Experience

SDHR

• Architecture and Planning

• Human Resources Consultant

  • Apr 2022 - Present

  • Setting strategic plans for human capital on long term according to the organization’s vision and business needs. • Setting clear HR objectives, involving key performance indicators. • Directing on the interpretation and application of performance management and formulating changes if needed. • guiding organizations across global economic environmental changes. • Full visual study for labor market in new business lines and HR forecast for manpower in this new project. • Setting and reviewing HR policies, and procedures, guidelines, and develop HR templates according to international standardization. • Responsible for the continuous improvement of HR operations and managing all HR functions remotely. • Coaching supervisors/managers in the administration of the approved performance management system. • Conducting training and development needs analyses, setting annual training plan, contributing to the development of customized training programs, executing the specialized training programs in training plan, measuring ROI for training. • Responsible for HR Auditing, Control, Governance, employees satisfaction, and organization justice. • Responsible for HR information system and HR dashboard. • Full support in global and local market crises. • Assist in decision-making by submit periodic HR reports on time.



PETROLIFT

• 1 - 100 Employee

• Human Resources Manager

  • Mar 2010 - Apr 2022

  • Setting HR strategies aligned with the overall business strategy. • Responsible for clarifying HR plans (including objectives, and key performance indicators) to business unit heads. • Managing relations between the company and governmental organizations (social Insurance, labor Office, income tax) • Annual manpower planning (annual recruitment plan, retaining talented employees’ program, headhunting resources) • Dynamic employees' payment plan (salary scale, up-to-date compensation matrix, benefits programs, and reward system) • Led training management (assess training needs, design training programs, train employees). • Managing performance (overseeing performance appraisal system, setting employees' KPIs, overseeing workload analysis). • Continuous update of human resources policies and procedures. • Managing and overseeing the payroll process and ensuring timely payments. • Update human resources Workflow documents to ensure facilitation. • Managing legal administration (ensuring compliance with all labor laws or any related law to the operations of the organization, reviewing investigations with employees). • Managing administration afire 3 Years (2011-2013) including managing 40 cars to be controlled serve in operations "petroleum fields" and administration. • Responsible for annual salary tax statements with a chartered accountant. • Managing HR & social events (Weekly conference at company theater to ensure employees’ knowledge of the HR system, employment fairs, annual company celebrations, and conferences) • Supporting managers in control of the workforce, especially during crisis times (2011 Revolution - COVID-19 Pandemic), and Handling difficult conversations between employees and the company by addressing demands, grievances, or other issues. • Ad Hoc Processes like overseeing and managing medical insurance, employees’ transportation, and GPS tracking).



ENCO construction

• 1 - 100 Employee

• Human Resources Manager

  • Oct 1999 - Feb 2010

  October 1999 – April 2001: HR Specialist • Assist in HR performance management processes. • Organize social events. • Responsible for processing and managing the payroll including monthly updates and tracking of employee s bonuses/incentives/commissions/increment, unpaid leaves, and expense reimbursements. • Preparing the new hire on-boarding process. • Keep employment records up to date. • Implement training programs that will prepare employees for the next step of their career paths. May 2001 – February 2005: HR Generalist • Responsible for quarterly and annual training programs. • Create and implement effective on-boarding plans. • Support management of disciplinary and grievance issues. • Search for and enforce new sourcing methods to find job candidates. • Plan annual courses for all staff members. • Tracks the completion of performance appraisal reports. • Engages with managers to ensure full compliance with performance management principles • Collates information on identified gaps in employee performance based on performance appraisal reports and makes recommendations for training and the subsequent reevaluation of the employee’s performance post-training. March 2005 – February 2010: HR Manager • Responsible for clear plans involving objectives, and key performance indicators. • Overlooking procedures, policies, and compliance, • Overseeing payroll process and ensuring timely payments. • Negotiating salary and pay information with new employees. • Responsible for the continuous improvement of HR operations. • Advises on the interpreting and applying of performance management policies and procedures. • Reviewing performance management policies, and procedures. • Coaching managers in the administration of the approved performance management system. • Conducting training and development needs analyses and contributing to the development of customized training programs • Trained Staff through subsidized training programs of ITC "Industrial Training Center".



MAFA International - construction

• Human Resources Specialist

  • Jul 1996 - Sep 1999

  JULY 1996 – May 1997: HR Assistant • 1200+ employees to be managed for all required hiring documents, medical check-ups… etc. • Ad Hoc Processes like HR Letters, updated employees' records and information on the HR system, Related medical insurance issues "Anaya Masr", Filling • Completing administrative paperwork for new hires and terminated employees. • Responsible for solving common workplace issues regarding absences, wages, and overtime. • Responsible for employees’ contract annual renewal reminders. • Organizing company events. • Calculate monthly attendance time-sheets. June 1997 – January 1999: HR Coordinator • Arrange interviews, Conduct onboarding sessions. • Overviewing timesheets calculation, Payroll processing. • Employee records. • Administrative support. • Maintain their records. • Dealing with the labor office, social insurance office. • Employee’s Health insurance accounts. • Comprehensive Governmental Papers preparations as Social Insurance Form 1,2,6, and Gov. medical Insurance refunds, all types of logbooks, and labor office-related subjects. • HR system-related submissions. January 1999 – SEPTEMBER 1999: HR Specialist • Creating job ads, Screening CVS, Shortlist candidates, • Payroll preparation. • Training employees plan. • Employee relations. • Hunt for talent. • Administrative support. • Responsible for documentation of employee files. • Review annual leaves balance. • Payroll documents, Turnover report, Absenteeism report, Organization Chart, Updating/creating a policy • Handling benefits plans. • Employment verification