Individual Interventions:Coaching and Mentoring: Enhancing individual skills and performance.Career Development: Aligning individual goals with organizational needs.Training Programs: Improving specific competencies or skills.Team Interventions:Team-Building: Improving collaboration and trust within teams.Conflict Resolution: Addressing interpersonal issues within teams.Group Problem-Solving: Enhancing team decision-making and effectiveness.Inter-Group… Show more Individual Interventions:Coaching and Mentoring: Enhancing individual skills and performance.Career Development: Aligning individual goals with organizational needs.Training Programs: Improving specific competencies or skills.Team Interventions:Team-Building: Improving collaboration and trust within teams.Conflict Resolution: Addressing interpersonal issues within teams.Group Problem-Solving: Enhancing team decision-making and effectiveness.Inter-Group Interventions:Cross-Group Communication: Enhancing cooperation between different departments or groups.Joint Goal Setting: Aligning objectives across teams or departments.Inter-Group Conflict Resolution: Mitigating tensions between groups.Whole Organization Interventions:Organizational Restructuring: Aligning the organization with strategic goals.Culture Change Initiatives: Shifting organizational norms and values.Change Management Programs: Guiding the organization through significant transitions.Systemic Interventions:Policy/Procedure Development: Improving organizational effectiveness.Technology/System Implementation: Enhancing productivity and efficiency.Strategic Planning: Aligning long-term goals with capabilities.Survey Feedback:Employee Surveys: Collecting data on attitudes and engagement, followed by action planning.Process Consultation:Improving Group Processes: Helping groups improve their communication, decision-making, and problem-solving processes.Sensitivity Training:Behavioral Awareness: Enhancing awareness of one's own and others' behaviors and their impact on group dynamics.Appreciative Inquiry:Focus on Successes: Concentrating on organizational successes to envision and enact a desired future.Action Research:Collaborative Problem Solving: Engaging stakeholders in solving organizational problems through action and reflection. Show less

Main Tasks:1-Organizational Development Strategy: Develop and implement group-wide OD strategies, programs, and initiatives aligned with the organization's goals and values.2- Change Management: Lead change management efforts to drive organizational transformation, ensuring smooth transitions and employee adoption of new processes, systems, and structures.3- Leadership Development: Design and deliver leadership development programs, coaching, and workshops to build… Show more Main Tasks:1-Organizational Development Strategy: Develop and implement group-wide OD strategies, programs, and initiatives aligned with the organization's goals and values.2- Change Management: Lead change management efforts to drive organizational transformation, ensuring smooth transitions and employee adoption of new processes, systems, and structures.3- Leadership Development: Design and deliver leadership development programs, coaching, and workshops to build leadership capabilities and cultivate a high-performance culture.4- Talent Management: Partner with HR and business leaders to identify talent gaps, succession planning needs, and talent development opportunities, implementing strategies to attract, develop, and retain top talent.5- Employee Engagement: Develop and implement initiatives to enhance employee engagement, satisfaction, and well-being, including surveys, focus groups, and recognition programs.6- Performance Management: Oversee the design and implementation of performance management systems, processes, and tools to drive employee performance, accountability, and continuous improvement.7- Learning and Development: Identify learning needs and gaps within the organization, curating or developing training programs, e-learning modules, and resources to support employee development and skill enhancement.8- Culture Building: Foster a positive organizational culture aligned with the group's values and objectives, promoting diversity, inclusion, and collaboration across all levels of the organization.9-HR Process Optimization: Collaborate with HR teams to streamline and optimize HR processes and practices related to recruitment, onboarding, talent development, and retention. Show less

1- Strategy Development: Develop and implement group-wide OD strategies, policies, and programs aligned with business objectives.2- Change Management: Lead change management efforts to drive organizational transformation, including communication, training, and stakeholder engagement.3- Assessment and Analysis: Conduct organizational assessments to identify areas for improvement and develop action plans based on data and feedback.4- Training and Development: Design and… Show more 1- Strategy Development: Develop and implement group-wide OD strategies, policies, and programs aligned with business objectives.2- Change Management: Lead change management efforts to drive organizational transformation, including communication, training, and stakeholder engagement.3- Assessment and Analysis: Conduct organizational assessments to identify areas for improvement and develop action plans based on data and feedback.4- Training and Development: Design and deliver training and development programs to enhance employee skills, leadership, and team effectiveness.5- Team Building: Facilitate team building activities, workshops, and interventions to foster a collaborative and high-performance culture.6- Talent Management: Develop and implement talent management strategies, including succession planning and career development initiatives.7- Collaboration: Collaborate with HR departments and senior leadership to ensure that OD efforts align with overall business goals and strategies.8- Measurement and Evaluation: Establish metrics and KPIs to measure the impact of OD interventions and continuously assess and adjust programs for effectiveness. Show less

RESPONSIBILITIES & AUTHORITIES1. Partnering with the Senior Leadership team to ensure proper implementation of HR Strategies in place that allow us to deliver on business priorities and act as Advisor on all employee related matters.2. Supporting the development and implementation of business unit workforce related strategies which drive performance improvement and best practice.3. Contributing to the implementation of attraction and retention plans.4. Provide advice and local… Show more RESPONSIBILITIES & AUTHORITIES1. Partnering with the Senior Leadership team to ensure proper implementation of HR Strategies in place that allow us to deliver on business priorities and act as Advisor on all employee related matters.2. Supporting the development and implementation of business unit workforce related strategies which drive performance improvement and best practice.3. Contributing to the implementation of attraction and retention plans.4. Provide advice and local support to the Talent acquisition.5. Championing company values, culture and embedding effective methods of empowerment through responsibility and building employee ownership of the company.6. Ensure all company policies and procedures are adhered and ensure line managers are up to date with changes to any policies.7. Advises Senior Leadership team in appropriate resolution of employee relations issues.8. Listening to grievances and implementing disciplinary procedures;9. Provide advice and guidance on individual employee relations cases, ensuring that these are well managed in line with local labor laws;10. Keep up to date with legal developments and advise management on compliance and risk factors.11. Lead the implementation of Performance Review and Development Programs, responsible to ensure effectiveness, compliance, and equity within the business unit.12. Analyzing training needs in conjunction with line managers, implementing the training and development agenda, identify areas that need attention and improvement;13. In consultation with line managers, follow up individual development needs and assist in sourcing external training provision as and when required;14. Discuss training costs and budgets with T&D department.15. Generate regular and special reports for the management that summarize and forecast business activities. Show less

TrainingSupport the Manager in all the assigned areas of competence by:- carrying out the activities needed to design and manage all the training services, from the definition of the training needs, to the design of the training projects and of the related structure/contents- cooperating in the negotiations with the suppliers of HR training or development services- supporting the manager in the functional coordination of activities at region/country levelCooperate with the… Show more TrainingSupport the Manager in all the assigned areas of competence by:- carrying out the activities needed to design and manage all the training services, from the definition of the training needs, to the design of the training projects and of the related structure/contents- cooperating in the negotiations with the suppliers of HR training or development services- supporting the manager in the functional coordination of activities at region/country levelCooperate with the HR Line Managers by providing, when needed, specific competencies for all the issues/initiatives related to trainingYearly Training CatalogueAd hoc trainingReporting- Development"Support the Manager in the processes of assessment & development and in the analysis of the related resultsCooperate with the HR Line Managers by providing, when needed, specific competencies for all the issues/iniziatives related to developmentCarry out the activities aimed at assuring the design and update of the tools for HR Line Managers that support employees development activities (competence mapping systems, performance management tools, and so on), always cooperating with HR Top Management and departments about their specific responsibility areas.Development tools updateReporting and analysisTalent ManagementSuccessions and replacement Plans- Internal Communication support Support the activities of Internal Communication and the periodic initiatives of employee climate survey -Employee survey - Sourcing -Directly carry out the activities related to the local initiatives aimed at promoting the employment of new resources-Career DaysNew hire strategic on boarding pathsInternshipsApprenticeships"​Tools used:MS Office ( Word - Excel - Visio - PowerPoint - Project ) with excellent proficiencySAP HCM for HR Data analysisSucessfactor for Performance ManagementLMS for training management Show less

- TrainingSupport the Manager in all the assigned areas of competence by:- carrying out the activities needed to design and manage all the training services, from the definition of the training needs, to the design of the training projects and of the related structure/contents- cooperating in the negotiations with the suppliers of HR training or development services- supporting the manager in the functional coordination of activities at region/country levelCooperate with the… Show more - TrainingSupport the Manager in all the assigned areas of competence by:- carrying out the activities needed to design and manage all the training services, from the definition of the training needs, to the design of the training projects and of the related structure/contents- cooperating in the negotiations with the suppliers of HR training or development services- supporting the manager in the functional coordination of activities at region/country levelCooperate with the HR Line Managers by providing, when needed, specific competencies for all the issues/initiatives related to trainingYearly Training CatalogueAd hoc trainingReporting- Development"Support the Manager in the processes of assessment & development and in the analysis of the related resultsCooperate with the HR Line Managers by providing, when needed, specific competencies for all the issues/iniziatives related to developmentCarry out the activities aimed at assuring the design and update of the tools for HR Line Managers that support employees development activities (competence mapping systems, performance management tools, and so on), always cooperating with HR Top Management and departments about their specific responsibility areas.Development tools updateReporting and analysisTalent ManagementSuccessions and replacement Plans - Internal Communication support Support the activities of Internal Communication and the periodic initiatives of employee climate survey -Employee survey - Sourcing -Directly carry out the activities related to the local initiatives aimed at promoting the employment of new resources-Career DaysNew hire strategic on boarding pathsInternshipsApprenticeships"​Tools used:MS Office ( Word - Excel - Visio - PowerPoint - Project ) with excellent proficiencySAP HCM for HR Data analysisSucessfactor for Performance ManagementLMS for training management Show less

Job Summary – HR generalist :-Assist Borg El Arab site Business Partner, Human Resources business partner in all human resource activities , Identifies training needs for white collars, provides means to enhance development and performance culture in the company and evaluates effectiveness of implemented development programs.Assist Head of Compensation and benefits in analysis, studies, related issues to payrollJob ResponsibilitiesTraining &… Show more Job Summary – HR generalist :-Assist Borg El Arab site Business Partner, Human Resources business partner in all human resource activities , Identifies training needs for white collars, provides means to enhance development and performance culture in the company and evaluates effectiveness of implemented development programs.Assist Head of Compensation and benefits in analysis, studies, related issues to payrollJob ResponsibilitiesTraining & Development- Responsible for collecting T & D needs for white collars in Borg ElArab- Work with OD function on training needs execution plan- Facilitate the Implementation of all the training programs and activities, associate with staff training needs- Prepare an provide all necessary analysis to measure Training and Development process efficiency in Borg ElArab siteRecruitment & Selection-Develop and execute recruiting plans.-Coordinate and implement college recruiting initiatives.-Create job descriptions.-Efficiently and effectively fill open positions.-Develop a pool of qualified candidates in advance of need.-Research and recommend new sources for active and passive candidate recruiting.-Build networks to find qualified passive candidates.Compensation & Benefit- Finalize payroll calculation in parallel with HR system calculation- Act as back-up to head of Compensation & Benefit in issuing payroll and maintaining process cycleKPI’s system - Revise and update KPI’s system - Review and simplify the KPIs process- Finalize monthly KPI’s process Reporting :- Clean reported data and checks the quality of data- Tracking HR budget expenditures versus plan and report it to HR manager on a monthly base- Provides support to HR Business Partners with data and figures analysis and researchesOthers- Member of the execution team of new projects initiated in HR functions- Map all HR processes and document them into an effective process maps Show less

HR Trainee

presentation and plans designer soldiers relation officertraining officer

1. Maintain an updated roster of participant placements and potential job opportunities.2. Responsible for effective and fast recruitment processes both internally and externally.3. Responsible for providing current recruitment knowledge and trends within the market overall and also for multinationals.4. Active use of recruitment tools: job flow – hire system ….5. Work closely with assigned business’ HRMs to deliver recruitment needs.6. Suggest proper… Show more 1. Maintain an updated roster of participant placements and potential job opportunities.2. Responsible for effective and fast recruitment processes both internally and externally.3. Responsible for providing current recruitment knowledge and trends within the market overall and also for multinationals.4. Active use of recruitment tools: job flow – hire system ….5. Work closely with assigned business’ HRMs to deliver recruitment needs.6. Suggest proper medias for approaching the right caliber candidates.7. Follow up and coordinate with recruitment channels.8. Execute pre-screening and/or final phone/face to face interviews for junior & midlevel posts & supports all parties in concern with assessment.9. Submit candidates offers and follow up on software until placing.10. Coordinate with universities, events in relation to targeted hires …..11. Proactive coordination with departments for interviews.12. Supervise & interact closely with staffing coordinator in charge of assigned hiresas well as continuous follow up with on-boarding.13. Support HRMs with weekly update on recruitment progress.14. Report weekly and when required to recruitment & staffing regional managementfor progress update and further instructions.15. Update and deliver weekly metrics for assigned hires.16. Undertake further responsibilities that may evolve in the future. Show less