مصطفى رمضان

• Setting and developing all company manuals, Policies and procedures.
• Develop Job analysis & evaluation for more than different 60 job title.
• Participate in building salary structure annually using mercer and internal IPE structure.
• Implementing and developing the group strategy for employer branding activities.
• implementing and developing company strategy in diversity and inclusion.
• implementing group HR digitization activities in recruitment, performance management, payroll, and learning).
• work on developing succession plan and maintain talent pool using many of HR activities.
• Act as change agent and ensure supporting employees experience in challenging project such as digitalization, acquisitions, etc...
• Lead the implementation of SAP for all business functions leading 14 BKUs and more than 30 End users working with roll-out team from all over the world.

• Handle the mega project of company acquisition and handle transferring more than 8000 Employee.
• Developed the recruitment & staffing activities and reduce shortage from more than 1000 employees to be 200 Employees in 6 months and reducing employees turnover rate from 25% to 5% in the first 3 quarters.
• Increase customer satisfaction on our employees quality and performance and support increasing company revenue by 10 million EGP monthly.
• Support the business by launching and developing learning product to be used internally and to be sold externally.
• Support employees experience by enhancing employees satisfaction survey rate by more than 15%.
• Develop and ensure cost efficiency in labor budget and has been rewarded as top performer of the Africa region for 2018-year results.

• Build HR Department from Scratch. (Recruitment internally and overseas, performance management objective based. succession planning.)
• Created all HR manuals, Policies and procedures.
• finalized full cycle of Job analysis, evaluation and build grading system and leveling supported by level of authority policies.
• Handling the most challenging strikes dealing with labor unions and lead collective bargaining with support of labor ministry.

• Build HR Department from Scratch.
• Develop efficient Incentive system which enhanced productivity of meters drilling by 50%.
• Participate in launching recruitment and development system based on psychological assessment in Egypt, Tanzania, Zambia).
• Handling the most challenging and dangerous series of Employees strikes.
• Lead projects of massive recruitment of engineers +100 mining engineer.
• Lead project of downsizing due to freezing of mine exploration and ensure smooth handling for employees rights and outplacement projects and mobility to other countries within the company.

• Renew the private insurance scheme with cost reduction by 42% & enhancement of services by 10%+.
• Plan and execute proactive employee engagement initiatives to promote a healthy environment in the Factory such as sports activities, social gathering etc.
• act as internal communication leader corporate information (announcements, internal and external memos, circulars, Newsletters etc...) in co-ordination with the respective to the concerned parties.
• Analysis of new additional benefits for employees to create and update of Nissan employee Benefit programs.
• Hiring more than 300 Employee for the 3rd shift launching and acts as advisor, mediator, counselor the direct 3rd party general recruitment, motivation & involvement, compensation, management development, disciplinary procedures, etc.…
• Supervise pre-employment vetting processes (reduced 700 LE per employee - cost reduction 500, 000 Le annual)
• Lead Nissan internal employees meetings (town hall - focus groups - committees)

• Increase Employees Retention especially in supply chain to be 98% and in sales 93%. Where high turnover is the norm.
• Responsible for design and implement annual salaries scenarios and create grading structure. Set the AOP and contacting the concerned managers to discuss and present it to the top management.
• Design new compensation and benefits plan for outsourced labors and redistribute the supplier benefits which effect in cost saving by 30, 000 Le Monthly.
• Create solid relation between the outsourcing and the direct contract by create conversion channel and succeed to convert 166 outsourced labors to CFI very smoothly.
• Support the operation team (production - Supply chain - ….) per shift to help them achieve them goals and succeed to enhance them by decrease the loses to less than 25% and increase the departments productivity (outsourcing awarded for best performance in PepsiCo AMEA)

• Dealing with technical hospitality schools - Rahn Paul School in Elgouna for hospitality trainees.
• Enhance the sourcing channels and succeed to fill all needed skilled hospitality
positions.
• Study the housing allowance scheme and advice the management with different options and succeeded to make win win situation for being cost oriented and get employees satisfaction.
• Handling the Expat recruitment and legal procedures.
• Support the regular training for the soft skills and support the training director in coordinating the advanced training programs.
• Handling all personnel records and labor law and governmental social insurance issues Handling the Employees Payroll in excel sheets.
• Preparing the HR Reports (Manpower - Personnel - Payroll) to the top management.
• Handling the working Permits for expat with the labor department and other governmental Offices.