HR Lead
RMGS
Total years of experience :15 years, 2 Months
Recruitment:
• Attracts candidates to the company displaying its competitive advantages in the market
• Achieves a target of hiring more than 5 new hires per month in various technical and non-technical departments. Hired 55 new employees in one year individually.
• Advertises jobs on Linked In, AUC CAPS Office, American Chamber Careers, and other online recruitment websites
• Conducts extensive internet research through Linked In and other Social Networking tools to headhunt the right fit
• Reviews job descriptions to understand the needs of the hiring manager and identify the right candidate(s)
• Understands technology, technical roles and technical skills (My technical background also helps me in that)
• Learns and evaluates technical skills
• Identifies, sources and uncovers candidates
• Screens and tests the competence of candidates against a technical job description
• Interviews and meets candidates in person, by telephone, or video conference to assess their qualifications, communication skills and personality fit in the company
• Follows up and keeps candidates in the loop.
• Presents and shows candidate resumes to hiring managers to scrutinize or consider
• On-boards new hires and helps them merge within the company culture and clarifies the company’s policies and procedures
• Organizes introductory meetings between new hires and their managers and the rest of the team
Training & Development:
• Delivers soft skills training sessions to employees
• Supports implementing the HR strategy by identify training and development initiatives required per functional area.
• Introduced Lunch & Learn Sessions/Capability Day Initiative to enhance knowledge sharing between employees
• Meets with managers and supervisors to ascertain needs for each employee.
• Conducts employee surveys.
• Ensures development and training needs of key and high potential staff are identified and delivered.
• Rolled out Web-based trainings initiative, in addition to external training providers.
Compensation & Benefits:
• Conducts market salary surveys on similar roles in the same industry
• Develops pay structure and job levels across departments based on compensable factors
Employee Relations:
• Strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict.
• Acts as employee assistance referral
• Manages ER issues within the business units. Supports line managers in creating a culture of employee engagement.
• Acts as an advisor to line managers in order to educate them and minimize risk.
• Communicates and implements changes to HR policies and procedures.
• Ensure disciplinary procedures are properly applied.
Performance Appraisal:
• Developed Annual Performance Review (APR) templates based on measurement of Knowledge, Skills, and Attitude (KSA) of employees and their effectiveness in meeting annually set objectives with managers
• Developed Performance Improvement Program (PIP) templates and explained guidelines on how and when to use them to team leaders.
• Conducts meetings with low performers to pin point areas of development and action items on how to meet managers’ and team leaders’ expectations, and bridge the gaps between current and expected performance.
HR Policy:
• Ensures compliance to HR policy is maintained, to review and strengthen business internal controls and procedures.
• Communicates policy changes to employees
Personnel:
• Keeps record of employees’ documents, and makes sure all is complete
• Handles employees’ medical and social insurance.
• Attracts and engages candidates through creative sources such as Database Searching/Internet Research/Networking/Referrals/Social Networking
• Develops expert knowledge of recruitment sourcing techniques and trends to find high caliber talent
• Develops and manages a sustainable, high caliber pipeline of potential associates through proactive sourcing and engagement of candidates
• Strategically builds long term relationships with actual and potential candidates from first conversation through to hire and ensure a first class candidate experience and match them to current and potential client vacancies
• Provides shortlists of suitable candidates for roles through resume pre-screen, telephone and personal interviews
• Led and executed the overall recruitment cycle for hiring an entire Plant Staff from all seniority levels, technical and non technical functions for a well known multinational (3 phases: 2 for white collars; 1 for blue collars)
• Hiring for Senior Management Positions and Directors: Screens resumes and searches on LinkedIn and other databases to find talented potential candidates for clients’ Senior Management and Director vacancies in various organization departments and functions; including clients from both technical/Engineering and non technical disciplines
• Contacts and informs candidates about potential vacancies
• Conducts primary phone interviews to evaluate candidates’ skills, knowledge and abilities
• Personally interviews top candidates to further structure and probe candidates' experience
• Negotiates fees and salaries between clients and selected candidates.
• Background Checking: Manages one Associate Consultant and responsible for her on-boarding, on-the-job training as well as her development plan
• Handles all client communications, maintains client relations and acts as their Single Point Of Contact
• Ensures timely delivery of reference check reports as per client requests.
• Engineering: Evaluated technical options for achieving business objectives and capital cost of proposed changes
• Consulted with Manufacturing, Research & Development and other contributing groups from various sites
• Solved equipment problems, working closely with production staff, and led vendor acceptance tests.
• Recruitment: Screened profiles of potential candidates (Engineers) and project descriptions from supervisors
• Matched qualified Engineering interns with projects in order to ensure optimum fit
• Represented the company in Employment Fairs, giving students a description of internships, and how to apply for them
• Improved areas in the existing Internship Program by contacting similar functions in other sites e.g. Brussels
• Organized visits and events for interns and acted as an On-boarding mentor for interns by guiding them through the Internship Program
• Trained coaches on expectations and roles
• Followed-up on timely presentations of interns and led the overall internship program assessment from interns and coaches
• PHR/SPHR Certification Prep Tool, HR Certification Institute (HRCI), Society for Human Resource Management (SHRM) In Progress: Business Management & Strategy, Workforce Planning & Employment, Human Resources Development, Compensation & Benefits, Employee & Labor Relations, and Risk Management. • Post-graduate Business Management Diploma In Progress: Managing Large Scale Organizations, Evaluating Organizational Performance, Management Structures & Objectives, Management Styles, Change Management, Human Resources Management, The Employment Cycle, Employee Relations, Operations Management, Strategies & Applications, Project Management Methodology & Toolset, Gantt Charts, System Development Lifecycle, The Planning Phase, Conducting a Feasibility Study, The Analysis Phase, The Design Phase, The Implementation Phase, The Evaluation Phase, Accounting Terminology & Systems, Preparation of Reports, General Journal & Ledger, Budgeting, Control for Debtors & creditors, Cash Flow, profit & Loss Statements, Risk in Small Business, Stock Recording, and Entrepreneurship. • Post-graduate Human Resources Diploma 2013: Human Resources Management, The Use of HR Consultants, Job Design & Pay, Recruitment Process, Selection Process, Interview Techniques, Training & Appraisal, Business Culture, Business Ethics, Employee Motivation, Employee Relations, and Management of Change. • Post-graduate EHR Certificate, HR Certification Institute (HRCI), Society for Human Resource Management (SHRM) 2012: Essentials of Human Resources Management, Employment Law, Effective Recruitment & Selection Techniques, Basics of Compensation & Benefits, Orienting & Training Employees, and Ensuring Quality Performance.
• Highest Honors, Academic Honors Assembly, 2006, 2007, and 2008. The American University in Cairo. • Honor List, 2000, 2001, 2002. St. Fatima School. University Minor: Human Resources Management, Management Fundamentals, Principles of Marketing, Financial Accounting, Macroeconomics, and Business Finance. University Major: Digital logic design, Applied probability, Digital signal processing, Automatic control, C++ programming, Engineering Economy, Mobile Communications, Electro-magnetics, Programmable Logic Controllers, Computer networks.