Experience

GXEGY

• United Kingdom
• Financial Services
• 1 - 100 Employee

• Co-Founder & Chief People Officer

  • Feb 2021 - Present

  - The Chief People Officer will have responsibility for managing the HR function in a company, acting as the top people strategist within organisation. - As part of this role, the CPO will be expected to provide creative and insightful solutions to critical HR issues and advise other members of the executive team accordingly. - Partner with management to address day-to-day HR operational issues such as employee relations, compensation reviews, escalated benefits issues, performance management and training Playing a role in the strategic deliberations of the executive team. - Supervising and leading the HR team in creating an inviting and cohesive employee experience. - Implement and manage compliance efforts with all the employment laws and regulations that govern the private companies relating to all aspects of the employee life cycle - Act as an employee champion and change agent by anticipating HR-related needs and delivering value added services for the benefit of the employees. - Providing insightful crisis management advice when required. - Maintain an effective level of business literacy including company goals, mission, financial position, strategy, competition, technology and culture. - Investigate claims of misconduct and escalates to legal and security team as required. - Maintaining current knowledge of industry trends and employment legislation to ensure regulatory compliance. Identifies trends that could impact the organisation objectives. - Ensuring that the organisation’s values are reflected in people-oriented decisions. - Driving the change management of the organisation. - Develop and manage annual budgets for the department and perform periodic cost. Show less



Independent

• HR Consultant

  • Jan 2016 - Present

  HUMAN CAPITAL MANAGEMENT: My main mission and target is to help your business to be the 1st through managing their human capital as an very basic asset of the company, Through: • Advising companies on best human capital management practices. • Helps them strategically integrate effective HR processes, programs and practices into their daily operations. • Perform internal reviews and audit of current systems and policies. • Perform quality assurance checks. • Deliver surveys to employees. • Conduct investigations and research into reclassification and classification. • Match the right job seekers to employers. • Ensure business practices are in accordance with human resource policies and labor laws. • Provide the Suitable training for managers and HR employees. • Provide company with updated salaries survey and job description information. • Help implement applicant tracking systems. • Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations. • Lead HR-related projects. • Provide advice on discipline process, conduct disciplinary review conferences and advise on appropriate outcomes. • Develop employee restructuring plans. • Devise severance packages. • Participate in the design, development and implementation of innovative workforce retention programs. • Provide review and approval of requests for reduction-in-force, reorganizations/realignments. • Responsible for providing human capital management advisory services to businesses. Helps companies develop and communicate policies, train employees, and implement a recruitment process. Show less



3M Retail Company

• Ancient Egypt

• Institutional Development Director

  • Jun 2019 - Aug 2020

  - Current situation analysis. - Plan goals according to the vision. - Create more profit opportunities. - Establish a comprehensive organizational structure. - ERP Project System. - The project to raise the efficiency of workers. - A project to raise the level of commercial branches. - System change and renewal project. - Preparation Job Description. - Job and employee evaluation. - Establishing institutional systems. - Selection of new talents (VIP). - Skill competencies jobs. - Raise the institutional affiliation. - Policies and procedures. - Negotiations with government agencies. - Follow-up, training and extension. Plus some brief details.. Create a new org structure in line with Mix& Match’s new transformation agenda Set the required change management program for enablement of the transformation Develop a Performance Management System including objective setting, performance reviews, rating and compensation decisions Foster a positive and engaging culture and maintain strong relationships with management and team members Collect HR Metrics and Analytics including turnover,org changes, recruitment & training Ensure that employee relations issues are resolved quickly and effectively Conduct and analyze exit interviews, providing feedback to leaders where required Build and offer in-house and external training programs Oversee the career development process including career discussions and mentoring the HR team to be involved as well Show less



EL MANSOUR company (Real Estate Development)

• www.melmansour.com

• HRM Business Partner

  • May 2017 - 2019

  Convert any system with complete discipline and performance. Convert any system with complete discipline and performance.



EL NOUR company (spare parts of cars)

• www.elnouregypt.com

• Human Resources Manager & OD

  • Oct 2016 - Apr 2017



Universalgroup (Advanced home appliances)

• Egypt-Cairo

• OD Head & Deputy Recruitment Director

  • Nov 2014 - Jan 2016

  • To contribute research, analysis and ideas to the development of the Fund’s HR strategy in order to ensure that organisational development initiatives are appropriately integrated and aligned with strategic and business goals. • To design and deliver OD and change management strategies, processes and interventions that support the Fund’s ambition to be a high performing organisation; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm. • To support specific performance improvement initiatives, to identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas. • Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps). • Designs the selection matrix for choosing the optimum recruitment channel and recruitment source. • Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization. • Builds a quality relationship with the internal customers and external recruitment agencies. • Monitors and constantly reduces the costs of the recruitment process. • Sets the social media communication strategy for different job profiles and functions in the organization. • Monitors the labor legislation and implements required changes to keep the process compliant. • Manages and develops the team of HR Recruiters. • Represents the company and its HR/Compensation & Policy key stakeholders and to other agencies in a positive and productive manner. Responsible for developing, implementing, communicating and monitoring the Compensation and Policy system/process for the entire organization. Show less



Asfour Crystal

• Egypt
• Consumer Goods
• 300 - 400 Employee

• HR Head (Responsible for handling all HR activities SBU)

  • Jul 2011 - Oct 2014

  • Sharing the company HR objectives by Establishing and implement HR management System Coherent with the corporate growth strategy and ensure that HR objectives is aligned with corporate strategy and complies with International standards and regulations.• Establish and upgrade all HR programs in plant in coordination with the HR Director including but not limited to performance management, recruitment, policies, training and development and employee relations.• Responsible for developing, updating and ensuring that all human resources activities, processes and procedures are applied correctly. • Maintain a positive employee relations environment.• Handle the recruitment and selection process to be quite sure that we attracting talented candidates and to compliance with the recruitment policy and labor law.• Handle exit interview and generate monthly report for management.• Work with management team to forecast and analyze workforce planning data and put the recruitment plan based on it.• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, employees’ dismissal, and administering disciplinary procedures.• Plan and conduct the new employees’ orientation.• Sharing and provide application method for company policies procedures, and employee handbooks.• Administer compensation, benefits , performance management systems, safety and recreation programs• Ensure department team compliance to quality management system and actively contribute to relevant continuous improvement programs.• Analyze the appraisal results and prepare the final reports highlighting the strengths & weaknesses of employees in each department/sites and preparing “Training Needs Assessment” accordingly.• Ensure that all job descriptions are Cleary within and updated from time to time.=====Message from linkedin:-You have exceeded the maximum length by 1942 character(s).See examples Show less

• Senior HR Generalist

  • Feb 2009 - Jul 2011

  • Work with HR Director and department heads to identify talent and build a succession plan.• Ensure that each employee has an opportunity for career development through developing and updating career paths for different positions.• Effectively develop and execute HR training programs to plant and head office personnel.• Work with HR Director responsible to create and update the worker incentive and reward system.• Conduct orientation session for newly hired employees including company overview, leave and vacation system, incentive and benefits, performance system and general policies.• Performing Job analysis for current/prospective employees including job descriptions and job specifications for executive management level & Carries out job analysis exercises, drafts job descriptions for new and current jobs.• Planed , conducted and supervised the company orientation program to foster positive attitude toward organizational objectives beside designing the employee's handbook including code of ethics• Conducted and supervised communication, and culture control programs.• Designed and implemented the company Training and development process starting from its business needs, passing by the TNA (Training Needs Assessment) • Set up the human resource management policy and procedures. Show less

• OD Specialist

  • Aug 2007 - Feb 2009

  • Serve as a link between management and employees by handling questions, interpreting helping resolve work-related problems.• Facilitate organizational development and change.• Partner with HR leaders to successfully implement talent and organizational effectiveness processes.• Lead talent management processes and measure effectiveness utilizing operational excellence tools• Proactively examine talent and culture data, deliver analysis, communicate trends and recommendations.• Identify, develop and implement improvements in Human Resource Information System processes and procedures• Help directors in determining the manpower planning for each position.• Develop jobs descriptions with departments' heads for all the company positions and Specifications• Develop and implement the Job Evaluation System "International Position Evaluation"• Develop and Implement HR Policies & Procedures Systems• Making the Organizational structure of the company.• Preparation and participation Oracle training program.• Participation in the preparation of project competencies and job requirements.• Participating in Setting Key Performance Indicators (KPIs) to monitor the performance• Develop and Implement Competencies Model. Show less

• HR Coordinator (Responsible for handling all HR activities SBU )

  • Jan 2006 - Aug 2008

  • Responsible for all on –boarding and off – boarding process for personnel and logistics activities for hiring, transferring, promotion and exist for headcount and non-headcount.• Assists in hiring process by coordinating job posting on Web site, reviewing resumes, performing telephone interviews and reference checks.• Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. • Participates in setting the annual recruitment plan and prepares reports with progress achieved.• Prepares the job vacancies announcements, either to be published internally or in media (newspapers, magazines), and submits it to the HR and administration director for review and approval.• Construction job description scrutiny approximately 77 jobs.• Coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.• Create, establish and audit an occupational health and safety management system (OHSAS 18001); (ISO 9001) and certification.• Participation in the project assessment technicians (blue). Show less



Egyptian armament authority

• Egypt

• Office Manager

  • Feb 1999 - Oct 2005

  Office Manager (Responsible for documents and assessments, meetings, reports and administrative affairs) Egyptian armament authority http://en.wikipedia.org/wiki/Egyptian_military_industry (Director of the needs and grants U.S) Feb 1999 – Oct 2005 • Managing all functions related to logistics, confidential files, Special projects, documents , performance appraisal, training and strategic and executives meetings . Office Manager (Responsible for documents and assessments, meetings, reports and administrative affairs) Egyptian armament authority http://en.wikipedia.org/wiki/Egyptian_military_industry (Director of the needs and grants U.S) Feb 1999 – Oct 2005 • Managing all functions related to logistics, confidential files, Special projects, documents , performance appraisal, training and strategic and executives meetings .