Sr. Manager
Nahdet Misr
Total years of experience :15 years, 7 Months
Nahdetmisr group for 1800 employees
▪ Lead the Organization Development function through:
➢ Lead the Organization structure design for the entire group and restructure proposals to support change initiatives &
department efficiency
➢ Lead the design of Grading structure, job design, analysis & job evaluation, and oversee the implementation
➢ Develop, activate, and communicate competency framework
➢ Design and implement succession planning program & high potential “HIPO” through identifying critical roles,
evaluating potentiality, conducting the assessment, incumbent/successor assessment, and performance review. design
developmental activities, oversee the implementation & regularly evaluate the plan progress.
➢ Develop HR policies, processes, and procedures to ensure all relevant procedural/legislative requirements are fulfilled,
➢ Develop a code of conduct and employee’s handbook & oversee the communication and implementation
▪ Performance Management:
➢ Lead the process design, development of departmental scorecards, and reporting
➢ Lead the Performance Management process across all functions by designing the process, and formats, assisting in the
objective / KPI’s settings, monitoring the proper execution of the entire performance management cycle; from
performance planning to performance review, to assist in achieving the planned performance.
▪ Employee Development & retention
➢ Develop and implement internal employee satisfaction surveys and propose action plans
➢ Lead the design of workload analysis and oversee the implementation
➢ Lead & oversee the work from home initiative
➢ Lead the employee’s reward and recognition program
➢ Lead the training and development function through strategy development, Manage the Training needs assessment for
all employees
➢ Develop & Implement employee’s Personal Development Plans (PDP)
➢ Develop the training plan, by preparing an annual budget & monitoring its implementation
➢ Select training providers that best deliver the targeted training objective or design internally the training program
content & oversee the training implementation and evaluates the training effectiveness, by measuring training effects
regularly, training design, and or selection
➢ Prepares HR budget and monitors financial performance versus the budget to ensure alignment.
▪ Lead the Talent Acquisition function through:
➢ Develop workforce plan through identifying, analyze & reviewing manpower needs “Short term / Long term”, in
alignment with the business needs
➢ Develop sourcing strategy, channels, sources; local & ex-pat” for all jobs and lead the C level position search and
interviews
➢ Design & supervise the newly hired induction program
➢ Lead the employer branding Plans and implantation
Develop & review organization structure in alignment with the business objectives, leading the HR department
restructure to apply the Business partner model effectively.
▪ Led the job design, analysis, description, and evaluation then map it to the company grading & salary structure.
▪ Design & implement the succession planning program for the critical roles through, designing the program, proposing the
developmental activities, overseeing the implementation & regularly evaluating the progress.
▪ Led the development of the Human resources manual
▪ Led the Development of the company Code of conduct & Employee handbook
▪ Design the company Induction & onboarding Program
Led the Learning & Development function to enhance the effectiveness of employee performance through, conducting a
needs assessment for organization and staff needs, deciding strategy & channels, developing the training plan, designing
the training and development activities and functional tracks, and evaluating the training effectiveness “Kirkpatrick”
▪ Launch the internal training academy and rewards
▪ Design and lead the implementation of promotion system, reward & recognition programs.
▪ Led the design & implementation of an effective performance management system through designing the process,
communicating the process to all employees, coaching managers, evaluating process and results, investigating complaints
& finally delivering the bell curve.
▪ Oversee the design and implementation of the employee satisfaction survey
▪ Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
▪ Forecast & manage OD, Employees & HR activities budget effectively.
▪ Manage the employee’s activities and corporate events plans and implementation.
▪ Conduct HR audits against the standards, then develop a gab report and action plan
Al-Sharkyia Sugar Manufacturing, ASSM, 450 employees
▪ Setting up the department through developing all policies and related framework
▪ Lead the design of Organization structure in alignment with the business objectives and develop associated manpower
plan
▪ Lead the job design, description, and evaluation
▪ Design sourcing strategy to hiring the first batch that consists of 150 jobs “blue and white-collar” with 85% saving in
recruitment budget, & executive search for C level positions
▪ Design Talent management policies and procedures
▪ Develop the training strategy and plans to cover both technical and leadership needs, and oversee the implementation
▪ Lead the Performance Management process across all functions by designing the process, and formats, assisting in the
objective / KPI’s settings, monitoring the proper execution of the entire performance management cycle
▪ Responsible for HR analysis & reporting
▪ Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
▪ Lead the department action plans for rewards after the Egyptian pound devaluation by conducting a survey and proposing
solutions to the board for both short and long term
▪ Oversee the training implementation of FSS22000 training
SAVOLA FOODS EGYPT, United Sugar Company, in Sokhna, for 650 employees
▪ Responsible for developing Organization Structure
▪ Develops and Maintain Job descriptions, by developing/reviewing job responsibilities, identifying competencies for each
job, to ensure the standardized job descriptions & conducting Job Evaluation using the Hay methodology
▪ Manage the Performance Management process, by monitoring the proper execution of the entire cycle; from performance
planning to performance review, and develop the final reports
▪ Participate in the design of blue collars KPI’s design and lunch in association with the TPM project
▪ Implement the succession planning for the key critical positions by using the 9 boxes.
▪ Design Technician Development program in coordination with Mubarak cool schools “learning by doing system” in
terms of program objective, guidelines, budget, student testing, selection, and monthly evaluation which lead to saving
20% in the technician hiring
▪ Develop Policies & SOPs for Recruitment, Onboarding, Internal Transfer /Hiring, and JA, JD & JE within USCE and
supervise the implementation.
▪ Participate in the development of the company training plan, through conducting TNA, training design or selection,
supervising the delivery, and following up on the post-training assessments.
▪ Participate in the grading re-structure
▪ Play a key role in the launch and operation of the company HRIS “Oracle & Taleo” through:
➢ Serves as a
Led the first batch hiring 200 employees that consist of white and blue collars with 80% saving in the recruitment cost
Training
➢ Feb 2019 Quest, Selimi Tango
➢ Aug 2018 Trainera, Coaching
➢ Jul 2017 Dale Carnegie, Leadership for Managers
➢ Jun 2017 TUV, NORD FSS22000 Awareness & Lead Auditor
➢ September 2015 Dale Carnegie Training Egypt, Effective Communication & Human Relations “How to Win Friend &
Influence People”
Degree in