Group Talent Manager
Wadi Group
Total years of experience :14 years, 7 Months
Talent Acquisition
•Designing and Communicating Talent Acquisition policies, procedures
•Recruiting more than 100 Caliber at managerial and executive positions
•Enhancing the full recruitment cycle by introducing pre assessment tools and using CBI techniques
•Designing and implementing Employer Branding campaign including career portal, testimonial videos
•Developing and implementing new attractive internship and induction programs
•Achieving a Paperless recruitment process starting from Requisitions ending by issuing employment contract
•Reducing Recruitment costs by 80% by using more effective and economic tools
Learning and Development
•Designing and Communicating L&D policies, procedures
•Managing Wadi Training Facility and Renovate it with high technology
•Establish and Manage Wadi Academy endorsing eight different schools (English, Computer, Technical, Poultry, Finance, behavioral and Managerial )
•Develop and Design Wadi Instructional design school to develop Wadi Behavioral curriculum
•Automate the full L&D cycle
•Implementing Culture change program (WADINA) including implementing big event for 500 employees and designing the branding of the campaign
•Reducing L&D cost by qualify internal trainers and technical curriculum
•Creating Technical Competency library
Organizational Development
•Designing and Communicating PMS policies, procedures
•Cascading down Wadi business plan by clear and smart KPI’s
•Implementing a grading model for all jobs using Hay methodology
•Running internal assessment center for promotions using different tools
•Designing and Launching HIPO program to identify high potentials
•Design Wadi core competency model using CEB UCF and customize competency guide
•Enhancing Internal communication by launching Wadi internal portal
•Run Talent Management reviews
HRIS
•Launching and Implementing Oracle HR core, Payroll system, Self Services, Talent Management module
•Using Business Intelligence in HR reporting and analytics
Supervising the implementation of all HR activities inside the plant
Share in the process of organizational development and creating a supply chain department
Supervising the manpower planning of the plant
Working as changing agent and supporting all management team
Work closely with the employee union and resolve employee problems and grievances
Plan and Supervise the implementation of the training plan inside and outside the plant
Deal with the outsourcing companies for Casual workers
Supervise the proper implementation of all personnel. social insurance and labor office operations
Responsible for review and update the company strategic reward system
Building and developing the salary structure and assisting in establishing job evaluation system using
Hay approach
Assists in development of company policies and procedures.
Establish Ethics code of conduct and follow up it’s implementation
Delivering Management programs
1-Learning and Development:
• Set the annual training plan based on the Training need analysis and follow up it’s execution
• Establishing a “Training Matrix’ according to behavior and technical competencies for all departments
• Responsible for Talent management and succession planning programs “Americana Building people capabilities “
• Responsible for Developing Instructor Guide for Corporate Programs and supervise the implementation of the In Factory Training program “IFT”
2-Recruitment and Manpower planning
• Select, Head Hunt, Interview & assess candidates to meet annual recruitment targets “Clerks, seniors and middle management candidates”
• Interview candidates using Americana competency based approach by using the Targeted selection software from DDI “Development Dimension International”
• Responsible for Factory’s manpower Transfer and promotions
• Launch an Assessment center “Technical & Behavior “
3-Organizational Development:
• Responsible for developing the job descriptions and identifying the K.P.I’s “key performance indicators” for company’s departments
• Participating in the launch for the new Americana performance management system
4- HR Business Partner
• Responsible for Launching of Balance score Card Project to align daily operations with Company
Strategic objectives
• Act as changing agent by working closely with management and employees to improve work relationships, build morale and increase productivity
5- Compensation & benefit:
• Responsible for review and update the company strategic reward system
• Building and developing the salary structure and assisting in establishing job evaluation system
• Establish Internal Equity System to reach Internal Justice
• Establish and Review benefits policy and it’s implementation
6-Employee Relation:
• Assists in development of company policies and procedures.
• Establish Ethics code of conduct and follow up it’s implementation
7-Americana International - In Trainer:
1- Provide physicians with Technical training on Bayer Schering product “Mirena”
2- Develop & manage business relationships with all clients including physicians to continually
influence the sale and market growth of Bayer Schering Pharma products.
Best Sales Achiever on the national level
Diploma in HR
“Master of Business Administration”, Major “Human Resources Management”,
Bachelor's of Pharmacy