Group Human Resources Director
Fathi Hassan Group ( BobinagCo.)
Total years of experience :16 years, 4 Months
Job Role,
Ensure the most attraction, motivation and retention plans for the organization in order to achieve the subjected objectives in the annual operating plans.
Job Accountabilities,
HR Strategy, Leadership and Coordination,
• Develop a strategic approach to human resources for the sub-region and the execution of these strategies.
• Play and active role in consultative shaping the people strategy and its implementation for a high growth market
• Lead and support on a continuous change agenda advising on people decisions to drive effectiveness.
• Ensure that HR issues are given full consideration in all decision making.
• Work with relevant COE & ED to develop appropriate human resource policies and standards to ensure effective, fair and equitable management of employees throughout the organization.
• Provide advice, information and support to functional leadership, line managers and employees on HR policies and procedures in line with best practice.
• Focus on the continuous improvement of HR processes and procedures.
• Ensure completion of the annual Fathi Hassan ( BobinagCo.) code of conduct process and other global initiatives.
• Prepare reports for management in relation to employee turnover; new hires; resignations; training and development etc.
Recruitment
• Ensure that the recruitment standards in the region are maintained at the highest practicable level and are professional and rigorous.
• Support functional and business teams in recruiting high caliber resources as per business plan
• Involvement in senior level resourcing including interviewing candidates and ensuring on boarding is completed.
• Partnering with the Global Talent Acquisition team, build a strong pipeline of talent.
• Stay abreast of market data for salaries to assist with salary planning and bench marking for new roles
Talent Management & Retention,
• Executes talent, retention and succession planning initiatives.
• Working with the regional HR team on talent management strategy and the annual talent review process.
• Support, communicate and advise senior management on their talent development initiatives.
Compensation and Benefits,
• Works closely with Compensation & Benefits team to administer employee benefits effectively.
• Keep a pulse of the market on emerging trends and business requirements, suitably work with stakeholders to build solutions to short and long term needs of business.
Training and development
• Works in line with Fathi Hassan (BobinagCo.) regional resources to promote and arrange delivery of training that is directly relevant and beneficial to the business operations.
• Enable line managers and functional leadership to suitably formulate and implement IDPs for teams.
Performance Management,
• Guide and coach the line managers and functional leaders on the performance management requirements.
• Support line managers and functional leaders in Implementing Fathi Hassan ( BobinajCo) PPA process in line with Fathi Hassan ( BobinajCo) standards.
• Drive best practice and act as counsel to management on all issues of employee performance.
Legal and Compliance Practices,
• Develop an information network to keep track of all evolving changes pertaining to employment regulations in the Egypt region.
• Ensures up to date employment policy, procedures and practices in line with local legislation and Fathi Hassan ( BobinajCo) policy are in place.
• Continual policy and process development, amending and implementing policies and procedures in line with Fathi Hassan ( BobinajCo) standards and employment law regulation.
• Ensure that Payroll and all related legal compliance are continually met with in requirement of local legislation.
Job Role,
Ensure the most attraction, motivation and retention plans for the organization in order to achieve the subjected objectives in the annual operating plans.
Job Accountabilities,
Organizational Structure: managing organizational charts & structures for operating companies and ensures fulfilling the entire needed workforce for all departments with minimum 90% of people occupation.
Workforce planning: creates & manages sourcing plans in light of the recruitment policy, nationalization programs, expatriate visas, historical information about selection rates, and proposes recruitment alternatives to ensure timely acquisition of needed manpower.
Cost Initiatives: in charge for rightsizing the subcontracting workers with keeping the same level of productivity and efficiency.
Business Development: Monitor & track the development objectives of the annual operating plan in order to enhance or adjust the out of line projects by sending alerts and reminds to adhere back to the quarterly & annually plans
Job Role,
Manage all the human resources policies processes, prepare sourcing plans and propose recruitment alternative solutions based on precise tracking and analysis of organizational headcount and observing these plans with recruitment to get implemented properly.
Job Accountabilities,
Organizational Structure: managing organizational charts & structures for operating companies and ensures fulfilling the entire needed workforce for all departments with minimum 90% of people occupation.
Workforce planning: creates & manages sourcing plans in light of the recruitment policy, nationalization programs, expatriate visas, historical information about selection rates, and proposes recruitment alternatives to ensure timely acquisition of needed manpower.
Cost Initiatives: in charge for rightsizing the subcontracting workers with keeping the same level of productivity and efficiency.
Business Development: Monitor & track the development objectives of the annual operating plan in order to enhance or adjust the out of line projects by sending alerts and reminds to adhere back to the quarterly & annually plans.
Job Role,
Develops & enhances the production plans based on precise tracking and analysis of organizational raw materials stores reports, Production schedules, markets demands and observing these plans with procurement team to get implemented properly.
Job Accountabilities,
Materials Planning: managing & control the whole raw materials stores based on inventory control reports describe the inputs & outputs for operating lines and ensures fulfilling the entire needed materials for all departments with minimum 100% of production occupation.
Finish Goods planning: creates & manages the finish goods plans in light of the markets demand and the sales targets to ensure timely acquisition of needed finish goods.
Cost Initiatives: in charge for rightsizing the subcontracting workers with keeping the same level of productivity and efficiency.
Business Development: Monitor & track the development objectives of the annual operating plan in order to enhance or adjust the out of line projects by sending alerts and reminds to adhere back to the quarterly & annually plans.
Job Role,
Initiate the manpower planning process, prepare sourcing plans and propose recruitment alternative solutions based on precise tracking and analysis of organizational headcount and observing these plans with recruitment to get implemented properly.
Job Accountabilities,
Organizational Structure: managing organizational charts & structures for operating companies and ensures fulfilling the entire needed workforce for all departments with minimum 90% of people occupation.
Workforce planning: creates & manages sourcing plans in light of the recruitment policy, nationalization programs, expatriate visas, historical information about selection rates, and proposes recruitment alternatives to ensure timely acquisition of needed manpower.
Cost Initiatives: in charge for rightsizing the subcontracting workers with keeping the same level of productivity and efficiency.
Business Development: Monitor & track the development objectives of the annual operating plan in order to enhance or adjust the out of line projects by sending alerts and reminds to adhere back to the quarterly & annually plans.
Accountabilities:
1. Organizational Charts: Oversees organizational charts for operating companies as per management approvals and ensures people placement updates and vacancy tracking are administered accurately to support people planning decisions.
2. Recruitment Planning: Assists in creating sourcing plans in light of the recruitment policy, nationalization programs, expatriate visas, historical information about selection rates, and proposes recruitment alternatives to ensure timely acquisition of needed manpower.
3. Staff Deployment: Oversees Tracks the deployment of staff against approved structures, monitors accurate implementation on HRMS, and ensures people placement decisions are taken by the authorized managers to facilitate staff placement
4. Recruitment Processes: Participates in the development/ update of controlled recruitment processes and constantly follows up with the recruiters to ensure adherence to the documented recruitment procedure and to engender the desired results
5. Manpower Requirements: Coordinates with the concerned parties to ensure all requirements are made available in a timely manner including visas, company accommodation, and induction rations for effective recruitment.
6. Subcontracted Workers: Secures the needed temporary labor through local subcontractors, supervises their placement, monthly attendance, payments, and registration to meet the business need.
7. Related assignments: undertakes assignments as delegated by the MPM including development the forms, or participation in the recruitment process when needed to facilitate the workflow.
Implements the manpower sourcing plans based on precise tracking and analysis of organisational headcount.
Accountabilities:
1. Organizational Charts: administers organizational charts for operating companies as per management approvals and ensures people placement updates and vacancy tracking are administered accurately to support people planning decisions.
2. Recruitment Planning: Assists in creating sourcing plans in light of the recruitment policy, nationalization programs, expatriate visas, historical information about selection rates, and proposes recruitment alternatives to ensure timely acquisition of needed manpower.
3. Staff Deployment: Tracks the deployment of staff against approved structures, monitors accurate implementation on HRMS, and ensures people placement decisions are taken by the authorized managers to facilitate staff placement
4. Recruitment Processes: Participates in the development/ update of controlled recruitment processes and constantly follows up with the recruiters to ensure adherence to the documented recruitment procedure and to engender the desired results
5. Manpower Requirements: Coordinates with the concerned parties to ensure all requirements are made available in a timely manner including visas, company accommodation, and induction rations for effective recruitment.
6. Subcontracted Workers: Secures the needed temporary labor through local subcontractors, supervises their placement, monthly attendance, payments, and registration to meet the business need.
7. Related assignments: undertakes assignments as delegated by the MPM including development the forms, or participation in the recruitment process when needed to facilitate the workflow.
Handling the day-to-day recruitment activities, ensuring professional services are provided to all the divisions and being keen on delivering the expected results in a timely manner.
Fully responsible for the subcontracted workers daily activities and undertaking the monthly subcontracted payroll.
Resorting to searching tools including CV databank, on-line searching, internal job posting, papers job ads, etc...
Dealing with overseas recruitment agencies across the region to find the best calibres for the openings and following up the status of the selected candidates and updating the Assistant Recruitment Manager on the progress.
Conducting different types of interviews for local and overseas candidates.
Running reference checks to identify the best applicants.
Sending the job offers for the selected candidates and following up the feedback.
Ensuring the interview evaluation forms are filled by the HR & the functional head.
Ensuring all the hiring documents are completed with the selected candidates.
Managing the efficiency of the on-boarding processes for the new hires by using scorecards.
Coordinating with the concerned departments the employee Iqama stamping, medical card, GOSI, allowances, uniform, company ID, driving license, and any other tasks required to be done by the Recruitment Dept. as per the policy.
Coordinating with the Training & Development Dept the employees orientation and making sure its completion properly.
Responsible for issuing all the organizational letters (promotions, transfers, newly joined staff announcements)
Preparing and updating the weekly and monthly recruitment reports and trackers.
Administering the probationary period evaluation on a monthly basis, emailing the HODs to get the feedback on the newly hired employees.
Role:
Develop profitable new business and grow existing customer base by selection, coaching, training the territory team (sell through others). Be the voice of the territory customers within the company.
Accountabilities:
Objective Setting
Set clear and deliver objectives that are consistent with the Companys goals with each member of the territory team.
Review progress versus objectives at weekly meetings and take corrective action as appropriate.
Ensure clear communication and adherence of pricing and promotions.
Tracking Measures & Problem Solving
Follow up on the update of the Territory Scoreboard minimum on a weekly basis.
Provide recognition and feedback to the Territory Sales Team.
Lead problem solving.
Coaching
Assess performer capability through WORK*WITHs and ONEwithONEs providing development feedback to the Customer Representatives & the Territory Team.
During WORK*WITHs, model desired behavior by making demonstration calls
Maintain records of WORK*WITH objectives and progress for each Team Member.
Align with the Sales Capability Manager to deliver group training as required.
Customer
Support successful execution of core work (delivery, backroom management, merchandising and equipment)
Maintain a physical presence in the territory to ensure understanding of customers needs.
My role as HR. Service Officer was to:-
1- prepare a monthly report for warning, termination and resignations status of all employees. (should be delivered to the Organizational Capability Director)
2- record and follow up the status of new comers who will join us in ABP. onboarding plan.
3- prepare and present the report of the Gov. Relations Cases which done or still pending ( something related to the passport section and labor law)
in charge for preparing all outlet's orders and send to the head office via email.
receive the cargo and keeping sure if it correct or incorrect.
deposite the amount in exxonmobil account.
also some things related.
Professional Postgraduate Diploma in Human Resources Management .
I was graduated form the faculty of commerce in accounting Department, and my level was acceptable. in additional, graduated from Al-Masaa3 High School in 2004.