- Working to achieve the strategic objectives of the Human Capital and Administrative Affairs Division and submitting progress reports to the CEO.- Determining the operational priorities of the Division of Administrative Affairs and Human Capital and aligning them with the company's strategic plan, and ensuring the quality of work between all departments in Administrative Affairs and Human Capital- Developing appropriate policies and procedures for Administrative Affairs and Human Capital functions to maintain work efficiency and operational excellence.- Working side by side with all organizational units in the company to determine their job needs and competencies in accordance with the policies and procedures followed in the company.- Managing the process of implementing the performance management system and supporting all concerned department managers in the company to ensure their ability to complete all procedures and forms accurately and professionally.- Ensuring the optimal design of salary, compensation and benefits systems to ensure internal justice among the company's functions and achieve the required level of competitiveness to attract and retain distinguished and rare talents and competencies.- Coordinating and communicating with Division Director in the company to facilitate the implementation of human capital initiatives emanating from the company's strategy.- Monitoring the performance of the Human Capital and Administrative Affairs Department and reporting the results of key performance indicators to the relevant entity.- Providing technical advice and suggestions to the CEO in the areas and tasks assigned to the Department in Human Capital and Administrative Affairs.- Evaluating the performance of Human Capital and Administrative Affairs Department employees periodically in a fair, transparent and objective manner and submitting performance reports.

1. Building or developing human resources management.2. Design the organizational chart.3. Preparing a man-power plan and man-power budget.4. Preparing job descriptions.5. Preparing a table of intersections and authority matrix.6. Create and develop a grading system and salary scales.7. Human resource needs planning.8. Preparing and developing the recruitment, selection and appointment system.9. Preparing company policies and procedures.10. Design and development of performance uprisal systems.11. Preparing employee training and development plans. Addition to:1- Assisting in the recruitment and recruitment process.2- Assisting talent acquisition and head hunting3- Providing consultations for all completed or in-progress work to the Human Resources Department.4- Providing a study of salaries and wages for the current labor market. The work is carried through an efficient and experienced human resources team.We work with all types of companies and institutions.

Certified Trainer for Human Resources, Management Methods and Digital TransformationPerformance Evaluation TrainingRecruitment and Selection TrainingHR Manager Preparation TrainingDigital Transformation Training for Human Resources ManagementJob Integration TrainingSalary Scale Preparation Training, Incentive System and Points System

Certified Trainer for Human Resources, Management Methods and Digital TransformationPerformance Evaluation TrainingRecruitment and Selection TrainingHR Manager Preparation TrainingDigital Transformation Training for Human Resources ManagementJob Integration TrainingSalary Scale Preparation Training, Incentive System and Points System

Human Resources ManagementAdministrative ManagementSupply Chain Management

•Develops, updates and manages policies and develops organizational strategies by identifying and researching human resource issues; contributes information, analysis and recommendations to organization’s strategic direction.•Directs the functional areas of Human Resources including, but not limited to retention, personnel records, employee relations, job evaluation, compensation management, benefits administration, organizational development, workers compensation, safety, training, and special•Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of company policies and procedures; provides input to update and maintain employee handbook.•Analyzes trends and metrics in partnership with the Human Resource group to develop solutions, programs and•Ensures the maintenance records of transactions such as hires, promotions, transfers, terminations, attendance records, discipline records, employee performance appraisal records and•Directs the training, planning, and skill building of the HR staff to prepare them for future growth for the company and individual career•Serves as first point of escalation, communicates business developments and organizational changes to subordinates, and addresses and resolves employee concerns.•Promotes ethical and cultural awareness to the workforce through training, development and•Communicates changes in the organization’s personnel policies and procedures and ensures proper compliance is•Reports daily, weekly and monthly KPI reporting as determined by the Vice President of General•Responsible for continuous improvement and innovation as it related to improving processes, addressing performance, creating action plans and ensuring proper training and development of•Actively participates with the interviewing, and hiring

•Directs the functional areas of Human Resources including, but not limited to retention, personnel records, employee relations, job evaluation, compensation management, benefits administration, organizational development, workers compensation, safety, training, and special projects.•Develops, updates and manages policies and procedures. Develops organizational strategies by identifying and researching human resource issues; contributes information, analysis and recommendations to organization’s strategic direction.•Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of company policies and procedures; provides input to update and maintain employee handbook.•Analyzes trends and metrics in partnership with the Human Resource group to develop solutions, programs and policies.•Works closely with executive leaders and management to advise, counsel, and provide coaching and resolution to address employees’ performance. Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions).•Works closely with management and employees to provide consultation and guidance to improve work relationships, build moral and increase productivity and retention.•Manages Human Resource Department and provides guidance to resolve complex employee relations issues. Identifies and consults with the corporate office on matters of legal importance.•Directs the training, planning, and skill building of the HR staff to prepare them for future growth for the company and individual career paths.•Promotes ethical and cultural awareness to the workforce through training, development and consultation.•Communicates changes in the organization’s personnel policies and procedures and ensures proper compliance is followed.•Reports daily, weekly and monthly KPI reporting as determined by the Vice President of General Administration.

• Administer compensation, benefits and performance management systems, safety and recreation programs.• Identify staff vacancies and recruit, interview and select applicants.• Allocate human resources, ensuring appropriate matches between personnel.• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.• Analyze training needs to design employee development, language training and health and safety programs.• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.• Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.• Conduct exit interviews to identify reasons for employee termination.• Prepare personnel forecast to project employment needs.• Prepare and follow budgets for personnel operations.

• Maintain HR systems and ensure accurate and up-to-date employee information is readily available.• Examine and check payroll deduction and prepare payroll schedules and check new employee’s payroll records on HRS.• Follow the registration staff in social insurance and labor.• Processing job offers for new employees.• Processing work contracts for new employees.• Processing all compensation to employees and sent to the accounting department for re-paid.• Preparing promotion and proposals for employees as Grade System and Company Policy.• Check payroll entries and conformity with policies and procedures of the company supported with requested documents in addition to variables entries supported by documents.• Working on Financial and Individual Bonus as Company evaluation and Rating.• Preparing Salary review for employees as Company Policy and Grade System and Rating.• Follow up employees benefits and update them on HRIS and correct inaccuracies and discrepancies in employees’ records.• Clear resigned and terminated employees from Social security insurance with clearance form.

- Administer compensation, benefits and performance management systems, and safety and recreation programs.- Identify staff vacancies and recruit, interview and select applicants.- Allocate human resources, ensuring appropriate matches between personnel.- Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.- Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.- Analyze training needs to design employee development, language training and health and safety programs.- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.- Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.- Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.- Conduct exit interviews to identify reasons for employee termination.- Prepare personnel forecast to project employment needs.- Prepare and follow budgets for personnel operations.

Description : • Examine and check payroll deduction and prepare payroll schedules and check new employee’s payroll records on HRS.• Examine and check payroll for Foreigners employees in USD and Euro Currency.• Follow the registration staff in social insurance and labor.• Processing job offers for new employees.• Processing work contracts for new employees.• Processing all compensation to employees and sent to the accounting department for re-paid.• Create various reports to address various personnel requests including life insurance and medical insurance to be submitted to the direct line of authority.• Preparing promotion and proposals for employees as Grade System and Company Policy.• Follow up medical invoices and coordinate between insurance company and employees, receive checks from the insurance company and set them to the finance department for settlement.• Check payroll entries and conformity with policies and procedures of the company supported with requested documents in addition to variables entries supported by documents.• Working on Financial and Individual Bonus as Company evaluation and Rating.• Preparing Salary review for employees as Company Policy and Grade System and Rating.• Follow up employees benefits and update them on HRIS and correct inaccuracies and discrepancies in employees’ records.• Handle employees companies about medical insurance and coordinate with the insurance company to solve them.• Clear resigned and terminated employees from the life and medical insurance cards, and clear from Social security insurance with clearance form.• Prepare end of service payment as Company policy for resigned employees.

• Examine and check payroll deduction and prepare payroll schedules and check new employee’s payroll records on HRS.• Create various reports to address various personnel requests including life insurance and medical insurance to be submitted to the direct line of authority.• Follow up employees’ benefits and update them on HRIS and correct inaccuracies and discrepancies in employees’ records.• Processing monthly reports for employees staff.• Preparing promotion and proposal for employees as Grade System and Company Policy.• Preparing Salary review for employees as Company Policy and Grade System.• Follow-up employees vacation and relay vacations on system.• Follow-up employees working type on system. • Preparing monthly report for lateness and overtime of employees.• Follow up medical invoices and coordinate between insurance company and employees, receive checks from the insurance company and set them to the finance department for settlement.• Processing all compensation to employees and sent to the accounting department for re-paid.• Check payroll entries and conformity with policies and procedures of the company supported with requested documents in addition to variables entries supported by documents.• Handle employees companies about medical insurance and coordinate with the insurance company to solve them.• Clear resigned and terminated employees from the life and medical insurance cards with clearance form, and prepare end of service payment as Company policy.

• Follow up implementation of car policy and mobil policy.• Supervise and monitor the performance of the local purchase clerk and office boys.• Follow up with government houses when needed.• Follow up implementation of safety and protection procedure.• Follow up uniform orders.• Coordinate plastic bags for all shops (monitoring budget, place orders, follow up and dispatching all shops)• Follow us and dispatching the brochures and maintenance records of the same.• Place orders for cigars cutters.• Organize business and visit cards.• Control bus drivers and cars fleets.• Supervise the performance of office boys and Local purchasers.• Follow up the implementation of the cars and mobile polices.• Follow up the implementation of the safety and protection procedures.