Experience

Al Kamal Import & Marketing Co. W.L.L

• Egypt
• Hospitals and Health Care
• 1 - 100 Employee

• HR and Organization Development Manager

  • Jun 2019 - Present

  HR Achievements • Development and implementation of o HR policies and procedures. o Employee’s Handbook. o Career Development System/Promotion. o Grading and salary structure (Job evaluation using Point Factor Comparison). o Digital transformation of all human resources management policies and procedures and related analysis/reports. o Scenarios based salary increase aligned with the company profit margin. o Job descriptions. o Job profile. o Organization restructures. • Increases employee’s productivity via effective implementation of the workload analysis • Rationalization of job titles OD Achievements • Development of the current and the TO-BE organization work flow using Swim-lane diagram to increase the organization performance efficiency. • Development and implementation of: o Sales procedures o Digital transformation of the sales activities and related analysis/report via Google Data Studio o Cost optimization plan o Corporate performance management system o Sales bonus scheme aligned with product’s profitability • Increases sales value and customer base • Reduces number of non-profitable products • HR cost optimization Show less



Free-Lancer

• Musicians
• 700 & Above Employee

• HR/Business Consultant

  • Jun 2016 - May 2019

  HR Activities: Development of: • All HR process, policies and procedures • Digital transformation of all HR process, policies and procedures via Google Data Studio • Organization re-structures • Job evaluation, grading and Salary Structures • Competency Model • Competency-based interview model • Career Development system “competency-based training programs” • Succession planning • Workloads analysis • Employee’s layoff scenarios • Blueprint of the HRIS and participate in the adaptation with the other active modules • Training manuals • 360 evaluation process • Corporate Performance Management model o Related results:  Increases: • Revenue per employee • Profit per employee • Training efficiency rate • Promotion rate • Average length of service • Employee’s satisfaction rate • Offer acceptance rate • Yield ratio  Reduces: • Overtime per employee • Labor cost per employee • Labor cost percentage of revenue • Labor cost percentage of total expenses • Absence rate • Absence rate per manager/department • Overtime expense per period • Training expenses per employee • Turnover rate of talent • Turnover rate • Turnover rate per manager/department • Cost of turnover • HR cost per Full Time Employees • Time to fill/ Time to hire • Cost per hire • First-year resignation rate • First-year turnover rate /First-month turnover rate Organization Development Development of :  Company Workflow , GAP analysis, related corrective action, and reports  Organization Capacity Assessment and designed related action plans and success factors.  Accountability Matrix  Business Model Canvas  Digital transformation of the sales activities via Google Data Studio Show less



SAPESCO - A NESR Company

• Egypt
• Oil and Gas
• 200 - 300 Employee

• Corporate Performance Manager

  • Feb 2012 - May 2016

  Conduct Competency Based Gap Analysis-Designs Competencies &CDS -Designs Equipment &personnel utilization procedures & related analysis-Designs SOPs-Development &Implementation of: Job Descriptions-PMAS &integrated it with SAP HR module-Organization Work-flow, GAP analysis Organization re-structure &efficiency assessment accountability matrix -Company balance scorecard On-job training evaluation system-Career development system-Competency-based interview model-Rationalization of job titles and development of titles skeleton-SMEs (Subject Matter Experts) per area of specialization as an internal trainer and key technical advisors-Training manuals-How to set SMART objectives and how to set related KPIs and related measures – How to write-Effective root cause analysis Direct &Hidden Cause-Procedures of work instruction write-up (Petroleum Services Sector)-Corporate performance Management Model at the petroleum services sector-Related results: Increases(Revenue from non-conventional services by 20%-Revenue from conventional services by $1Million-Contracts renewal rate by 30%-C/H “Cased Hole” Market share 15%-Market Share for Petroleum industrial service from 27% to 32%-Tools petroleum services market share from 5% to 22%-Petroleum well services-market shares from 1% to 27%-Tender success rate by 45%-Reduces-Transportation and rental of equipment by 10%-OPEX “Operating Expenses” by 5%-Credit notes Vs. revenue from 15 % to 5%- Penalties due to crew performance from $160K to $70K-Penalty due to Equipment efficiency from $950K to $40K-Cost of maintenance by 40% by implementing the concept of "run to fail" -Accident causing lost time accident from 7 to 4 & 0 Fatality-Automotive accident rate (AAR) to 0-Open non-conformity note to 0-Percentage of lost quotations by 25%-Development & Digitalization of:OEE model Overall Equipment Effectiveness-CVR (Customer Visits Reports) with positive impact: Collection of $ 1.2 Million outstanding invoices.Reduces customer complaints by 30% Show less



Multiple Companies

• Cairo, Egypt

• Instructor

  • Jul 2010 - Jan 2012

  • Train The Trainer • Human Resources Management Diploma (Advanced Level- Simulation) • How to write effective procedures • How to Conduct HR Audit, writing of non-conformities and validation of root causes and corrective actions, designing corrective and preventive action plans. • The Art of building competency model • Design a Strategy map and put it into practice • How to Design Corporate Performance Model, analyze data, categorize results, and design corporate performance Report • How to design company workflow, identify GAPs, fill in the GAP, and convert work follow into procedures • How to design Grading System (Workshop) • How to write effective job descriptions (Workshop) • How to Design Accountability Matrix (Workshop) • How to design Authority Matrix • How to design a Performance Management System with all related formats and criteria of evaluation (Workshop) • 7 ½ Organizational Structures • HR ratios and calculators (Workshop) • How to manage employee performance appraisal in change management? (Workshop) • How to design a Competency-based interview model? • Crisis management (Workshop) • Business Model Canvas Show less



DNV

• Norway
• Public Safety
• 700 & Above Employee

• Admin & HR

  • Nov 1999 - Jun 2010

  • Coordinates: o All HR activities/ERP o Annual/Monthly customer’s audit plan o All Administration and facilities activities o External/ Internal training programs o budget annual process concerning data collection and analysis o Petty cash • Updates staff job descriptions • Analysis annual objectives implementation highlights and lowlights • Updates and maintain auditor’s qualifications • Handles internal and external complaints • Managing all customer's activities [Contracts, invoices, account receivables, certificates Validity,….etc.) • Super user of two ERP systems related to customers, staff, and training • Acts as the focal point for any governments matters (General Authority for Investment and Fee zone “GAFI”, Egyptian Tax Authority, Labor Office, Social Insurance and Contracting Insurance) • Prepares monthly bank reconciliation Show less