Human Resources Director
Sedico Pharmaceutical
Total years of experience :14 years, 11 Months
Core business is to provide a range of services including Strategic, Operations, administration and consulting in the field of human resources management.
Delivering Solutions that Drive Business Results
□ Human Capital Planning: organization structure development, organization restructuring, human capital planning, job analysis, compensation and benefits benchmarking, pay scale development.
□ Salaries Scale: Creating salary scale & grading system for all Jobs in the company collaborating by third party with the salary survey.
□ Learning and Development Services: Employees to receive regular training on ethics, risks & compliance and other relevant topics for career progression and related technical courses for the industry and succession planning.
□ Development Planning: organization orientation, performance management system.
□ Recruitment Management Services: talent acquisition, employee selection, candidate’s assessment,
recruitment and on boarding
□ Employee Relations: employee mobility, policy management consulting, HR file management, exit services.
□ Compensations & Benefits Management: complete solution for salary and benefits management.
□ Admin and PR Services: company registration, dealing with Ministry of Labor and immigration.
• Responsible for the group’s HR business component that includes;
□ Developing & monitoring corporate policies and procedures;
□ Manpower planning, recruiting and staffing;
□ Organizational Development;
□ Space planning;
□ Performance management and improvement systems;
□ Employment and compliance to regulatory concerns;
• Develops and monitors the annual HR budget that includes departmental services, employee recognition, activities and administration.
• An active member in the executive management team / committee, providing necessary advisory inputs to the CEO and departments’ heads.
• Oversees the implementation of Human Resources programs and monitors the administration activities.
• Deploying employees’ performance management and improvement systems among the entire group.
• Developing and deploying performance based organizations structure and relevant profiles.
• Establishing corporate training component and orientation programs.
• Developing the group’s employees’ compensation and benefits schemes.
• Developing relevant departmental KPIs and KSFs.
• Employee orientation, development, and training
Managing all relevant corporate HR and OD functions.
* Conducting salaries grading with the support of relevant surveys and researches.
* Developing organizational and job profiles.
* Responsible for the development of processes, policies and systems that support the achievement of the organization's
business goals.
* Setting Recruitment, L&TD projects and supervising Implementation across business units.
* Establishing and maintain appropriate systems for measuring, monitoring and reporting necessary aspects of
recruitment, L&TD, Organization Excellence efforts across the company.
* Maintaining awareness and knowledge of contemporary Organization theory and methods and provide suitable
interpretation to HRBPs, HR managers, within the organization and concerned functions.
* Forecasting, Managing and controlling relevant expenditures and budgets.
MOSTAFA AHMED KAMAL CV 3
* Managing the HR internal awareness campaigns initiatives in coordination with concerned internal and external
business functions / partners.
* Responsible of all HR events (Seniority awards, Employment fairs, Corporate Annual closing event, Football
tournaments, Setting Annual Objectives event)
* Responsible of all entertainment and non-fringe benefits.
* Introducing the concept of the labor relations department & build internal teams to manage this aspect across the
organization.
* Act as the liaison between HRIS and the business in terms of determining and prioritizing the business needs of the
divisions and insures that the HRIS data and analysis are managed in a way to support the business and optimize the
use of the BI by standardizing the reports.
Managing the end to end recruitment process, liaising with internal and external stakeholders to provide an efficient
service, in line with the delivery of the ‘time to hire/cost per hire’ KPIs; continually review recruitment processes to
ensure they are fit for purpose.
* Exploring the market’s best practices regarding the recruitment and staffing.
* Monitoring and constantly optimizing the recruitment component’s expenses.
* Sets the social media communication strategy for different job profiles.
* Establishing the recruiting strategy that continually replenishes the candidate pipeline based on current and projected
initiatives and engagements.
* Developing and maintaining a qualified candidate pool through a variety of sourcing techniques, including: networking,
referrals, proprietary database (Adapt) searches, relevant social media and web-based searches, and various other
outreaches.
* Creating a dynamic pipeline for the core Jobs.
* Forecasting and planning the demand for the core jobs during the year.
* Developing the problem solving Test (PST) for candidates and determine the cut score for every category.
* Recommending to the management an appropriate resolution of employer-employee relation issues including
employees’ satisfaction.
* Conducting job interviews for the managerial positions candidates.
* Acts as a single point of contact for managers regarding recruitment topics.
* Conducting relevant workshops for all regional managers and top management about the new recruitment policy.
Abraj Misr
(A leading Real Estate Development Company
Responsible for day-to-day HR operations.
* Improving relevant processes and policies in support of organizational goals.
* Formulating and implementing departmental and organizational policies and procedures
* Establishing employees Staff Handbook.
* Managing social, medical insurance, labor force, and other governmental relations and procedures.
* Implementing Personnel ERP systems.
* Reviewing salary structures and remuneration schemes.
* Ensuring the company policies and procedures are in line with current labor law.
* Developing a functional organizational structure and profiles.
* Responsible for developing and deploying the company’s manpower planning.
* Establishing Training and Organizational Development function in Abraj Misr.
* Developing he company’s training plan and budget; including Technical as well as Soft Skills training.
* Assess the training needs amongst the employees (TNA)
* Determining the methods of delivery (Through Training providers, Freelance trainers, Training Manager - Subject
matter experts)
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* Developing effective induction process and Conduct new hire orientation training.
* Developing employees Job Descriptions and relevant functional analysis.
* Establishing and Implementing Performance Appraisal System in the organization.
GB Auto Group
(A leading automotive manufacturing and dealerships group of companies
Responsible for the recruitment, training, and HR special project initiatives.
* Participated in the establishment of GB Auto academy initiative.
* In conjunction with senior managers, plan, develop and implement HR solutions to meet current and emerging
business needs, which are consistent with the overall HR framework.
* Leading the successful implementation of organization-wide HR programs, policies, processes and initiatives.
* Leading a team of HR advisors to support the provision of HR service in accordance with the established
requirements/accountabilities.
* Monitoring relevant processes to the performance management programs.
* Maintains administration of all talent management systems: PMP, PIP & High Potential employees.
* Responsible for maintaining a general awareness of HR/PMP and Automated systems.
* Coordinate with IT and HRIS and control developing and implementing materials forms and surveys.
* Conducting performance improvement plans meetings and advises management on best ways to manage
unsatisfactory performance.
* Performing duties related to internal communication: keeps a calendar of internal communication events, recommends
appropriate and inappropriate communication channel, coordinates management speeches/presentations;
* In collaboration with the head of talent management, assesses needs, plans, and implements appropriate strategies,
and evaluates organization-wide initiatives, such as: leadership development; service excellence; employee engagement
and culture enhancement.
* Certified assessor for Blue collars by Centennial college, Toronto, Canada
* Exclusively manage GB Auto Summer Internship program.
* Conducting HR related topic orientation for the newly hired employees.
B PLUS TRAINING
(Management & Soft Skills Training Center
Conducting meetings with potential clients to promote the company’s training services.
* Exploring the training and development needs of potential clients and tailoring training programs that fit their needs.