•Partnering with the leadership team to understand and execute the organization's manpower planning and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning.•Provide support and guidance to staff when complex, specialized, and sensitive questions and issues arise. •Managing the talent acquisition process, from recruitment, interviewing, and hiring of qualified job applicants, and for managerial and professional roles. Collaborate with departmental managers to understand skills and competencies required for openings.•Registering employees to the social insurance program and perform their contract signing stage prior to the process.•Introduce team engagement trends/ activites to maintain a healthy work environment, such as seasonal occasions, birthdays employee of the month etc.•Analyze trends in compensation and benefits; researching, proposing competitive base and incentive pay programs to ensure the organization attracts and retains top talent.•Researching for development programs and initiatives that would provide internal development opportunities for employees.•Oversee employee disciplinary meetings, terminations, and investigations.•Maintain compliance with labour law, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance.•Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• On temporary 4 months contract from Feb 2022 to June 2022; extended to end of Sep. 2022•Conduct weekly meetings with respective business units.•Consult with line management, providing HR guidance when appropriate.•Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.•Manage and resolve complex employee relations issues. Conducting effective, thorough and objective investigations.•Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partnering with the legal department as needed/required.•Provide performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).•Working closely with management and employees to improve work relationships, build morale, and increase productivity and retention.•Provide HR policy guidance and interpretation.•Develop contract terms for new hires, promotions and transfers.•Provide guidance and input on business unit workforce planning and succession planning.• Accomplished the following:- Re Activating Ramadan FootBall Tournament after COVID 19 activity hold- Conducted and closed 10 investigations- 300 files (300 staff) audited and completed their missing documents- Contract renewal for 75 staff- Hiring 50 staff for different locations and positions- Improving onboarding journery and process/ workflow

• Partnering with the leadership team to understand and execute the organizations human resource and talent strategy, providing support and guidance to staff.• Managing the talent acquisition process, including recruitment, interviewing, hiring and onboarding • Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.• Creating learning and development programs and initiatives (via external providers) that provide internal development opportunities for employees.• Oversees employee disciplinary meetings, terminations, and investigations.• Compliance with Egypt Labor and Employment laws and regulations• Knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.• Evaluate opportunities for partnerships, sponsorships and advertising on an on-going basis.

• Worked with PinkSquid Agency London, and Phenom together to reinstate the overall Marketing •strategy and image, both internally and externally.• Seconded to be part of the Group-wide transformation, I lead the re-organization of onboarding process by creating and implementing the new SOP and process mapping. •Seconded to the Recruitment Project Management team (October 2020) which reported to CPO and the Group EPMO office, I was focused on improving the Senior Leadership end-to-end onboarding processes. Searching for talents, screening resumes and conducting Competency-based interviews in both Arabic and English for pre-selected candidates. •Seconded to the HR Talent Acquisition (Aug.2020) Department for 05 months to utilize my experience in in searching for candidates, managing recruitment processes and working with Hiring Managers. Significant LinkedIn network and understanding of how to utilize it for maximum impact. Endorse suitable candidates to the Hiring Manager and Human Resources (HR) Business Partner. •Seconded to the Mailing Department 2019) for 09 months to utilize my leadership skills to overhaul the department’s business processes and efficiencies. In this role I was able to procure a new integrated mailing system and lead a highly-motivated team of 16, set measurable KPIs and delivered USD 500K of business intelligence setup and utilization.

•Worked for the world’s leading airline and flagship carrier of Qatar, my role as part of the diverse and multicultural Talent Acquisition department was focused on partnering with recruitment, HR business support and business leaders to effectively managing the on-boarding of new-joiners across all divisions of Qatar Airways Group•Introducing, planning and implementing of Nationalization Scholarship Program Division to HR Onboarding (Mar. 2015). Promoted to Officer position Dec. 2016).

• Working for one of the largest commercial banks in Qatar, my role as part of the diverse and multicultural Talent Acquisition department was focused on building up and setting a project for Customer Services Representatives. Which included setting up multiple training sessions for a period of 06 months, 2 sessions per month for 30 branches, 300 employees. • Conducting Induction programs for new joiners.• Creating a structured rotation plan, scheduled and dedicated for scholarship students aligned with their major and areas of interest. • Updating and drafting Job Descriptions with VPs and SVPs from various departments in a timely manner for 2000 staff and updating the Human Resources Department database.• Motivating the access to e-learning portal • Introducing GEMS software to capture all activities related to training from preparing schedules to collecting post training evaluations/ feedback from trainers and their audience

• Serviced customers with a high degree of professionalism and commitment;• Listened to customer needs and sold products that met their requirements and financial ability;• Completed Loan Applications and Account Opening Forms and obtained all the required documentations for processing by other departments in the Bank;• Proposed improvements to the Branch Manager where gaps were identified;• Resolved customer complaints to the satisfaction of the clients; and• Met financial targets and contributed to the financial results of the Branch.

• As a Teller, processed deposits and withdrawals as required by customers.• Cross Selling Bank’s products• Promoted to Customer Accounts Associate ( July 2010)• Provided excellent support to the Bank’s Customer Service Reps. in Branches;• Processed daily/ monthly customers’ standing instructions transaction reports;• Updating and amending interest rates to VIP customers;• Answered Customer Service Reps. enquiries on policies/ products and resolved their issues in a timely manner; and• Attended all required training sessions to stay up to date with new products and service offerings.