✓ Ensure proper Manpower and HR activities are aligned to support the whole business plan.✓ All company needs were met by hiring more than 250 employees according to the recruitment and plan.✓ The rate of turnover has been reduced from 53% to 17% for the commercial sector, through various tools.✓ The candidate's pipeline database has been updated and maintained.✓ Work on disbursing allowances and missions for employees in the commercial sector.✓ Identify the training needs (TNA) with the collaboration of the sector heads based on business recommendations and ensure proper implementation.✓ Organization Structure: Partner in Organization Redesign and development of the commercial sector charts and The Org Chart has been constantly updated.✓ Job description cards were built, reviewed and developed for more than 80 jobs.✓ More than 20 jobs in the commercial sector have been merged, harnessed, or transferred to better exploit talent and reduce excess costs.✓ What was filled in the job analysis for more than 30 jobs was matched on the ground.✓ Salary Survey has been performed for more than 10 jobs and matched with the Salary Structure in the company.✓ The (CBI) and Competencies Matrix methodology was founded for the company.✓ Oversee the implementation and communication of roles and responsibilities and ensure that all individuals are clear about their roles.✓ Provide guidance, support and to management and staff regarding HR / Personnel issues.✓ Participation of directors of departments in the region in the process of setting goals and cascading them on all departments and all job grades.✓ Orientation and onboarding training was conducted for more than 50 new hires employees.✓ Provide the proper guidance on the performance appraisal process, Goals settings process, and coaching to employees.✓ Assist in coordinating and reviewing some of the tasks of the Public Affairs Department

✓ Creating, developing, and implementing an innovative hiring strategy whether it's White-collar or blue.✓ Succeeded in my responsibility for the hiring processes of Tiba Company "subsidiary", out of 6 other companies affiliated with the main group.✓ The Talent Acquisition procedures were supervised at the level of the company's branches in 9 governorates, with an average of 600 vacancies.

✓ Hired more than 300 employees over a period of 3 months in more than 9 governorates while maintaining them in an appropriate work environment.✓ A Talent pipeline Database has been created for more than 6000 job candidates in various branches of the Republic and (CRM) was created with many candidates.✓ Work to build a fertile environment for candidates to ensure an excellent experience with the company even if they are not hired.

✓ Personnel: Opened the insurance file for the facility in the insurance office, in addition to designing all work forms related to personnel affairs, and following up on employee relations.✓ Recruitment: Successfully recruited 13 positions in various departments and administrative levels, from the IT manager to the specialists, while maintaining an average turnover rate of 15%.✓ Payroll: Over the course of 1.5 Year, I was responsible for the payroll of 15 employees.✓ Organization Development: The Procedures are built for Recruitment & Selection, Personnel Directory, and other (SOPs), internal regulations, and policies