Tarek El Demerdash

• Responsible for all enterprise corporate HR strategies with a key focus on helping accelerate IDH’s transformation through leadership, differentiated talent models, attracting and developing the best talent and building a culture of engagement, agility and innovation
• Ensure the efficient end to end delivery of HR processes and all people related services
• Build knowledge, expertise, and capacity, leveraging internal and external resources plus reinforce development activities in support of HR, management and leadership development
• Successfully develop and integrate corporate programs that are aligned with current and future business imperatives
• Align human resource programs with strategic business initiatives, and partner with the leadership team to meet business requirements.
• Lead the development and execution of the Human Resources strategic plan and shorter term plans and initiatives to support the business strategies and promote a unified company culture
• Identify best demonstrated approaches stimulating Managers through career path assignments and management development programs
• Manage, administer and monitor performance Management cycle for country management teams
• Manage and implement incentive schemes in alignment with market reference zones
• Lead the Labor Relations team in an effective manner
• Act as leadership coach to executive peers, and build a strong HR Talent pipeline

• Responsible for the full gamut of HR functions for Africa with a key focus to support the business through maintaining a strategic and high-level perspective of the company’s functional objectives in the continent, to be able to “swoop” into areas that need more tactical assistance supported by regional HR managers in sub-sahara & francophone subregions. Also, acts as a mentor and coach to enhance HR capabilities of regional team members, the role has dual reporting lines to Africa MD and MEA HR Head
• Strategically partner with general managers in Africa to manage business needs from a holistic perspective, and help them deliver business top/bottom lines & variable margins
• Direct and oversee collaborative identification and development of annual and multi-year human capacity strategies such as workforce planning, job performance improvement, HR capacity development, etc… at the regional and national levels to ensure right talent at right time and place within Africa
• Mobilize regional talent and build succession from within
• Responsible for establishing and managing budgets for one or more departments within a functional discipline in Human Resources such as remuneration, staffing, organizational development, employee relations, operations, etc.

• Responsible for all HR operations’ agenda for Egypt & Near East, including assessing, developing, and delivering talent solutions, and providing thought leadership and hands on execution of the talent strategy, and leading the implementation of a global HR system supported by in country HRBPs, in a continuous effort to enhance the operational infrastructure of the organization. The role is a key one in the Middle East, Turkey and Africa region, with dual reporting to the MENA (Middle East, North Africa) HR Head and the Fixed Network organization global HR Head
• Orchestrated daily HR functions supporting 1, 000 employees with two HR generalists and served as the HR Business Partner to the META Fixed Networks SVP and the leadership team of this high growth business unit
• Identify & facilitate development of HR standards, tools & resources whilst devising and implementing HR metrics
• Evaluate and facilitate HR functional capacity and service delivery at the regional and national levels
• Implement collaborative actions to facilitate evaluation and development of HR capacity and infrastructure
• Build knowledge, expertise, and capacity, leveraging internal and external resources plus reinforce development activities in support of HR, management and leadership development

• Provides strategic HR and operational support services to projects and activities in the Near East/META regions in all major HR functional areas (employment, salary administration, employee relations, remuneration management, etc…)
• Ensure effective HR service systems and delivery at multi-levels as confirmed by key stakeholders
• Oversee global delivery and implementation of ALU HR global systems, standards, and initiatives
• Direct development and delivery of ALU capacity building efforts
• Serve as a strategic partner providing advice and counsel to maximize staffing resources and performance, ensure economy and efficiency of work processes, and contain institutional risk
• Partners, consults and facilitates HR matters and resolutions to business challenges and opportunities
• Directly manages HR Managers and indirectly manages project HR managers within the META Region
• Interact with all levels of management and staff including COOs Country Chief Officers advising on regional and country HR matters with respect to ALU (Alcatel Lucent) projects

• Partners with operations leaders in driving business sustainability and growth through applying innovative and best in class organization development & staffing policies while developing and delivering internal and external strategies, tools, and resources to attract, select, and place high caliber talent and also drive the country training agenda for both operations (Corporate & Consumer Banking) in order to build an inclusive and high-performing organization
• Design and apply staffing and selection strategies that create a pipeline of high caliber talent for the organization (e.g., proactive recruiting and sourcing methods including longer term candidate courting practices, inclusion / diversity dimensions, effective use of Employer Brand, long-range planning)
• Design effective organizational structures, roles, and accountabilities that effectively support the current and future needs of the business
• Assess the current organization structure and identify changes and new architectures that will drive improved business performance (e.g., spans of control, reporting relationships, roles, business process reorganization & functions merges)
• Design and implement job-analysis (HAY based), competency modeling, and validation research approaches that define the nature of the work being done
• Design and apply internal and external staffing, assessment, and selection skills and processes that ensure Citi matches the right people to the right jobs while meeting business goals (e.g., assessment centers, employment testing, interviewing, internal job posting)

• Supervising all compensation and fringe benefit processes (benefits delivery, policies execution and updates, payroll supervision, etc.) while supporting the HR core processes (performance management process, 360 feedback assessment, organization health survey, performance development review) and developing the HR processes within the market unit through business process analysis.
• Support compensation costing during AOP (Annual Organization Plan), Quarterly Forecasts and People Plan by setting the people cost budget and ensuring effective control and allocation of people cost according to AOP targets
• Intend and supervise the salary increases, bonus process and the remuneration surveys - HAY based
• Ensure sustained and effective implementation of PepsiCo Intl. and NABU HR policies, processes and practices
• Issue, update and execute HR policies - i.e. Staffing, Relocation, Medical, Travel and Grievance Policies etc…
• Analyze current HR processes and support processes design and improvement efforts
• Lead the performance management culture by ensuring adherence of the HR core processes PMP (Performance Management Process), OHS (Organization Health Survey), PDR (Performance Development Review) and CDAP (Career Development Action Plan) and facilitate HR core processes workshops - i.e. PMP and COC (Code Of Conduct)
• Conduct Training Needs Analysis & carry out training programs identified in the NABU training calendar

• Support the implementation of the HR core processes and HR development initiatives in the Plant in addition to ensuring the execution and enhancement of the HR staffing tools and processes to help staff the organization in an efficient and effective fashion while implementing the recruitment strategy in an effort to maintain a "pipeline" of qualified calibers for the rest of the organization.
• Follow up on the PMP (Performance Management Process) execution & provide coaching when necessary
• Support the execution of the OHS (Organization Health Survey) action plans in the Plant
• Support the PepsiCo Inclusion & Diversity initiatives, support diversity hiring efforts by proactively identifying diverse applicant pools
• Execute staffing policies and processes while managing and executing permanent and seasonal headcount plans
• Maintain up-to-date headcount reports, search progress, candidates database and handle all staffing related communications
• Source and screen candidates to meet search requirements by utilizing all recruiting sources including: print and Internet media, job fairs, college recruitment, and cold calling

• Simultaneously working on several HR / Recruitment projects, alongside a number of recruitment agencies & business consultants to deliver work on budget and exceed the clients’ expectations
• Develop customized job specific sourcing strategies through interaction with clients’ corporate recruiting teams
• Work with the clients’ HR department (Staffing Team) to develop & implement sourcing strategies to produce a qualified and diverse pool of candidates
• Focus on sourcing professional & managerial candidates through networking, creative cold calling, internet posting, university relations, professional associations, efficient internet mining, etc.
• Provide updated analysis and reports on projects’ progress
• Identify clients’ areas of development and develop proper Action Plans
• Develop job descriptions & participate in job evaluations

• Supervising the complete recruitment workflow including sourcing, recruitment, interviews and offers with special emphasis for Business Development
• Develop customized / job specific sourcing strategies through interaction with corporate recruiting teams of the clients
• Work with the client's HR department (Staffing Team) to develop & implement sourcing strategies to produce a qualified & diverse candidates pool
• Focus on sourcing professional & managerial candidates through networking, creative cold calling, internet posting, university relations, professional associations, creative internet mining, etc...
• Administrate the company's Internet site
• Maintain updated candidates information in the company's database