The Chief Human Resources Officer/ board member has overall responsibility for all HR matters and leadership of the HR organization. This includes responsibility for the HR departments and decisions in all sites belonging to the country. Leading change management and transformation projects across the organizations. Leading a complete redesigning and re-structing of the Company organization structure which result in delivering, HR excellence, Operations excellence .

The Core is an HR consulting firm providing world-class business HRM consultancy & people development solutions tailored to Egypt & MENA region’s needs and culture. Whether ongoing HR support, assistance with a specific project or issue, or strategic insight on how to make the most of your human capital investments is needed, The Core HR is well-suited to provide exactly what is neededWe are responsible for assisting clients with strategically integrating effective HR processes, programs and practices into their daily operations and on strategic level. Our role is to maximize the client's performance related to human resources by introducing our marketing "best practice" experiences, products and services as well as to provide periodic feedback to clients regarding their performance related to annual management objectives. We do on-site analysis so we can customize the processes to the client's specific needs. These are aimed at improving labor flexibility, retention, productivity and efficiency.

Guide department and business unit heads through annual and semi-annual performance reviews, including capacity planning, training on process, developing effective reviews and goal setting. Lead annual talent review, Facilitates mentor programs for new hires and promoted employees, as applicable. Collaborate with Finance to determine resource allocations and to obtain necessary approvals for open positions. Encourage rotations across all departments and business units as appropriate in coordination with all heads. Manage promotion, both semi-annual and off-cycle for all staff in coordination with department and business unit heads and the CEO. Liaise with recruiters and supervise the use of social networking services to populate company CV database with qualified candidates for imminent and prospective openings. Manages departmental/business unit integration and initial performance goal setting in coordination with department and business unit heads. Manage annual salary increase process as well as off-cycle requests in coordination with department and business unit heads and the CEO. Manage the production and maintenance of company HR, Administration, and Legal policies and procedures, and ensure awareness and adherence including the publication of employee manuals, code of conduct, and other special bulletins. Aggressively pursues new ways to contribute to overall agency and client ‎profitability including enforcement of employee retention strategies, talent acquisition, client/employee satisfaction indices, and social responsibility initiatives.‎ Develop and maintain the company’s ‎Salary/compensation structure. Analyze salary surveys and data to determine competitive compensation ‎plans, and integrate into annual plan and reviews to ensure that they ‎remain competitive with the current market. Work with department and business unit heads on incentive awards, spot bonuses and other award programs as applicable.

Responsible for coordinating with the C.E.O. and business unit leaders on people issues — including talent, leadership, change and organization, overseeing and supporting people-related issues and other matters with the board and its committees, leading the HR function and delivering the talent, HR services and programs, and culture to achieve business results

HR Planning: Ensure achievement of CBC & Moderne Channels objectives. Developing and establishing HR strategic and operational programs.Manpower Planning: & Recruitment: Designing the company’s manpower plan and staffing needs. Reviewing recruitment needs within different departments and ensures compliance to the manpower plan and the Company approved organization structure. Managing external recruitment channels .Managing the HR screening and preliminary interviews, by using the Competency based interviews and Psychometric assessment.Compensation & Benefits and Employee Relations,. Developing the compensation & benefits infrastructure including but not limited to conducting job analysis, developing job description, conducting job evaluation developing grading structure, developing salary structure and developing remuneration plans. Developing the company compensation schemes. Developing bonuses and incentive plans throughout the company. Developing and Implementing benefits programs and motivations plan that increase the quality of life for employees. Managing personnel statutory affairs & systems; as well as maintain compliant and healthy relationship with relevant authorities with respect to labour and social insurance.Performance Management Developing Performance appraisal system to measure the assessment of employees and Managers performance according to the skills and knowledge needed for each level and grade. Ensuring performance appraisal conducted for all employees and followed up with the recommended career development according to the training need assessments (TNA)Training & Development: preparing the yearly training plan for various positions according to the training needs assessment for review for suitable training programs.Provide coaching to develop staff in the section to ensure they are equipped with the relevant skills and knowledge. Increase staff functional and managerial competency through training and development interventions.

HR Planning: Propose adequate HR policies & procedures to the company management. Establish the HR Operations roadmap / infrastructure. Lead manpower planned activities in the company. Identify and invites adequate service providers (benefits, manpower services . Leads the annual budget activities as well as periodical forecasts. Participates in creating a “favorable employer” image for the company for job seekers, relevant governmental parties as well as labor related institutes/organizations. Establishes relevant benchmarks/KPIs for the company’s HR function.Manpower Planning & Recruitment: Define a “Talent Sourcing” strategy to align business and recruitment objectives. Participates in designing the company’s manpower plan and staffing needs (taking into account line managers input, transfers, promotions Reviews recruitment needs within different departments and ensures compliance to the manpower plan. Manages external recruitment channels. Participates with the line management in identifying the job specifications, including potential competencies . Compensation & Benefits and Employee Relations Contributes to the development of new/existing compensation & benefits strategies through current data analysis and company’s future challenges. Contributes to the development of compensation infrastructure including but not limited to conducting job analysis, developing job description, conducting job evaluation (using sound methodology like Hay), developing grading structure, developing salary structure and developing remuneration plans. Contributes to the company compensation schemes on periodical basis, Manages personnel statutory affairs & systems; as well as maintain compliant and healthy relationship with relevant authorities with respect to labour and social insurance.Performance Management Introduces and supervises the company’s performance management system.