-Heading the group's' HR and Operations departments ( 3 companies, 3 countries)-Upscaling the hiring and selection processes by implementing effective and modern tools-Creating systems for performance management to monitor KPIs and link them to rewards and retention-Building the foundations of people management, such as career path planning and succession- - Supporting with business expansion for the trainings' portfolio- Upgrading P&Ps in line with CG

Establishing a competent department of Human Resources including all sub functions of: Recruitment, L&D, Organization Effectiveness, Ops and Personnel for both Egypt and Nigeria-Crafting an integrated recruiting campaign across multiple media channels resulting in headhunting 750 employees in 24 months.-Creative designing of tailored medical contracts for all specialtiesResulting in an improved retention rate vs. competition.- Co-lead with the CEO the change management process including needed replacements and transitioning.- Designing a new performance management system tracking tool to monitor performance and rewards for both medical and non medical teams. -Creating tailored performance assessment criteria for full time doctors to be traced and rewarded by year end-Ensuring proper monitoring and escalation matrix by creating smooth day to day operations processes and drafting the required P&P- Successfully launching all talent development and succession planning practices.-Leading the managerial development of the EXCOM team through customized training journeys, activities and workshops- Conducted staff development training based on observations, improvements required and inefficiencies, creating a more talented and profitable workforce.Crafted needed policies and procedures for a smooth and continuously evolving patient experience across all medical centers· Creating an effective and efficient internal communication department and leading the department to liaise internally, regionally and globally and managing all company events, newsletter..etc· Designing and defining an employer branding strategy for OH in Africa to manage the OH LinkedIn careers page and reaching 13K followers (starting off with 1K followers) · Designing best practice examples regionally of Asia Africa for D&I activities, employee engagement, employee retention, hybrid work model, teams management, virtual assignments

Heading the human resources department in both countries ( 3 entities in Egyptand 1 in Sudan)Managing all operations of the HR department in terms of Talent acquisition,Talent Management and development, Personnel, Comp and Benefits and business partneringSuccessfully managing organizational restructuring initiatives, including workforce planning, job redesign, and change management, resulting in increased efficiency and cost savingsUp skilling the HR services by introducing new guidelines, processes and policiesStrategically business partnering with all management team to work towardsthe global transformation direction ( Sizing, Digitization, Innovation, AGILITY)Managing all internal communicationHandling all disciplinary and compliance actions with the legal counselHandling all global business interfaces integration through awareness campaigns

• Establishing the function of Organization Development in PMM• Managing the Global Talent Management Process in Egypt• Managing all Organization Effectiveness global and local initiatives, • Managing the top management development needs to ensure more synergy among the MT and team effectiveness• Created the change management foundation matrix and techniques with SMTs to manage the changes happening during expansion.• Managing the internal communication campaigns including global initiatives ( until Jan 2018)• HR Manager for the commercial functions ( 70% of the total population)• Co-managing and creating development journeys for regional talents (EEMA) aimed at accelerating the regional talents• Managing all development needs and assessments• Launching the global“ lunch and Learn” sessions in Egypt aiming to increase engagement and communication• Managing all Town-halls and Strategy Meetings with the Management Team• Managing the internal transformation Pillar of PMM’s Internal Transformation Change Management implementation processes and strategyWorking with the management team to ensure alignment and organizational effectiveness between them and the rest of the organization, managing the talent development process, managing the talent reviews and performance appraisals, managing the internal communication.

• HR single point of contact (SPOC) for the sales and marketing teams in EEMEA (Eastern Europe Middle East and Africa)• Managing the Bonus and budget distribution and allocation• Managing “Conquests” project for the EEMEA region• Managing the Medical insurance enhancements and renewal for the UAE team• Managing HR development project for EEMEA S&M• Recruitment for the S&M candidates joining the region• Managing all head hunters and recruitment agencies for EEMEA• Policy updates and creation• Managing all EEMEA exceptional hiring during the hiring freeze• Managing the audit project for all non-employees• Managing several layoffs and replacements• LinkedIn recruitment manager for the region• Managing several monthly reports related to headcount movements, promotions and layoffs

- • Working with other departments to ensure project policy implementation• Managing budget and expenses allocation• Appointing and selecting appropriate team experts for each training • Analyzing and identifying training needs• Organizing all trainings and workshops• Moderation and translation of various training and knowledge transfer sessions• Presenting all project material to the concerned stakeholders• Following up with all stakeholders ensuring time efficiency

• Managing the compensation and benefits department• Managing all HR strategies and ensuring execution• Handling all salary surveys (Hay, Mercer, Towers Watson)• Bonus and Merit analysis and recommendation• Company Policies and implementation• Managing all quarterly budget reviews for the local and expatriate employees including current and prospective budgets• MEA Project Manager for a project of "Shared Service Department" serving the whole MEC NA , L&Y region.• Handling employees' investigations – if required(in cooperation with legal department) and issuing recommendations for further actions• Implementing the necessary disciplinary actions according to labor law and company policies- when required• Managing all company benefits for the locals and International assignee• Salary adjustments and bonus allocation• Managing and supervising medical, life & social insurance• Creating regular employee satisfaction surveys • Promotion management and implementation• Management of Performance Appraisals• Retention programsDecember 2007Took the additional responsibilities of handling the reward department for the whole NA area ( Egypt, Algeria, Libya and Sudan).Duties included:• Salary survey analysis.• Salary adjustment implementation.• Enforcing an efficient HR Reward system in the different countries.• Creating a policy database in line with the NA policies.• Establishing regulatory procedures in all countries in line with Egypt.

• Business Tracking & involvement in all brand related activities.• Competitive Market research analysis and presentations. (retail audit and consumer). • Actively pursue promotional opportunities. • Managing several promotions• Plan BTL activities to support either existing or new products.• Prepare and manage expenditure schedules for each release. • Support the post launch of activities/promotions in collaboration with the sales team and the commercial excellence team.• World Cup promotion, brain storming for ideas, getting approvals for the actual plan, execution in terms of needed POS and personnel, follow up.• PET promotion, cans promotion, design of the promotional packages. • Arranging sampling activities to promote awareness and coordinating with involved parties.• Preparation of presentations involving market insights for current problems of the brand and recommendations.

• Drive added-value local consumer & market understanding • Performing and guiding research and analysis related to utility competitor products, behaviour and attitudes• Benchmarking utilities activities, services and costs against competitors’ capabilities, offers and costs• Keeping abreast with market development and issues by facilitating upper management strategic planning

• Handling various clients’ accounts and providing them with analytical presentations and market insights (ex: P&G, Kraft, ABC )• Provided detailed and issue focused presentations• Working exclusively on drug and food Sectoral overviews (Sector Report) covering all of ACNielsen’s categories• Conducting of training sessions on the “uses and abuses of retail audit”