نهال سالم

Reporting to Egypt Otsuka President, in charge of guiding and managing the overall provision of Human Resources services, policies and programs for Otsuka through a team of 7 direct reports.

Sr. HR consultant leading the HR projects for a business consultancy company.

Compensation & Benefits.

Organization Development Management.

Providing HR consultancy services; partnering business development team in setting the strategy for firm’s workforce. Services may also include such as recruitment services, restructuring, developing performance management systems, pay structure and grading services, HR auditing and training services for EICG customers.
Consultancy assignments:
EMP/ Network International - Egypt Jan, 15 - June, 16
Leads the establishment of the HR department.
• Makes recommendations to executive management for the improvement of policies, procedures.
• Aligning organization strategies with different HR aspects.
• Develop and lead the performance management and pay-for-performance strategy.
• Manage talent acquisition and development.
• Ownership of HR budget and manpower planning.
• Develops and maintains human resource information system.
• Work closely with executives and senior managers to advice and support in all HR matters.
• Supervises the staff of HR and maintain effective service for internal clients.

NAEEM HOLDING - Financial services Sept-13 till Oct. 14
UAE/Egypt
• Set the strategic HR direction for the group.
• Lead the HR team.
• Support and advise the top management on critical HR issues and updates.
• Partnering all business units to ensure effective support.
• Develop and deploy efficient policies and procedures in line with company directions.
• Unify and standardize all HR activities for different Naeem entities.
• Develop HR programs, selection and talent management to ensure being the employer of choice.

Strategic responsibilities:-
• Set and communicate the HR strategic and operation action plan.
• Maintain Knowledge of business trends, futures opportunities, along with HR market practice for competitors on local market.
Set the HR Budget.
Set the Training budget/ Set the recruitment activities budget for the Country
• Maintain knowledge of all new labor, taxes legislation and the impact on cost of living and Comp& Ben matters.
• Develop Compensation & Benefits policy.
• Apply the succession planning and people review program and report the results annually to the corporate HR management.
Managerial operational responsibilities:-
• Develop and supervise the operation role and systems for HR team members.
• Assists and liaise executive management and department managers in all HR areas; comp & Ben, Performance management, managing talents, organization culture, and all employee relation issues.
• Prepare and monitor the HR department budget.
• Manage, unify and introduce, grading system, compensation and benefit policies in line with the global HR policies.
• Develop and manage performance appraisal system and succession planning.
• Manage payroll system and reconciliation process for all sectors
• Manage the ERP HR system (people soft) for the company.
• Responsible for setting and deploying policies and procedure for all HR fields.
• Supervise and coordinate the Safety programs with EHS Managers.
• Escalates to the group any deviation/inconsistency to the overall C&B policy.
• Set the training and recruitment budget for all the organization.
• Set the budget for the HR organization.

Handling all different HR aspects such as; recruitment, personnel, compensation & Benefits, Benchmarking, salary surveys.

For EMEA comp & ben. setting the salary ranges for all the region, managing salary surveys by supervising the HR generalists in handling and submitting the surveys.

Handling trainging EMEA HR generalists in comp & Ben skills and benmarking methodologies.

Managing the Bonus cycle payments for the region.

Leading 4 employees in the HR and Administration functions
• Recruitment:
Conducting selection interviews.
Ensure a proper hiring process for offered candidates.
Preparing contracts for employees and consultants
Develop & implement new hires orientation.
• Developing policies and procedures for HR department; such as travel policy, performance management, compensation policy….etc.
• Personnel:
Ensure regular reconciliation with ministry of work & social affairs.
Monitoring & Controlling staff attendance & leaves
Keeping complete and updated personnel files for all company employees, visas and work permit.

• Participated in salary survey under the supervision of Ernst & Young business Unit.
Monitoring and controlling the monthly payroll process.
Handle all labor issues with the ministry of work.

E-recruitment,
Selection interviews
Set and deploy the HR policies and procedures.
Manager the personnel of all outsource team (60 person)
o Complete management for the new e-recruiting system for P&G in Egypt; including Localizing the program for Egypt, announcement, deployment, promotion campaign, training for managers, employees and candidates.
o Develop and implement new hire orientation program to new hires, which increase the efficiency from 69% to 85%.
o Develop a non-P&G employee hiring system. (The system achieved the targeted score 8 “strong” in the annual Internal audit).
o Develop tracking reports for recruiting process. (individual initiative).
o Improve the speed of the recruiting process. (From16 weeks to 8 weeks) for full time employees.
o Improve the diversity in terms of gender and Educational background
Travel:
o Improve and develop a new travel process and guidelines for travelers to provide the best prices for airlines tickets and International hotels. (The process achieved the targeted score 8 “strong” in the internal audit).
o 0% policy violation and 0% pending payments.
Personnel:
o Handle performance tracking system for employees, payroll and all personnel matters.
o Conduct a salary survey for contracted employees.
o Develop a salary structure for non-P&G (contracted) employees, compensation and benefit system, and social insurance.