Nagwa Ismail

• Overall control and supervision of human resource in TAQA Arabia Groups ( Power - Gas - Marketing - Construction)
• Direct & Manage all HR Managers in TAQA Arabia Companies( Power - Gas - Marketing - Construction)
• Developing & implementing HR centralization system.
• Developing & improving Organizational Structure of TAQA Arabia Holding and its companies.
• Formulating HR systems and Strategies appropriate to the company’s corporate mission and goals
• Developing Recruiting and selecting staff Policies & Procedures.
• Developing Remuneration and Reward Procedures
• keeping the board informed on personnel and employee-relations policies, as needed, to preserve and facilitate company strategy
• Planning and Directing HR Strategies and insure proper implementation within TAQA Arabia companies and development of programs
• Improving management / communications, including mediating in disputes and advising companies HR Managers on how to implement HR policies and procedures.
• Ensuring compliance between TAQA Arabia Holding strategies and its companies. Ensuring that health and safety procedures are adequate
• Monitoring the organization’s salary structure and benefits provision to ensure a balance between control of costs and attracting and retaining staff;
• Researching and analyzing salary rates and benefits offered by other employers in the same sector;
• Undertaking job evaluations to ensure that the differences in pay between those doing different jobs within the organization are fair and are perceived to be so;
• Making recommendations on changes to pension and insurance schemes;
• Identifying and determining the causes of personnel problems and developing recommendations for improvement;
• Developing and implementing benefit packages, ensuring that these are current and competitive and in line with legal requirements;
• Managing the payroll cycle
• Developing and maintaining personnel record systems in accordance with current legislation.
• Providing professional support and advice on recruitment to line and departmental managers;
• Advising managers on best practice recruitment and selection;
• Preparing job descriptions and person specifications;
• writing job advertisements and deciding how and where jobs will be advertised;
• Developing creative recruitment solutions if the organization is experiencing difficulties in attracting the appropriate level and quality of staff;
• Screening application forms and short listing applicants;
• Running selection centers for graduate recruitment and more senior vacancies;
• Developing plans to relocate staff to new departments and jobs due to restructuring within an organization;

.• Monitoring the organization’s salary structure and benefits provision to ensure a balance between control of costs and attracting and retaining staff;
• Researching and analyzing salary rates and benefits offered by other employers in the same sector;
• Undertaking job evaluations to ensure that the differences in pay between those doing different jobs within the organization are fair and are perceived to be so;
• Making recommendations on changes to pension and insurance schemes;
• Identifying and determining the causes of personnel problems and developing recommendations for improvement;
• Developing and implementing benefit packages, ensuring that these are current and competitive and in line with legal requirements;
• Managing the payroll cycle
• Developing and maintaining personnel record systems in accordance with current legislation.
• Providing professional support and advice on recruitment to line and departmental managers;
• Advising managers on best practice recruitment and selection;
• Preparing job descriptions and person specifications;
• writing job advertisements and deciding how and where jobs will be advertised;
• Developing creative recruitment solutions if the organization is experiencing difficulties in attracting the appropriate level and quality of staff;
• Screening application forms and short listing applicants;
• Running selection centers for graduate recruitment and more senior vacancies;
• Developing plans to relocate staff to new departments and jobs due to restructuring within an organization;

.• Evaluate instructors’ performance and monitors progress of trainees
• Evaluation of training outcome and effect
• Communicate company policies regarding equal employment opportunities, compensation, and employee benefits
• Hire, transfer and fire employees in compliance with company and legal policies
• Communicate Diversity and Inclusiveness behaviors and ensure existence
• Coordination with legal and social counsel to ensure that policies comply with labor law
• Conduct gas and power performance appraisal exercise and follow up with the recommended career development
• Advise travel allowance for external trainings and business trips
• Issue monthly payroll in coordination with Finance Department
• Solve staff complains & grievances
• Conduct exit interviews to identify reasons for resignation
• Analyze absenteeism and turnover reports; and provides appropriate solution

• Establish Job descriptions and specifications
• Sourcing and screening job candidates
• Interview and selection for best match
• Orientation and socialization for new comers
• Assess company pay plans and submits recommendations in case of inconsistency
• Introduce incentive programs for staff motivation and retention
• Identify legal requirements affecting human resources functions and ensures their compliance with the Egyptian Labor Law
• Introduce competitive fringe benefits (medical, life, car scheme etc..)
• Identify training needs analysis in coordination with managers and supervisors
• Prepare training budgets based on previous and current data
• Establishes database and contact with outside trainers and consultants
• Evaluation of training outcome and effect
• Communicate company policies regarding equal employment opportunities, compensation, and employee benefits
• Hire, transfer and fire employees in compliance with company and legal policies
• Coordination with legal and social counsel to ensure that policies comply with labor law
• Advise travel allowance for external trainings and business trips
• Issue monthly payroll in coordination with Finance Department
• Solve staff complains & grievances

Payments, Expenses, Suppliers, purchasing.