Responsible for developing and executing human resource strategies in support of the overall business plan and strategic direction of the Group, specifically in the areas of succession planning, talent management, change management, organizational structure, performance management, training and development and compensation & benefits. • Developing and implementing HR strategies aligned with the organization's overall goals and objectives, involves forecasting future staffing needs, career paths, succession planning, and ensuring the workforce is equipped with the necessary skills and competencies.• Developing HR plans, policies & procedures and strategies to support the achievement of the overall business operations objectives.• Functioning as a strategic business advisor to the executive/senior management of each functional group regarding key organizational and management issues.• Handling employee relations matters such as conflict resolution, disciplinary actions, and grievances. Serving as a mediator between employees and management, ensuring fair treatment and adherence to company policies and procedures.• Developing performance management systems, setting performance goals, and conducting performance reviews to evaluate employee performance, provide feedback, and identify areas for improvement. • Managing employee compensation and benefits programs, including salary structures, bonuses, incentives, and employee benefits such as healthcare, and other perks, that are competitive and cost-effective for the firm.• Implementing strategies to improve employee engagement, satisfaction, and retention, conducting employee surveys, implementing recognition programs, and fostering a positive work environment.

Organisation Effectiveness:- Governed the group manpower plan by executing recruitment plan, and conducting talent tests, within the group strategies. Developing a career path and succession planning model for all functions to meet ‎human resource needs and the business objectives. Adopting a new HRIS for the group. Responsible for all Labours Committees (Unions) activities and negotiations.Compensation & Benefits:- Updated the group salary structure and applied remuneration plans. Maintaining the competitiveness of the group compensation & Benefits scheme. Performance Management:-  Developing Competencies & Objectives based Job Profiles for all job families, with clear KPI’s. Designed new Training programs and Development Plans (PDP). Administration:- Develop & Implement human resource policies and procedures. Assured that the personnel & operational HR activities comply with Country and company laws and regulations.  Managing all administration work such as transportation, restaurant, public relations & housekeeping.

BEL GROUP 2012 – Present http://www.groupe-bel.com/en/ Regional Human Resources Projects Manager – Dubai 2016 – Present (5000 Employees in Greater Africa and Middle East) Performance Management:-  Developed Competencies & Objectives based Job Profiles for all job families, with clear KPI’s. Designed new Training programs and Development Plans (PDP) for all employees across Middle East teams.Organisation Effectiveness:- Developed Career Progression programs, based on performance, company objectives and developed competencies per function. Built a Skill Matrix management system for Egypt, Iran and Turkey industrial teams. Built, from Scratch, HR factory model in Turkey, including new HR Policies & processes, new administration tools, building skill matrices, career path, succession planning and mentoring program.Compensation & Benefits:- Developed a new pay scale for “UAE” and “KSA” offices, based on Hay & Mercer market surveys and market trends in GCC. Member of the Grading Committee in “Greater Africa & Middle east Region, grading of more than 80 current & new jobs for UAE, KSA, Turkey, Iran and Egypt.

Performance Management:-  Crafted job profiles and developed company positions catalogue through job analysis process. Formulated and implemented induction program for new hires at the country level. Plan, develop and implement Training programs and Development Plans (PDP) for all employees across NEAR team.Organisation Effectiveness:- Design and execute effective Human Resources policies and standards to ensure fair and equitable management of staff throughout the organisation. Design and execute NEAR (North East Africa Region) Strategic Manpower Plan and deliver complete recruitment services including front end needs analysis, job postings, sourcing, interviewing, and employee offers.Compensation & Benefits:- Developed a Grading Model through job evaluation exercise and successfully designed and maintained salary structures and administered company’s fringe benefits and employee services systems.

Organisation Effectiveness:- Developed a career path and succession planning model for all functions to meet ‎human resource needs and the business objectives. Governed the plant manpower plan by executing recruitment plan, conducting talent tests to ensure fulfilling the plant with the proper manpower to reach the optimum performance. Spearheaded the plant talent development programs and formulated an effective training strategy. Contributed to the factory management as the leader of the Training & Education Pillar - LEAN manufacturing systems. Maintained internal communication activities, built strong relation with the Labors union, generating high teamwork spirit and performance. Increased the engagement rate by 12 points in two years.(52% in 2013 to 64% in 2015) Developed a Labors committee managing system including, elections, regular meetings and clear mutual understanding and cooperation.(started in 2012 with a great tangible results for the business).Compensation & Benefits:- Designed & updated the plant salary structure and applied remuneration plans. Designed company fringe benefits for industrial employees tackling grading structure, motivation and retention. Managed the merit increase process and monitored Compa-ratio. Controlled the plant HR budget (Payroll, Bonus, Incentives, commission, Benefits, and managed multiple activities such as JP and LE, ensuring best utilisation of the allocated budget.Administration:- Assured that the personnel & operational HR activities comply with company laws and regulations.  Ensured the maintenance of the facility/plant buildings and provided an acceptable service level. Created a catering system from plans phase to full implementation phase within budget limitations. Managed all administration work such as transportation, restaurant, public relations & housekeeping.

Organization Effectiveness:- Governed the plant manpower plan by executing recruitment plan, conducting talent tests to ensure fulfilling the plant with the proper manpower to reach the optimum performance. Develop a career path and succession planning model for all functions to meet ‎human resource needs and the business objectives. Maintained internal communication activities, built strong relation with the Labors union, generating high teamwork spirit and performance.Compensation & Benefits:- Designed & updated the plant salary structure and applied remuneration plans. Managed the merit increase process and monitored Compa-ratio to ensure fairness in payment and competitiveness to the labor market.Administration:-  Assured that the personnel & operational HR activities comply with company laws and regulations. Ensured the maintenance of the facility/plant buildings and provided an acceptable service level. Managed all administration work such as transportation, restaurant, public relations & housekeeping.  Timely executed Industrial Modernization Centre (IMC) programs& contracts with the company.

http://www.fgf.org.eg/Training & Administration Manager – Located in Egypt– 150 Employees - 52000 Gradated Trainee Key Accomplishments Responsible for the communication process, applications and screening process, testing & interviewing process, training and post training process.  Responsible for the recruitment of new employees and trainers. Played a key role in the development and execution of policies and procedures necessary to achieve the NGO objectives.  Proficiently designed and implemented staff appraisal systems and set up effective training policies. Assured that the personnel & operational HR activities comply with laws and regulations. Fostered strong relationships with local organisations, recruitment agencies, and educational institutions. Led the talent development programs and formulated an effective training strategy by working with functional managers. Governed the NGO manpower plan. Planned, organized and coordinated several events.  Delivered presentations, orientations and training to the applicants, students and other parties.