Sherif Hassan

• Talent Management: Identifying, attracting, and retaining top talent within the organization, including succession planning and career pathing.
• Employee Relations: Handling employee concerns, conflicts, and disciplinary actions, and fostering a positive work environment.
• Training and Development: Identifying training needs, organizing workshops, and facilitating employee growth and skill enhancement.
• Performance Management: Assessing and managing employee performance through reviews, feedback, and goal-setting.
• Policy Implementation: Developing and implementing HR policies, ensuring compliance with labor laws and company regulations.
• Compensation and Benefits: Managing salary structures, benefits programs, and ensuring fair compensation practices.
• HR Administration: Maintaining employee records, handling documentation, and overseeing HR-related administrative tasks.
• Legal Compliance: Staying updated on labor laws, ensuring the companys HR practices adhere to legal requirements.
• Organizational Development: Contributing to the companys growth by aligning HR strategies with organizational goals and culture.
• Employee Engagement: Creating initiatives to enhance employee satisfaction, motivation, and engagement within the workplace.

• Led HR operations including employment, compensation, labor relations, training, and
employee engagement for all staff.
• Updated organizational structures, job requirements, and functional job descriptions across
departments.
• Developed and maintained HR policies, SOPs, salary structures, and benefits programs.
• Oversaw payroll, taxes, insurance deductions, and monthly salary disbursements.
• Monitored employee turnover and implemented action plans to improve retention.
• Conducted manpower planning, budgeting, forecasting, and staffing.
• Designed and managed performance management systems linked to bonuses, increments,
and promotions.
• Developed succession plans and career paths to ensure leadership continuity.
• Managed Learning & Development programs, identifying skill gaps, creating training
initiatives, and evaluating effectiveness.
• Acted as liaison between management and employees, resolving HR-related queries and
maintaining smooth communication.

Industries - Pharco Corporation, Alexandria.

• Developing the annually company Organizational Charts with line managers considering organizational & departmental objectives.
• Manage the manpower planning process and prepare an annual recruitment Plan
• Ensure all recruitment policies, procedures and techniques are adhered to and recommend improvements.
• Manage the recruitment and selection process to include sourcing, interviewing, advertising and to liaise with recruitment agencies overseas.

• Developed and enforced company policy and procedures relating to all phases of human resources activity.
• Developed innovative new-employee orientation programs, including safety training.
• Shadowed employees to determine an accurate description of the duties and skills required for each position.
• Developed and facilitated all new-hire orientations.
• Managed the employee rewards programs.
• Conducted job analysis and job evaluations, resulting in quality job specifications.
• Documented and updated job descriptions as well as implemented wage surveys.
• Creating Key Performance Indicators based on the objectives in order to measure employees performance.
• Implementing the performance appraisal plan in regards to competencies and ratings.
• Administrate the organizations benefits programs (e.g., retirement plans, leave policies, wellness programs, insurance policies, etc.)
• Getting the company, the best possible deal on an attractive benefits package.
• Alignment of all compensation systems to general conditions on the labor market as well as on legal regulations.

• Managed end-to-end recruitment processes, including screening, interviewing, job offers,
and contract preparation.
• Developed and maintained job descriptions, job postings, and organizational charts to reflect
hiring, transfers, and resignations.
• Updated HR system databases regularly to ensure accurate personnel records and headcount
tracking.
• Assisted in implementing, supporting, and reviewing HR initiatives, policies, procedures, and
systems.
• Contributed to continuous improvement of HR processes to enhance efficiency and
compliance.