As HR director, I lead the Group organizational development, reorganization initiatives, talent acquisition, training and compensation and benefits. My Key responsibilities include:- Organizational Development & Reorganization by implementing strategies for continuous improvement and operational efficiency.-Talent Acquisition and Development by attracting and nurturing top talent through effective recruitment, onboarding, career management and training programs. - Performance management by Aligning individual contributions with strategic objectives.-Employee Relations through promoting positive workspace culture, diversity and compliance with regulation.- Compensation and Benefit management by designing and implementing competitive compensation structures and benefit package that attract and retain talent. -Leadership development by cultivating future leaders and ensuring effective succession planning.

Prepared and delivering courses in ‘Strategic HR Management’ and ‘Performance Management’.

• Collaborated in organizing the department, and established its policies and procedures.• Managing the Bank’s and its affiliates’ Facilities, Purchasing, Supply & Inventory, and O&M.• Responsible for the complete Bidding and RFPs processes, from initiation through negotiation to closure.• Responsible for the formation and administration of contracts of suppliers and service providers.

• Strategic management to all aspects of human resources within all affiliates in Cyprus, Jordan, and Lebanon• Diligent collaboration with the executive management within the Jordanian and Cypriot affiliate to grow business through innovative human resources management• Modification of the human resources reporting system to provide updates to field managers, senior managers, and board of directors on progress of human resources goals• Execution of evaluation on existing HR organization; while developing business plan to update all policies, procedures, services, programs, and operation• Revision of job descriptions and competency models across all levels; while administering interviews of potential candidates to construct an accurate picture of the duties, skills, and competencies required for each position• Assurance of alignment with the new human resources organizational chart in revising policies and procedures• Administration of multiple HR projects; along with various programs, including change and career programs, welcoming program for new recruits, competency framework, among other functions• Hands-on engagement in the design and implementation of SGBL Interns Program• Achievement of recognition as the best recruiter for offering continuous development and career opportunities on top universities• Implementation of key initiatives focused on streamlining the objective-based performance management systems into a Key Performance Indicator management for the Norton and Kaplan system, which were implemented in 2014• Obtainment of selection by the general director to spearhead the transformation of HR from administrative role to strategic business partner including working with senior management to drive key business and implementing performance initiative

• Systematic planning, organization, and oversight of professional activities and administrative functions within the Internal Communications Department• Creation of the annual communication plan and calendar to maintain top-down, bottom-up and horizontal communication, in line with SG Paris and SGBL’s action plans• Preparation of advertising media to communicate valued, goals and spirit within the group• Headship to the development and management of the company intranet, while integrating SG’s internal graphic guidelines to standardize all media and other publications• Attainment of selection from the former president to lead the internal journal and the Editorial Committee, which consisted of representatives from all divisions and key departments; overseeing all phases of the journal from inception to design, production and publishing• Origination and rollout of communication programs to establish the value-based company

• Proactive involvement in the continuous assessment of training programs; preparation of reports on key data and staff performance• Employment of sound judgment in selecting external training vendors and performing follow-ups on relationship• Astute guidance and supervision of direct reports, internal trainers, and external providers while managing an outdoor training center and establishing an annual training plan with more than $1M. • Establishment and implementation of various programs such as train the trainer, time management, and appraisal interviews• Formulation and execution of long-term training plans in phase with SG Paris and SGBL’s strategies to cover organisation present and future needs• Keen oversight to professional activities and administrative functions across training departments, within Lebanon and affiliates, including Cyprus, Jordan, Societe Generale Expressbank (SOGELEASE) and Sogecap• Strict adherence to training objectives in the proper integration and timely development of staff competencies• Screening, hiring, and mentoring of in-house trainers, while developing and implementing certifying and non-certifying training packages, in close collaboration with local and international service providers and educational institutions• Contribution in short- and long-term financial planning and control for the department and its initiatives, along with return-to-cost and productivity analyses• Efficient utilization of limited budgets to execute departmental missions; implementation and monitoring of deliverables, work methodologies, fees, quality standards and delivery schedules for personnel and consultants• Establishment and continuous improvement of the Training Department to support operations of 60 in-house part-time trainers from various departments

Structural consolidation, and Geotechnical works