Monica Eryan Botrous

Collaborate with senior management to develop and implement effective recruitment strategies and processes.
Identify areas for improvement and propose innovative solutions to enhance the recruitment process.
Create engaging job postings that accurately reflect the requirements and expectations of the position.
Utilize various sourcing channels, such as job boards, social media, professional networks, and employee referrals, to attract a diverse pool of qualified candidates.
Research and implement new sourcing techniques to reach passive candidates.
Screen resumes and applications to shortlist candidates based on the job requirements.
Conduct thorough interviews and assessments to evaluate candidates' qualifications, skills, and cultural fit.
Conduct reference checks and background verification for potential hires.
Build and maintain relationships with hiring managers and department heads to understand their staffing needs and provide guidance on recruitment best practices.
Collaborate with hiring managers to develop job descriptions and provide guidance on candidate selection.
Generate reports to analyze the latest recruitment updates, identify gaps, and suggest improvements.
Ensure compliance with employment laws and regulations throughout the recruitment process.
Maintain accurate and up-to-date recruitment records, including candidate information, interview notes, and hiring decisions.
Create and implement effective onboarding processes for the new hires.
Conduct interview plans and selection procedures, including screening calls, assessments, and in-person interviews.
Assist the HR manager in forecasting quarterly and annual hiring for each department.
Work closely with the recruitment agencies to fill the vacant positions if required based on the organization's demands.

-Follow the mission of Boutiqaat organizational development and observe opportunities to accelerate performance, raise productivity, employee engagement, and talent retention.
-Implement and review JD and/or KPI(s) modification request(s), checks its relevance to the job scope and its impacts on job design, facilitate historical analysis studies for his/her subordinates, and communicate results with all stakeholders.
- Collaborate with various stakeholders to analyze team capabilities and performance gaps, as well as to establish action plans to support overall performance.
-Conduct workload analysis to set the manpower plan per department with departmental managers to ensure the smooth performance of work within the various department.
- Create a competency structure for the company (core competencies - leadership competencies - functional competencies).
-Create a performance management system and set SMART objectives for the company.
-Conduct awareness sessions for managers for all HR Procedures including the “Performance Management “system and its processes..
- Analyze and develop existing benefits and compensation activities overall the company including but not limited to programs, policies, and procedures.
-Prepare budgets, reports, and presentations as per the management’s requirements.
- Support in submitting salary structure and grading system for each position.
- Manage and conduct the promotions, salary adjustment studies, and analysis and come up with final recommended salary pay according to the available budget, to be approved by top management.
- Communicate with HR teams on the ground to negotiate benefit plans and resolve benefit-related issues.
-Perform job analysis, job evaluation techniques, developing job families, pay grades, job mapping activities, and creating salary scale and point system.
- Conduct periodical market surveys in related sectors and establish benefits and compensation plans, job classifications, and salaries through data and cost analyses.

● Responsible for organization development for Saudi German hospitals group (6 hospitals in KSA & Offshore).
● Diagnose the problem in the group's existing organizational structures and find solutions to it.
● Updating the organizational structure and functional levels in coordination with departmental managers to ensure the smooth performance of work within the various departments.
● Communicate with department managers and all employees to find out and discuss with them the nature of stockholders’ works and determine the responsibilities and powers of each individual to make job description models and determine the best model for the organizational structure of the department.
● Conducting the job analysis to create and update clear job descriptions to hire, train, compensate, and evaluate the employees.
● Execute workload analysis to set the manpower plan per department with departmental managers to ensure the smooth performance of work within the various department
● Create a competency structure for the company (core competencies - leadership competencies - functional competencies)
● Engage in all performance management processes for business unit employees (annual performance review process, KPIs, employee development planning).
● Conduct awareness sessions for managers for all HR Procedures including the “Performance Management “system and its processes.
● Establish performance standards for each job (KPIs) throughout Saudi German hospitals, inspired by the worker's job description and department goals in coordination with the department manager
● Establish a Balance scorecard for all positions
● Develop, audit, and monitor methods for measuring whether department performance and objectives are in line with the Group's main objectives additional to establish a succession plan for talented employees
● Establish job evaluation and grading system through Korn ferry Methodology.
● Determine needs allowances for each position as housing, travel, transportation, hotels, and mobile allowances
● Implement Salary structure based on market and salary survey.
● Create an annual training plan based on balance scorecard results for each position
● Execute various analyses for HR department data (Turnover analysis, residency rate, Saudization ratio, HR Cost, allowances cost, Training cost, Saving Cost… else,
● Work on career path models for various positions according to specific criteria to move from one position to the next and strengthen human resource programs to create an efficient and conflict-free workplace
● Managing employee awareness regarding a better understanding of changes in policies, procedures, and regulations applied in the company to ensure a better level of performance and a flexible acceptance of all variables.
● Performs other tasks assigned to achieve the objectives

● Responsible for OD and Recruitment in So value and Multitrade companies
● Propose recommendations to improve current business processes.
● Create and conduct surveys to determine the organization’s areas of improvement and Employee satisfaction
● Collects monthly performance data as probation period appraisal from various departments (So value/Multitrade), analyzes performance trends, recommends, and follows up corrective actions to improve individuals and departments.
● Updating & create Job analysis, Job Descriptions, and the correct Grading of jobs and relative PMS sheets.
● Develops KPIs used to evaluate the performance of jobholders within assigned functions in alignment with the quality team.
● Assists HR Manager in the succession plan framework to conduct potentiality tests, and leadership assessments.
● Execute approved succession plans & career development actions to improve professional career development
● Collect, analyze & coordinate the performance appraisal local system results promptly to ensure an effective performance management process, in addition, to follow-up evaluations, and enforcing feedback.
● Conducts historical data analysis studies as per request and/or possible impacts on job design upon requesting KPI and/or JD modification
● Identify performance gaps and determine training needs.
● Build a positive and achievement-oriented work environment for employees
● Supporting in handling the organization charts, updating organization structure regularly, and, keeping on the amendments according to organization restructures and changes.
● Assist in the development & implementation of human resource policies & procedures
● Taking the responsibility for the recruitment process as per the approved structure & manpower plan, proposing the most suitable methodology
● Fills planned and unplanned vacancies by using different channels
● Conducts HR interviews and manages the technical interview process
● Create job offers and do the needed Confidential archival.
● Issues regular reports as requested
● Conduct employee Onboarding and Orientation sessions.
● Assist in the monthly payroll data, including editing the newcomers and resignations.
● keeping employees' hiring documents completed
● Establish social and medical insurance for all employees

● Assess the performance management system, provides analyses, and recommended changes to develop.
● Follow up on the periodical performance appraisals and analyze the staff training.
● Implement and update salary scale and titles for existing employees.
● Updating the organization chart and employee handbook depended on regulations.
● Set and manage training processes (training needs assessment, recording, contact training providers to get plans, cost, arrange tailored programs, evaluations, and needed actions).
● Develop job descriptions for employees by performing job analysis questionnaires and meetings.
● Implement and discusses annual manpower plan in addition to managing all recruitment process.
● Responsible for recruitment procedures as per the approved manpower plan and structure.
● Fill planned and unplanned vacancies by using various channels
● Providing staff with effective offers and benefits.
● Plan, and conduct orientation and induction programs for newly hired employees.
● Conduct exit interview for resigned employees, analyze the results and suggests corrective actions accordingly.
● Reporting the monthly recruitment activities, turnover, manpower, and organization status to the management.
● Perform and coordinate annual trips for all employees.

• Work in various positions including juniors, senior and managerial levels in various industries
● Develop and update job descriptions in alignment with the hiring requests.
● Prepare and post jobs to appropriate job boards, newspapers, websites, etc.
● Source and attract candidates by using databases, social media, etc.
● Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
● Screen candidates’ resumes and job applications.
● Conduct interviews using various reliable personnel selection methods including junior, senior, supervisor, and managerial levels to filter candidates within schedule in addition to finish on the deadline of vacancy.
● Proceed with the shortlisted candidates, set appointments for the second interviews with the hiring companies, and arranges management interviews by coordinating schedules, and escorting applicant to interviews.
● Follow up the process with companies and investigate their feedback.