HR Business Partner
Kout Food Group
مجموع سنوات الخبرة :13 years, 8 أشهر
40% Coaching, supporting, identifying and resolving operational people issues
20% Conduct analysis to determine areas of potential talent management and retention related issue
30% Based on above analysis, liaising with Business Units to facilitate the development and implementation of HR initiatives/projects
10% Identifying and nurturing the development of potential talent
• I contribute to the design delivery and implementation of HR programs and projects.
• I act as an interface between the HR teams and the employees of the respective business functions to ensure an effective two-way communication is in effect in order to improve staff engagement.
• I devote 60% of working time in the respective business-units to support business functions, reinforce the relationship, enhance HR credibility, support a successful implementation of HR practices and strengthen own understanding of the business.
• I have implemented business projects with the area I support through the local management team(s) and can measure the benefits and impact on business performance.
• I spend 3 days in stores/department a week; ensure every visit has a purpose.
• I visit every store at least once every two month.
• I have a positive impact on identifying and nurturing talent as well as staff retention.
• I gain commitment with Business Leaders to align on “best practice” and implement HR policies and processes consistently within their business units.
• I manage disciplinary and grievance matters in line with both company policy and Kuwait Labor Law.
• Apply judgment, implement solutions and resolve conflicts within my area of responsibility.
• I collaborate and provide constant support to the HR teams.
• I keep the Sr. HRBP updated on the status/progress of all HR activities within the respective business functions in line with the HR Calendar & escalate any issues accordingly.
• I act as a ‘Role Model’ across KOUT by setting an example for HR leadership behaviors.
• I constantly coach business functions on KOUT policies, procedures and HR calendar.
• I act proactively to anticipate potential conflicts and to prepare employees for upcoming changes.
• I work closely with the governmental affairs business partner and business functions to ensure all their needs regarding administrative and governmental affairs are delivered promptly, such needs include but are not limited to renewal of employees’ residency, ID, health permit and passports, as well as requests of employment and salary certificates.
• I manage, analyze and report on the employee survey process and ensure that it is completed consistently and on time for all employees up to G5 of the respective business functions, and make recommendations to improve staff retention and engagement as well as, measures to reduce staff turnover.
• I contribute in all recognition activities.
• I support & coach functions management to efficiently conduct disciplinary investigations in compliance with the KOUT policy and the local lab our law.
• I advise and coach business functions on KOUT policies and procedures to ensure clear understanding and compliance.
• I support & coach line managers on KOUT Performance Management processes to promote fairness consistency of application, employees’ satisfaction, productivity and engagement.
• I drive, facilitate, analyze and report the Succession/Bench Planning activities for employees up to G5 of the respective business-units.
Advising and assisting clients on the human resources aspect of their businesses to best utilize and improve the performance of their businesses and human capital. This included organization restructuring, developing human resource policies and procedures, recruitment & selection, job analysis and job descriptions, job evaluation and grading, employee assessment exercises and assessment centers, etc. 2. Perform internal reviews and HR health check of current systems and policies and quality assurance checks. 3. Study the company's HR global policy and customizing it to the Egyptian laws & regulations. 4. Documenting the HR internal policy in regards to labor law i.e. annual leave, sick leave, penalties, & salary increase and preparing the required forms for requests. 5. Review current employees' files to ensure they are in accordance with the Egyptian labor law requirements. 6. Perform monthly payroll calculation including income tax and social insurance contributions. 7. Coordination with bank on proper processing procedures. 8. Handling the Social insurance company files including employees' registration: (upon hiring cases) & de-registration (upon termination cases).
Manage all HR related duties such as: 1. Prepare the Organization Chart and Departmental Chart and training calendar. 2. Develop performance appraisal system.
3. Follow up on the current job descriptions and give support - when needed- to develop it.
4. Provide information and assistance to staff, supervisors and council on human resource
and work related issues.
5. Develop and implement a human resources plan and personnel management policies and
procedures
6. Promote workplace safety.
7. Develops a wide variety of written materials (e.g. letters, forms, procedures, brochures,
pamphlets, etc.) for the purpose of documenting activities, providing written reference,
and/or conveying information.
8. Evaluates the effectiveness of training sessions and programs for the purpose of
determining whether changes need to be made to ensure appropriate skills development.
9. Supervises the work of HR department, recommends hiring of new employees, transfers,
promotions, salary actions, terminations, performance management and budget recommendation.
Starting HR System from scratch to gain ISO 90001 by:
1. Ensure that accurate job descriptions are in place.
2. Provide advice and assistance when conducting staff performance evaluations.
3. Provide basic counselling to staff who have performance related obstacles.
4. Provide advice and assistance in developing human resource plans.
5. Monitor daily attendance.
6. Investigate and understand causes for staff absences.
7. Monitor daily attendance.
8. Investigate and understand causes for staff absences.
9. Prepare, develop and implement procedures and policies for all HR functions.
Brief: Atma was a kitchen serves breakfast for the companies in Maadi, Cairo. It’s an own business launched with a selling booth in Maadi, Cairo and a call center service to receive orders. Atma was promising project, however, due to political events in Cairo in this period, we had to shut it down to cut loses.
Job Duties: 1. Oversees centralized operations. 2. Oversees support services. 3. Work closely with management team to set up marketing campaigns. 4. Implementing strategies.
1. First point of contact for all HR operational staff queries.
2. Advising on standard policy and procedure queries.
3. Provides support to Public Relation Officeres when liaising with external agencies and Government Departments regarding the application of visas and Government related documents. 4. Initial screening of CVs against pre-defined criteria for Business Services roles. 5. Liaising with other Business Services departments to advise of new starters, ensuring facilities are ready for first day. 6. Co-ordinate new joiners including assisting in relocation and providing induction. 7. Maintenance of HR management systems records and maintenance of up to date personnel files. 8. Computes and calculate all payroll variables (ex: Social Insurance, Vacation Allowances...etc). 9. Collect and record variables evidence (ex: Absent, Sick leave, Termination, Overtime...etc). 10. Prepare vacancy rate report on a quarter base and co-ordinates annual employees’ satisfaction survey. 11. Prepare budget manpower forecasting for 2011. 12. Monitor employees’ evaluation system and prepare annual staffing plan.
I was responsible for making deals with employees in different companies to get their credit cards from our bank.
It was one year full-time course. Achievements: Master Science Degree (MSc). Dissertation Topic: “Evaluating Perceptions of Potential Inaccurate Performance Appraisal on the Employees’ Performance in Multinational Companies in Egypt”
Distance Learning
Full-Time Student