Tarek El-Baghdady

• Leads and directs HR functions including Compensation & Benefits, Performance Management, HR Operations and Recruitment & Development as to support MEP strategic goals and objectives.
• Reviews, develops, enhances and recommends to Executive Management improvements to MEP’s HR policies, procedures and processes.
• Plan, manage, and lead organizational change processes to improve organization’s effectiveness.
• Drive Performance Management System that is based on SMART Objectives with quantitative & qualitative measurements.
• Implement periodical performance management reviews for all departments on a quarterly basis.
• Identify performance gaps to build required training plan, upon competency-based.
• Develops and coordinates among HR functions the annual HR budget and carry out quarter budget forecast and review vs. actual expenditures.
• Develops and maintains a culture based on high work ethic, fairness and integrity.
• Nurture a positive working environment and interactive communication through proper channels.
• Ensure legal compliance throughout human resource management.
• Provide coaching and counseling to managers on a broad range of HR-related topics. Advice and assist management on matters relating to HR best practices (procedures, policies, values, and business ethics).

• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, compliance, and labor relations.
• Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications
• Complies with local/international legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Works closely with senior management to develop and update the Organization chart that best fit with the Group Objectives.
• Updates Organization chart on annual basis reflecting all changes.
• Facilitates the implementation of appropriate change management initiatives associated with organizational transition activities.
• Administers performance review program to ensure effectiveness, compliance, and equity within the organization. Administers salary administration program to ensure compliance and equity within organization.
• Assists in setting both departmental and individual objectives & KPIs that align with the organization’s strategy.
• Maintains detailed Job Descriptions for all positions to reflect the actual and required tasks & responsibilities.
• Coordinates with Senior Management & Department heads to set/ update Strategic objectives, departmental objectives, individual objects, and their KPIs.
• Maintains all KPIs related documentation.
• Orients and trains line managers on how to evaluate subordinates & apply the performance management system.
• Maintaining, updating and revising the Group’s handbook on policies and procedures
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Nurture a positive working environment
• Sets the recruitment process.
• Assures that the process is being followed and helps in processing any of the steps: receiving Approved Requisition forms from department heads, preparing & posting of Job Announcements in different channels, screening CVs based on job description & specifications, handling HR interview and reporting evaluation of shortlisted candidates to Line Manager.
• Creates a Manpower Plan on an annual basis and incorporates it in the Budget.
• Determine current staffing needs and develop Manpower/workforce plans and produce resources forecasts and recruitment timelines.
• Administers in the Job Evaluation of all positions to determine their weights.
• Conducts wage surveys within labor market to determine competitive wage rate.
• Prepares budget of human resources operations.

• Responsible for managing, monitoring and advancing all HR, admin, IT, Legal Affairs, public relations and security functions covering a wide scope of responsibilities to ensure the department is functioning in a timely and professional manner in line with the company’s strategic vision.
• Preparing and designing the HR policies to keep the order inside the organization and following-up the procedures to insure healthy culture and fair implementation.
• Organizational Design and Development including organization, job descriptions, job specification, job evaluation, role, competency & skills analysis.
• Analyses company manpower requirements and makes recommendations on selection and development activities to meet manpower need
• Develops and implements recruiting and screening systems and procedures to attract and secure qualified candidates for vacancies
• Interview, select and recruit best calibers in the job market.
• Use various techniques to retain the employees and increase employee job satisfaction and create a pleasant job climate.
• Directs and co-ordinates responses to union, grievances and employee complaints
• Conduct a training assessment need analysis to identify employees’ need for training and development, recommends and monitors individual development plans.
• Handles requests for training and transfers within the company
• Seeks advise from Human Resources Consultants and external educational institutes to keep well informed of latest human resources techniques
• Ensures compliance with company Human Resources guidelines, policies and procedures, as well as labor law, rules and regulations
• Ensures disciplinary action is taken as required utilizing consistency, fairness and respect
• Establishes and maintains complete and accurate employee files.
• Handles & co-ordinates personnel issues such as social insurance, vacations, sick leaves, etc.
• Administers and analyses annual employee survey and makes recommendations to Department Managers and President on how to increase satisfaction in identified areas
• Conduct Training assessment need analysis in coordination with managers to develop training & development programs.
• Monitors all company based training, and proper follow-up, and conducts training as required, evaluate and assess results to ensure that all employees provide a high standard of customer service
• Administers special employee promotions (e.g. employee of the month/year programs)
• Ensures that all new employees receive structured employee orientation, following the agenda and material of the Company new hire orientation program and informs employees on benefits, employee policies, etc.
• Ensures that all employees attend mandatory training sessions, and maintains documentation of their attendance
• Directs and co-ordinates the payroll, bonuses and performance appraisal activities in the company, to ensure employee satisfaction and compliance with law and cost control
• Assures employees receive proper salaries and other related benefits
• Determines and communicates standards of performance to employees
• Evaluates employee performance regularly in relation to standards set through job descriptions and task breakdowns
• Ensures that Department Managers and Supervisors conduct performance appraisals in a well-planned, professional, non-discriminatory way
• Conducts salary survey annually and recommends salary structure to Department Managers and President.
• Develop implements and monitors the departmental business plan and budget.
• Maintaining records and compiling statistical reports concerning HR, admin, IT, Legal Affairs, public relations and security.
• Ensures effective and appropriate policies and procedures are followed (e.g. processing of personnel actions, including new hires, transfers, promotions, termination, and completion of state reports) for the purpose of being timely, accurate, legal and meeting organizational objectives.
• Maintain and manage Human Resources KPIs.

• Preparing and designing the HR policies to keep the order inside the organization and following-up the procedures to insure healthy culture and fair implementation.
• Organizational Design and Development including organization, job descriptions, job specification, job evaluation, role, competency & skills analysis.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Manage the personnel activities along with other HR Specialists as per the Egyptian labor law.

• Manage and review the periodic payroll calculations and ensure that all employee transactions have been accurately reflected in calculations.
• Planning and preparing annual manpower acquisition plan and budget for the Company.

• Develop, implement and modify compensation and benefits policies to establish competitive programs and ensure supporting organization’s goals and objectives.
• Conduct the employee orientation (e.g. introducing personnel, payroll, employment benefits, policies, assisting with enrollment forms, etc.) for the purpose of ensuring employees are knowledgeable of current practices and administrative processes as well as completion of forms.
• Manage all the process for the employee's performance management including, planning, setting objectives, identifying goals, cascading the objectives, making all the performance assessment forms and types, evaluating results and reflecting the results in the merit increases
& yearly Bonuses for the employees.

• Manage & monitor the training to meet the annual target of each department.

• Manage and monitor the Human Resource Information system effectively to ensure that correct and complete information is stored in the system and is used effectively for the benefit of the organization.
• Manage the employee requests on an on-going basis. These may include but not limited to vacation requests, transfers, employee certificates, etc.
• Manage and monitor the employee separation process, thereby ensuring smooth exit of employee from the organization. This includes exit interviews, full and final settlement, etc.
• Monitor & ensure a smooth execution of the induction process for the new entrants (induction training, team introduction, joining processes and formalities, etc.).

• Responds to written and verbal inquiries from a variety of internal and external sources for the purpose of resolving problems, providing information and/or referring to appropriate personnel and/or identifying the relevant issues and recommending or implementing a remediation plan.
• Develops a wide variety of written materials (e.g. letters, forms, procedures, brochures, pamphlets, etc.) for the purpose of documenting activities, providing written reference, and/or conveying information.
• Ensures effective and appropriate policies and procedures are followed (e.g. processing of personnel actions, including new hires, transfers, promotions, termination, and completion of state reports) for the purpose of being timely, accurate, legal and meeting organizational objectives.
• Maintain and manage Human Resources KPIs.

• Preparing and designing the HR policies to keep the order inside the organization and following-up the procedures to insure healthy culture and fair implementation.
• Organizational Design and Development including organization, job descriptions, job specification, job evaluation, role, competency & skills analysis.
• Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Manage the personnel activities along with other HR Specialists as per the Egyptian labor law.
• Manage and review the periodic payroll calculations and ensure that all employee transactions have been accurately reflected in calculations.
• Planning and preparing annual manpower acquisition plan and budget for the Company.
• Develop, implement and modify compensation and benefits policies to establish competitive programs and ensure supporting organization’s goals and objectives.
• Conduct the employee orientation (e.g. introducing personnel, payroll, employment benefits, policies, assisting with enrollment forms, etc.) for the purpose of ensuring employees are knowledgeable of current practices and administrative processes as well as completion of forms.
• Manage all the process for the employee's performance management including, planning, setting objectives, identifying goals, cascading the objectives, making all the performance assessment forms and types, evaluating results and reflecting the results in the merit increases & yearly Bonuses for the employees.
• Manage & monitor the training to meet the annual target of each department.
• Manage and monitor the Human Resource Information system effectively to ensure that correct and complete information is stored in the system and is used effectively for the benefit of the organization.
• Manage the employee requests on an on-going basis. These may include but not limited to vacation requests, transfers, employee certificates, etc.
• Manage and monitor the employee separation process, thereby ensuring smooth exit of employee from the organization. This includes exit interviews, full and final settlement, etc.
• Monitor & ensure a smooth execution of the induction process for the new entrants (induction training, team introduction, joining processes and formalities, etc.).
• Responds to written and verbal inquiries from a variety of internal and external sources for the purpose of resolving problems, providing information and/or referring to appropriate personnel and/or identifying the relevant issues and recommending or implementing a remediation plan.
• Develops a wide variety of written materials (e.g. letters, forms, procedures, brochures, pamphlets, etc.) for the purpose of documenting activities, providing written reference, and/or conveying information.
• Ensures effective and appropriate policies and procedures are followed (e.g. processing of personnel actions, including new hires, transfers, promotions, termination, and completion of state reports) for the purpose of being timely, accurate, legal and meeting organizational objectives.
• Maintain and manage Human Resources KPIs.

• Develops group strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with group objectives.
• Implements human resources strategies by establishing department accountabilities, including policies, procedures, talent acquisition, staffing, employment processing, compensation, health and benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and labor relations.
• Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
• Update the organization structure with any changes in order to aligned with the group vision & strategic objectives.
• Maintains the work structure by updating job requirements and job descriptions for all positions to be aligned with any internal changes.
• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
• Manage All the process for the employees performance management including, planning, setting objectives, identifying goals, cascading the objectives, making all the performance assessment forms and types, evaluating results and reflecting the results in the merit increases & yearly Bonuses for the employees group.
• Manage and review the periodic payroll calculations and ensure that all employee transactions have been accurately reflected in calculations.
• Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
• Continuously research compensation practices and provides recommendations on allowances and benefits ensuring recommendations are valid in line with the Group business.
• Ensures legal compliance by monitoring and implementing applicable human resource governmental requirements; conducting investigations; maintaining records; representing the organization at hearings.
• Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
• Manage all Process Related to the staff cost & Befits Budget for all Group Companies (from setting the budget to monitor the implementation & analysis the deviation if founded).
• Create the manpower plan for the group in order to increase the human capital value added & also the return on investment.
• Assist the department managers in any replacement and or job enhancement plans for employees.
• Assist in developing /creating policies & procedures in order to clear the reporting lines & enhance the internal communication channels among departments within the same company & among companies within the group.
• Develop the employees hand book to be aligned with the local Labor law and the group policy at the same time.
• Prepares employees for assignments by establishing and conducting orientation and yearly training plan.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; participating in professional societies.
• Updating the database as required on HRIS System.
• Maintain and manage Human Resources KPIs.

• Supervise and development of compensation and benefits policies and procedures ensuring that they are aligned with the overall HR policies and procedures.
• Supervise the jobs and coordinate / prepare job descriptions for jobs within ERC ensuring that proper job information is captured and job descriptions are consistent in line with the defined format.
• Supervise the process of evaluating existing and new jobs in ERC in line with the applied methodologies and ensure that evaluation rationales exist for each job within the organization.
• Supervise the process of revising ERC’s grade structure and ensuring that all jobs are properly slotted in their appropriate grade.
• Supervise the establishment and maintenance of ERC’s pay structure ensuring that it is in line with overall HR strategy and objectives.
• Continuously research compensation practices and provides recommendations on allowances and benefits ensuring recommendations are valid in line with ERC’s business.
• Manage and review the periodic payroll calculations and ensure that all employee transactions have been accurately reflected in calculations.
• Manage the preparation of the monthly payroll reports and ensure that information is accurate.
• Liaise with Finance for payroll payments ensuring that payroll amounts are issued to employees in line with established policies.
• Research short and long-term benefit schemes and provide recommendations on schemes to be applied within ERC in line with HR policies.
• Develop agreements with benefits providers and evaluate their performance ensuring that the service provided is in line with the contract agreement.
• Monitor assets that are provided to employees such as mobile phones, laptops, etc. and ensure that relevant records are maintained and updated in line with established policies.
• Supervise the development of programs for employees such as recreational activities such as club memberships and trips in line with departmental objectives.
• Prepare periodic reports on progress in the compensation and benefits to enable decision making and action by management.
• Project owner for implement the new HR & Payroll System in ERC.
• Manage all Process Related to the staff cost & Befits Budget for all ERC Company (from setting the budget to monitor the implementation & analysis the deviation if founded).
• Manage all Process for outsourcing employees (IBS) International Business Services Company Such as hiring Process, Contracts Process, Vacations Process, Sanctions Process, payroll Process, Resignations Process & all governmental medical insurance Process.
• Create the manpower plan for the company in order to increase the human capital value added.
• Manage & control all Expenses related to the HR department & the cost reduction figures implemented in ERC.
• Manage all Process Related to the medical insurance Scheme in ERC.
• Manage all Process Related to the Life insurance Scheme in ERC.
• Assign tasks appropriately to team members ensuring that workload is properly distributed, individuals are clear on their work and work objectives are achieved in an efficient manner,
Provide on-the-job training to team members to ensure that the team is equipped with the necessary skills and caliber enabling the unit to maximize its performance.
• Maintain and manage Compensation and benefits KPIs.

• Dealing with advanced and complex payrolls.
• Research and resolve discrepancies of payroll information and documentation.
• Computes withholdings and deductions where multi country tax laws are involved and may compute payment on sales commissions.
• Prepares regularly scheduled reports for governmental and other external agencies regarding company payment of various taxes, group insurance premiums, union dues, etc.
• Full knowledge of the accounting and banking principles and practices.
• Manage the performance management process.
• Responsible for setting presentations to clarifying performance management expectations, setting objectives, identifying goals, providing feedback, and evaluating results.
• Work directly with the benefit staff on new hire set-ups, benefit enrollment changes, terminations, payroll adjustments, and other related activities which impact payroll processing.
• Supervise a team of support staff and determine operating procedures.
• Oversee training and performance evaluations of his/her staff for the purpose of enhancing productivity, developing skills, and ensuring department outcomes are achieved.
• Respond to payroll inquiries from employees and outside agencies and provide information or direction as needed.
• Work with payroll team and tax filing service providers to maintain all payroll records, reports, and tax filings.
• Identify opportunities to operate more efficiently and implement alternative methods.
• Prepare special reports and other ad hoc analysis.
• Be responsible for reconciling of payroll specific General Ledger accounts during month-end close by Delivering analytical reports recording of payroll activities.
• Maintain and manage Payroll KPIs.

• Assisting in establishing the new companies.
• Assisting companies in the preparation of the journal vouchers.
• Auditing & Examining Financial Statements for many organizations.
• Assessing accounting systems and internal controls of the system applied.
• Preparing all taxes’ return.
• Preparing all documents & analysis related to all taxes investigation
• Responsibility for editing weakness points in management letters in various activities.

• Update of the financial statement for Public Enterprises, including balance sheets and income statements, cash flows and ratio analysis.
• Regular update of quarterly and semiannual results of companies.
• Prepare consolidated statements of the PE sector at large, classified by the status of the companies in the program (Distressed co., sold co., to be offered every period), for use by HE Minister of Public Enterprise.
• Prepare detailed analysis of the 66 companies to be restructured, as classified by sector/activity and by accumulated loss ratio.
• Prepared an update of the study of company’s performance post-privatize. Using financial indicators, covering 51 companies sold to ESAs and IPOs and to anchor investors, results were classified by technique of sale, sector, holding and levels of performance improvement.
• Coordinate, evaluate and set the Scope for privatization support projects and technical assistance provided by USAID.
• Prepared a database of “Company Profiles”, consisting of 8-pages of detailed quantitative and qualitative information in Arabic and English. Info includes financials, contacts, and breakdowns of inventory, sales, and purchases by value and volume, besides environmental, legal, labor, plants/facilities and fixed assets information.
• Jointly preparing a database with USAID on the potential parties interested in buying potential investors.
• In charge of the function of organizing and presenting technical reports on valuations of com, panties prior to sale, to be reviewed by the committee.