ياسمين طه

 Developing talent acquisition strategies and hiring plans
 Updating current and designing new recruiting procedures
 Supervising the recruiting team and reporting on its performance
 Working closely with recruiters to manage sourcing, interviewing and employment processes
 Coordinate with department managers to forecast future hiring needs
 Using metrics to create reports and identify areas of improvement
 Assist in employee retention, development and succession planning
 Implement new sourcing methods
 Recommend ways to improve employer brand
 Organize and/or attend career fairs, assessment centers or other events
 Build the company’s professional network through relationships with HR professionals, colleges and other
partners

 Building strong talent pipelines and managing recruitment up to c-suite level
 Manage and oversee the Human Resource function in Egypt Nigeria and Jordan
 Using experience, skills and knowledge of the HR industry to make an impact in key areas such as change
management, organizational design, employee engagement and talent analytics
 Consult with line management and provide daily HR guidance
 Analyze trends and metrics with the HR department
 Resolve complex employee relations issues and address grievances
 Work closely with management and employees to improve work relationships, build morale and increase
productivity and retention
 Provide HR policy guidance
 Monitor and report on workforce and succession planning
 Identify training needs for teams and individuals
 Evaluate training programs
 Coaching and mentoring junior team members and HR line managers
 Suggest new HR strategies

 Manage and oversee the Human Resource function.
 Manage and control the budget of the Human Resources Department.
 Manage and control the developing, implementing and managing the
company’s HR strategy.
 Assist the country GM in developing, implementing and managing the
company’s internal communications strategy.
 Assist the Heads of Departments in identifying the manpower requirements and set annual manpower plans based on the sales forecast.
 Manage the recruitment process from sourcing candidates to their joining for local and overseas recruits.
 Manage the day-to-day employee relations function.
 Develop, implement and maintain HR policies.
 Reviewing organizational structure and making recommendations to the country GM.
 Manage the HR programs and initiatives developed by the regional office.
 Manage the researching, designing and implementing new remuneration
packages to ensure market competitiveness.
 Manage the company’s compensation and benefits scheme, including incentives and bonuses.
 Provide comprehensive HR support to all business partners.
 Manage the performance management process.
 Liaise with department heads to conduct extensive training needs assessments to develop training programs and implement individual development plans.
 Provide advice to all department heads on HR related matters.
 Develop training programs and conduct training.
 Manage the job analysis process and ensure JDs are created and updated regularly.
 Manage employee’s labor relations and welfare.
 Manage the payroll process ensuring compliance.
 Retain the existing staff members through HR initiatives and programs approved by management.
 Manage the New Employee Induction and On-Boarding Program including formal and informal orientation programs.
 Manage the company’s undergraduate and postgraduate programs, including recruitment, placement and developing training plans.

 Managing conducting the job analysis to create and update clear job descriptions in order to hire, train,
compensate, and evaluate the employees.
 Ensure the effective achievement of HR departmental objectives through the leadership of the HR Section -
setting individual objectives, managing performance, developing and motivating staff, provision of formal and
informal feedback and appraisal - in order to maximize subordinate and the performance of the section.
 Preparing and analyzing statistical HR reports & documents within specific timeframe as requested by
management.
 Developing and implementing pay plans based on reliable benchmark, to meet company needs and objectives.
 Developing and managing an effective payroll system applying the company rules and laws to get the wages paid
- correctly, and on time monitoring any possible variance between actual results and budgeted targets to propose
correct actions to other departments supervising.
 Recruitment Process.
 Reviewing and updating the policy and procedures for the management approval in the light of changes to the
labor law or company regulations.
 Identifying the training needs assessments (TNA), designing the annual training plan & preparing the training
budget
 Merit of providing prompt resolution of employee grievances to maintain cordial management-employee relations.

Press release review
 Collecting competitor information
 Budgeting
 Appointment & Internal Actions
 Service Scope Mgmt
 Plan Mgmt
 Communication Mgmt
 Quality Mgmt
 Issue & Risk Mgmt
 Output Annual Budget
 Quarterly Analysis
 Contract Analysis
 Monthly Report

 Responsible for each project cost control and utilization rate.
 Collecting all the revenue data for each quarter in weekly bases.
 Tracking the revenue recognition points to achieve the target.
 Responsible for the Stream committee monthly meetings by collecting
the agendas and discuss it with each project manager with milestone.
 Follow up the problems and the pending issues (Action Plan) & (Support
needed) discussed in the meetings and try to solve and finalize it with the
project management team in each project.
 Track all staff labour hours.
 Using Quality assurance ISO 9001:2008.