•Design Performance management system and framing organization competency framework and departments competency model.• Measure employees core and functional competencies through designed Appraisal forms per level. • Create OKRs and KPIs per department and conduct monthly reviews with department managers and top management by presenting analytical conclusion and suggesting corrective actions.• Conduct Job Analysis per position for updating last JDs and forming… Show more •Design Performance management system and framing organization competency framework and departments competency model.• Measure employees core and functional competencies through designed Appraisal forms per level. • Create OKRs and KPIs per department and conduct monthly reviews with department managers and top management by presenting analytical conclusion and suggesting corrective actions.• Conduct Job Analysis per position for updating last JDs and forming Workload analysis. • Redesign departments business process with top management and department managers based on Root cause analysis and gap analysis.• Restructure current organization chart and proposing boxes closure or introducing new boxes to match department objectives.• Cooperate with L&D function in On the job trainings and post training.assignments to be interrelated with performance.• Forming employee engagement survey to by published through HR system. Show less

-Formulate trend analysis clarifying root cause of declinedindicators.- Have feedback session with technical managers to setcorrective actions.- Following up on corrective action implementation andcalculating impact.- Conduct CBI Assessments for all levels and identifying gapareas and taking decisions and employee developmentplan.- Job Analysis and creating Job Manuals.- Create PMS Indicators using MBOs and Balance-scorecard.- Conduct Work Load… Show more -Formulate trend analysis clarifying root cause of declinedindicators.- Have feedback session with technical managers to setcorrective actions.- Following up on corrective action implementation andcalculating impact.- Conduct CBI Assessments for all levels and identifying gapareas and taking decisions and employee developmentplan.- Job Analysis and creating Job Manuals.- Create PMS Indicators using MBOs and Balance-scorecard.- Conduct Work Load Analysis for Manpower planning. Show less

1)Responsible for Recruitment Cycle starting from Job posting till choosing best candidate. 2)Check Reference for New Hires. 3)Organizing New Hire Orientation Program (HR Employee Handbook, Code of Ethics and Safety program) 4) Head hunting for all levels. 5)Planning Cost Estimation for units operations budget. 6)Responsible for HR Review on Nursing Monthly timetables. 7)Responsible for Nursing Payroll (In and Out check,Overtime Analysis,Absence)

•Contacting and scheduling participant interviews.•Conduct Interviews and Final Selecting.•Creating database for Participants.•Creating Soft copies form of (Online Application Form, Database, Interview and Registration Form) for Staff and Participants.

•Re-arranging employees (personnel files) according to legal requirements•Arranging and data entry on Excel for employees’ database.•Contacting outsourcing recruitment agencies such as (Wuzzuf, Forasna and ElWaseet).•Job posting on social websites.•Screening and Selecting CVs.•Arranging Interviews Schedule.•Scheduling and contacting trainees for attending training.•Recording trainees’ attendance on Training database.