate evaluations and submit recommendations to the
employer.
• Support employers in final candidate selection and lead negotiations with
chosen candidates.
• Follow up on contract signing between candidates and employers.
• Manage and monitor candidate documentation and procedures for
overseas placement, including health certificates, academic
qualifications, and contract approvals.
• Troubleshoot and resolve unexpected issues to ensure candidates
complete their travel procedures promptly.
• Provide regular updates to employers on the status of candidate
processing and documentation.
• When delegated by the employer to manage selection, arrange
interviews, prepare shortlists, and oversee the entire hiring and
documentation process while providing progress reports twice a week.