عمر حسام

 Talent Management:
• Workforce Planning: Collaborate with business leaders to assess workforce needs, analyze skill gaps, and develop strategies to
address talent requirements. Provide insights to HR leadership to inform sourcing and development priorities.
• Talent Attraction & Recruitment: Partner with hiring managers and the Talent Management Team (TMT) to build a talent pipeline
and ensure efficient recruitment, selection, and hiring processes.
• Onboarding & Integration: Coordinate onboarding programs with Operations and HSE to enhance employee engagement. Monitor
new hire experience at key milestones (30-60-90 days, first year).
• Employee Development: Ensure compliance with Millers performance management policies:
◦ Facilitate performance reviews, mid-year check-ins, and goal-setting processes.
◦ Support managers in implementing Performance Improvement Plans (PIP) for employees with performance gaps.
◦ Conduct succession planning using the 9-box model, identifying key roles, successors, and readiness levels.
◦ Develop Individual Development Plans (IDP) for high-potential employees to align career growth with business objectives.
 Employee & Labour Relations:
• Act as a liaison between employees and management to foster a positive work environment.
• Collaborate with the internal Labour Relations Specialist to address employee concerns, mediate conflicts, and ensure fair
treatment.
• Provide guidance on employment policies, compliance matters, and employee advocacy to balance business needs and employee
rights.
 Change Management:
• Champion organizational change initiatives by increasing awareness and engagement.
• Identify and support change leaders to cultivate a positive corporate culture.
• Coach managers and employees to enhance adaptability and resilience during transitions.
 Corporate Governance:
• Ensure adherence to corporate and legal HR policies through training, guidance, and risk mitigation strategies.
• Provide subject matter expertise on HR compliance and best practices to maintain consistency across the organization.

 General:
• Maintains management guidelines by preparing, updating, and recommending human resources policies & procedures.
• Develops policies related to employment, compensation, labor relations, benefits, training, and employee services.
 Organizational Development:
• Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
• Supports current & future business needs through the development, engagement, and motivation of human capital.
• Manage the annual appraisal process, monitoring compliance with the timetable and ensure consistency in documentation.
 Training & Development:
• Designs and develops training programs for management and employees.
• Analyze talent data to identify gaps for improvement and identify trends and implement new practices to motivate employees.
• Manages training budget, in coordination with the HR Director and Top Management.
 Talent Acquisition:
• Manages the recruitment process by setting the periodic Manpower Planning reports with each Department/Project Head.
• Overseeing exit interviews.
 Personnel:
• Manages complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, and retirement.
• Ensure that the HR team does proper follow-up with governmental entities and are well managed, completed and maintained.
 Compensation & Benefits:
• Maintains payment plan and benefits program, prepares and updates salary scales.
• Revision on monthly payroll and any other periodic compensation issued.

• Talent Management.
• Recruitment & Selection.

• Recruitment & Selection.
• Payroll and Personnel Administration.