Talent Management manager
EGIC
Total years of experience :15 years, 8 Months
Restructured talent management & HR strategies, and achieved
manpower planning, performance management, talent engagement, and development vision.
● Chaired as strategic HR partner to senior management.
● Formulated manpower planning of all departments including restructuring projects.
● Recruited 600 employees in one month for sales distribution in Delta & Upper Egypt.
● Authored Learning & Development strategy to prioritize business goals and career mapping.
● Overhauled Succession Planning, Talent Reviews and High Potential programs.
● Produced internal communication strategy to sustain employees’ awareness with company regular activities and achievements.
● Initiated rewards and recognition programs to enhance employees’ loyalty and employee engagement.
● Revamped Performance Management & Competency Framework to transform into a performance-driven organization.
● Reviewed all HR Policies to improve efficiency and align HR practices with EGIC strategic Vision.
Redesigned people strategy in Egypt through embedding Agile performance management practices.
● Identified key talents, succession planning, organizational development, career development programs, mobility, rotation, and coaching programs.
● Renovated culture, change management, engagement, and retention strategies.
● Mastered performance management cycle transformation, implementation and facilitated a culture of continuous and multi-directional feedback, monthly audits, peer evaluation, cross-functional calibration circles and promotion panels.
● Modernized Egypt Talent Review Framework to set critical roles, assessed leadership benchmark and developed high potential talents to be the future leaders.
● Invented 1st time manager program through gamification and classroom sessions to educate all employees on HR practices, leadership roles and activities.
● Enhanced leaders’ cultural capabilities that contributed to the enhancement of NPS score from 45 to 80.
● Initiated mentorship program and linked high potential employees with desired mentors to develop employees career path.
● Defined internal trainer academy to compose culture of peer learning and executed 60+ internal training sessions with satisfaction rate of 98%.
● Moderated internal communication campaign (Start and Adventure) that spearheaded employees’ career development, success stories to enhance engagement level & sense of ownership.; Promoted employer branding & capabilities and managed its talent pipeline by spotting potential, analyzing teams’ development goals, and managing learning programs
Modernized Egypt Talent & Development Framework to set critical roles, assessed leadership benchmark and developed high potential talents to be the future leaders.
● Streamlined Trainer Club initiative to provide internal pipeline of trainers that covered 80% of technical & soft skills trainings and saved 10 million EGP.
● Managed Executive Management Development plans with budget of 7 Million EGP and promoted 40% of managers according to the desired career aspirations.
● Supervised LIFE program execution targeting blue-collars development by embedding 70/20/10 model and presenting internal pool of coaches.
● Originated training catalog to provide employees with all-inclusive development tools.
● Co-authored competency framework program performing Expected Level Per Position concept within “Geocycle department” to sustain fair performance appraisal.
● Arranged regular communications (Mr. L&D Campaign) that encouraged employees to access online learning on tips to raise internal behavioral model awareness.
● Generated globally recognized Behavioral Competencies assessment tool and coached stakeholders to support employees career journey.
● Systemized Onboarding Program to enrich new members journey from the first contact until the smooth integration into the company.
einforced leadership capabilities transformation by using Nestle Continuous Excellence tools to reinforce department objectives & KPIs, competency framework, and performance management system in all company premises.
● Enhanced performance management cycles by developing monthly checks, peer evaluation tools, leading cross-functional calibration circles and promotion panels for talent reviews and performance.
● Developed potentiality assessment tool to facilitate employees’ placement in the 9 box grids.
● Moderated cross-functional team of Leadership development pillars to lead culture change program within all company premises.
● Implemented Learning & Development strategies by revamping development policies and enabling the 70/20/10 model.
● Identified and analyzed key performance and employees’ engagement issues.
● Implemented one year learning setup targeting employees experience and career progression.
● Innovated competency model assessments and taught all stakeholders & leadership development pillars on how to conduct proper development.
● Delivered internal training and awareness workshops on soft skills, HR initiatives, and products and services.
● Executed training activities across MEA Region. Invoiced all training purchase orders and monitored global financial process for all organized trainings.
● Prepared monthly KPIs reports, controlled monthly cost of training centers.
● Executed training activities across MEA Region. Invoiced all training purchase orders and monitored global financial process for all organized trainings.
● Administered all transfers, compensations, and benefits across MEA Region
● Coordinated team-building events for regional HR department.
● Trained new agents on soft skills, customer service, and tele-sales techniques during probation period.
● Prepared Knowledge base for each project to empower agents. Monitored calls for quality purposes & KPIs monitoring.