• Ensure consistency and up to date organizations charts, job profiles and employment data by developing new ones, studying any requirements as well as regular revision and validation in order to ensure accurate and consistent reporting.• Developing performance management system as well as managing goal and performance management modules on HR ORACLE system including performance appraisal cycle in order to allow managers to manage their teams’ performance to monitor and enhance the overall performance that will lead to more productivity and profitability.• Managing the implementation and enhancement of HRIS different modules by communicating, facilitating and collecting different HR departments’ needs of HRIS functionalities and reports in order to be provided to the concerned parties for implementation. • Develop core and leadership competency framework for different positions in all functions in order to ensure that employees having needed knowledge and skills to perform their jobs and achieve their targets and objectives. In addition to ensure up to date competency profiles of all positions on HR performance management ORACLE system in order to ensure competency profiles accuracy, consistency easy to manage.• Participate in developing and update HR policies and procedures that organize work between different parties. • Assist in managing re-development of grading and leveling structure for all BDC positions compared with market data and considering internal directions including job evaluation and job mapping processes in order to ensure fairness and equity. • Assist in identifying key and critical positions as well as developing succession plans in order to ensure business continuity by developing second line.

• Overseeing 700 employee Head count, Reporting technically to HR Director and administratively to General Manager.• Work closely with organization’s senior managers in order to develop an HR agenda that supports the overall aims of the organization. In other words, serve as a consultant to management on human resource-related issues.• Set and implement HR annual budget and plan that meets the organizational objectives.• Formulate and update HR policies, procedures and forms.• Discuss annual manpower plan with management and maintain an updated organizational structure and job descriptions.• Develop succession plan for key positions and retention plans for critical skills.• Develop and implement the organization's performance management Systems (PMS) for all employees in each job level.• Conducts training needs assessment (TNA) driven from employees performance gap then develop and implement adequate training plan.

• Update organizational structures and job descriptions for all departments regarding to any modifications or development.• Assist in developing and implementing performance management system for all departments.• Determine training providers in order to select the better provider with desired quality and appropriate cost.• Follow up training implementation internally & externally.• Collect manpower needs for all departments in coordination with departments’ managers.• Conduct first interview (HR interview) for candidates and shortlist best ones for the second interview (technical interview).• Follow up on the employees’ turnover analysis in every department in order to know its reasons and suggest ideas to minimize it.• Collect employees complaints to analyze and trace then discuss with compensation unit to agree upon proper proposal.

• Assist in updating organizational structures and job descriptions.• Coordinate and follow up training implementation internally & externally.• Assist recruitment unit in determining appropriate sources for recruitment such as (universities – recruitment internet web sites – news papers – reference – applicants’ recommendations).• Assist recruitment unit in screening candidates’ applications to select the best applications for every vacancy.• Shadow with recruitment responsible person through conducting first interview (HR interview) for candidates and select best one to the second interview (technical interview).• Analyze employees’ turnover in every department in order to know its reasons and suggest ideas to minimize it.• Coordinate between HR and personnel departments in recruitment issues regarding to hiring and exiting documentations.• Prepare monthly manpower cost analysis reports.