HR & Administration Director
M&A Glass Processing Co.
مجموع سنوات الخبرة :24 years, 4 أشهر
Span of Authority - Assigned departments;
• Human Resources Department
• Administration & Facilities Management Department
• QA & Health and Safety Department
• Information Technology Department
General Duties & Responsibilities;
• Setting tactical objectives for the entire human resources and corporate support functions in line with the company's objectives, associated with relevant and reliable action plans
• Developing corporate manual of policies and procedures and supervising their ongoing implementation
• Developing and sustaining the organization’s profile \[structures, management levels and grades\]
• Developing corporate wide job profiles \[Job analysis, Job descriptions, qualifications profiles, and authorities’ matrixes\]
• Participating in developing staff key performance indicators
• Key member in SAP ERP implementation committee
• 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 relevant 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
• Developing and sustaining relevant staff performance-based incentives. (Commissions, bounces, and profit-sharing schemes)
• Complies with Labors Laws, local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, advising management on needed actions
• Establishing new payroll systems, policies and procedures
• Establishing QA & HSE Procedures and systems for the factories
• Establishing & implementing ERP System
• Leads all Audit committees from company’s international clients
• Set logistics policies and procedures
• Lead negotiations with all company’s customers and vendors
• Responsible for local Procurement and achieve best prices practices, payment terms & deliveries
• Searching for new suppliers with the goal of cost reduction
• Supervising the IT department’s activities and performance
Span of Authority - Assigned departments;
• Human Resources Department.
• Administration & Facilities Management Department.
• Information Technology Department.
• Health and Safety Department.
• Legal & Public Relation Department.
General Duties & Responsibilities;
• Setting tactical objectives for the entire human resources and corporate support functions in line with the company's objectives, associated with relevant and reliable action plans.
• Developing corporate manual of policies and procedures and supervising their ongoing implementation.
• Developing and sustaining the organization’s profile \[structures, management levels and grades\].
• Developing corporate wide job profiles \[Job analysis, Job descriptions, qualifications profiles, and authorities’ matrixes\].
• Participating in developing staff key performance indicators.
• Key member in SAP ERP implementation committee.
• 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 relevant 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.
• Developing and sustaining relevant staff performance-based incentives. (Commissions, bounces, and profit-sharing schemes)
• Complies with Labors Laws, local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, advising management on needed actions.
• Establishing new payroll systems, policies and procedures.
• Supervising the IT department’s activities and performance.
A Leading authorized distribute for TEXACO, Chervon, Caltex, Etislat, and Roshen products and services Head of Human Resources September 2015 - June 2016
•Maintains organization staffing by establishing a recruiting, testing, and interviewing program; counseling managers on candidates' selections; conducting and analyzing exit interviews.
•Maintains the work structure by updating job requirements and job descriptions for all positions.
•Completes Human Resource operational requirements by scheduling and assigning employees; following up on work results.
•Ensures planning, monitoring, and appraisal of employee work results.
•Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
•Orientation to newly hired employees on the rules and regulations, vision and mission of the company and complete job details.
•Compile compensation and benefits of the employee, evaluate employee progress and give disciplinary actions.
•Implementing appraisal system according to company policy.
•Set training policy.
•Organizing salaries payments (Payroll).
•Approving job descriptions and internal advertisements.
•Responsible of social and medical insurance.
•Set employment HR policies and procedures.
•Set transportation and traveling policies and procedures.
•Negotiating & finalizing salaries, contracts, working conditions or redundancy packages.
•Planning, organizing, providing leadership and controlling all administrative functions.
•Manage gathering, adapting, storing and distributing information within the company.
•Monitor the facilities to ensure that they remain safe, secure and well maintained.
Operational Duties;
• Regularly conducts employee presentations and roundtables and ensures appropriate follow-up as necessary.
• Supports performance management and employee development for subordinates through performance appraisals, career planning, job descriptions, promotions, and recognition/reward programs.
• Identify high potential staff and ensure they receive the training and career development necessary to fulfill their potential.
• Implement HR initiatives necessary to increase employee engagement and create a customer centric performance culture.
• Ensure HR policy and practice is supporting strategic business objectives and suggest any changes that might be needed to achieve business objectives.
• Oversees relocation, induction and orientation for new hires and transferred employees.
• Understands and upholds local compliance to Employment Law, Works Councils, and Union agreements (If applicable).
• Maintains and facilitates relationships with appropriate external bodies such as government authorities and Personnel related agencies.
• Act as an adviser to the top management on all HR issues, and suggesting improvements on current personnel processes.
• Provides guidance and coaching to management or team on Personnel principles and employee relations when needed.
• Provides expert domain knowledge to assist in responding to questions and queries coming in.
• Complies with all applicable Company standards and policies.
• Identifies and participates in continuous improvement initiatives.
• Promotes privacy awareness, manages and oversees the deployment of Data Protection requirements and the Company's Privacy Strategy.
Information systems duties;
• Manage Oracle iRecruitment module implementation and integration with other Oracle application modules.
• Coordination with IT Department in respect of Recruitment automation project.
• Coordinate with HR Business Partners the Recruitment activity and reports within their business unites.
• Ensure Recruitment process and (SLA) Service Level Agreement are continuously met and reviewed against overall HR process guidelines.
• Provide accurate monthly recruitment reports, and attrition report analysis showing critical attrition reasons to top management.
• Direct regional recruitment activities to meet corporate metrics.
• Enabling recruiters to act as a competent subject matter expert with clear customer alignment.
• Responsible for manpower planning needed during a predetermined period through the identified new business plans.
• Reporting at the end of every year with the new manpower plan budget required for the next year.
• Liaise with recruitment department regarding the new hire’s positions, qualifications and boarding dates according to manpower plan.
• Accountable for the management of HR data and its accuracy (recruitment, end of service, transfers, change of status, etc.), ensuring its timeliness, completeness, and accuracy wither from Oracle system or any other application to maintain proper and reliable reporting system.
• Prepare monthly report on corporate current headcount in all companies, locations and all business units.
• Responsible for employee’s layoff to reduce organizational fat and to reach cutting cost objectives in cooperation with all business units heads according to employees’ performance, redundancy of position, and business needs.
• Prepare monthly reports on separation cost (layoffs or resignations) of the company divided by business unit
• Reallocation of workforce according to business needs within one business unit or between several ones
• Prepare semi-annual attrition analysis (Jun & Dec) and report to the CHRO and the top management to clarify the attrition reasons - specially resignations - to assist in decision making process.
• Perform custom analyses and prepares periodic presentations on HR activities and performance at the request of CHRO and top management.
• Maintain the dashboard of HR KPIs.
• Work closely with all HR functions to ensure data timeliness, completeness, and accuracy, and leading the coordination with IT Dept. for the customization of HR reports and applications.
A Local and regional automotive dealer and manufacturer. Training & Development Manager May 2006 - December 2008
•Identify training and development needs within the organization through job analysis, performance appraisal schemes and regular consultation with business unit Chief Officers and Directors.
•Plan, develop and preparing the annual training plan for all companies of Ghabbour Group and implement strategy for staff training and development.
•Monitor the exaction of training plan and establish and maintain appropriate systems for evaluating and measuring necessary aspects of staff training and development.
•Identify, recommends, select and manage external accreditation training bodies, agencies providers and internal trainers necessary to deliver required training to appropriate standards.
•Issuing the organizational Training, Development and Education policies, procedures and regulations.
•Liaise with other functional/departmental managers either on a one -to-one basis or in groups so as to understand all necessary aspects and needs of staff training and development, and to ensure they are fully informed of staff training and development objectives, purposes and achievements.
•Recruit, manage and develop direct reporting staff.
•Manage and control departmental expenditure within agreed budgets.
•Maintain awareness and knowledge of contemporary staff training and development theory and methods and provide suitable interpretation to directors, managers and staff within the organization.
•Ensure activities meet with and integrate with organizational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care.
•Monitor and report on activities, costs, performance, etc., as required.
•Develop self, and maintain knowledge in relevant field at all times. EGYPTIAN LEADERSHIP TRAINING & CONSULTANCY (ELTC, FRANKLIN COVEY EGYPT)
• Helping HR Managers identifying, and assessing training needs & matching them with the exact training solution within their organizations, and assisting theme to succeed in their development process and achieving their desired results.
• Participating actively in introduction the company marketing plan through research and analysis to the market in terms of Quality of Product - Prices- Standard of product delivery.
• Supervise & train the new sales staff on the company products & services.
• Participating in the preparation of Dr. Stephen R. Covey’s events in Egypt.
• Giving alternative suggestions for changing the market plane direction according to my experience gained from the daily exposure to the market.
• Make sure that the product presentation is always updated and is up to the company standards and the corporate image and represent the company in the best possible way.
• To deal with and respond immediately to complain of company accounts or to channel them to the right level to ensure that the complaint process handling is up to the organization standards.
• Work closely with the customer service and P.R to divert their efforts to the right direction
• Establish staff files including their employment documents.
• Issue a monthly Sales report.
• Issue the marketing plane for the department.
• Maintain a good level of product knowledge background.
• Issue any offers or proposals.
• Conduct Daily sales calls according to the directions of the director of business development.
• Record the sales calls in the customer history profile and make sure that the follow up needed is documented for future actions.