Sarah Sobhy Abdelmajed

Nationality: Egyptian

Date of Birth: January 30th, 1985

Address: Milano-Italy

Mobile: 003***********

E-mail: ac3dts@r.postjobfree.com

Objective

• Seeking a responsible and challenging position, where education and proven

Abilities can be fully utilized.

• To Increase my professional knowledge and experience, improve my skills and establish a solid

Career.

Working Experience:

Date: September 2016

Employer: Intesa Sanpaolo Group –Milano, Italy

Structure: Gestione Dirigenti e Talent Management (Executives and Talent Management)

Position: HR Manager

Managing all HR aspects for the selected Talents (selection, career planning, training, compensation& performance management)

Develop the next generation of Intesa Sanpaolo's Managers, fostering an integrated

international culture

Prepare the Group next “Middle Management” class, adopting best practices to shape individual Talent’s development journey through developing a tailor-made career paths (inter-functional, interdivisional and international), differentiated in professionals vs. managerial tracks, to best fulfill the business needs and Talents' competencies, skills and career objectives

Develop a tailor made Evaluation System to assess and calibrate Talents performance during the different rotations across different Divisions and Countries (in a "up-or-out" logic)

Date: June 2014 till September 2016

Employer: Alexbank - Subsidiary of the Italian group Intesa Sanpaolo

Position: HR Manager / Head of People Management & Development office -Human Resources

Division

Direct Reportees: 4 HR Business partners

As Head of People Management and development office, I’m responsible for the Recruitment, HR Business Partnership, Talent management and acquisition, performance management, development activities and managing the internal resources of the bank (headcount 2500)

Managing a team of 4 HR Business Partners through the following:

1- Sourcing and Recruitment

Setting the annual hiring plan according to the set targeted head count of the bank and keep it under

close monitoring through generating monthly reports

Ensuring timely recruitment and selection of required level / quality of staff, in order to meet business

needs

Managing the entire recruitment cycle for the head office starting from sourcing, screening,

interviewing and selecting the right candidate to offer negotiation and boarding

Developing an effective pipeline of key potential talents

Exploring the market best practices in recruitment

Set the social media communication strategy for different job profiles and functions in the Bank

Conducting job interviews for managerial roles “recent successful placements, Head of Legal &Head

of Branches Audit

Managing the relocation of internal employees within the bank according to their qualifications and

Competencies through internal transfers

2- HR Business partnership/ Relationship management

Managing the team of HR Business partners in their relationship with the business

Acting as the reference point for the business concerning all the HR activities

Acting as a strategic business partner and change agent to the management

Implementing and coordinating the policies and programs covering all the HR related issues

Acting as a front office for employees within bank through the implementation of HR policies,

Procedures and special projects

Handling staff relevant inquires, complaints and HR related matters

3- Talent management and acquisition / Succession planning

Managing the internal talents of the bank in an effective way by creating career path internally /

externally within the group.

Developing a comprehensive career management and a succession plan for talented staff inside the

Head office

Conducting career interviews and talent reviews.

Adopting suitable retention methods for talents & key employees.

Managing the development programs set for succession planning positions

Proposing compensation review when needed while focusing on employees’ retention in line with the

Compensation & Benefits framework

4- Performance management

Enhancing the employee’s performance to ensure that the right employee with the desired level

Of competency are selected to achieve a department’s goals

Monitoring employees’ performances skills and behavior

Changing the employees’ behaviors through reviews, appraisal, incentives and disciplines

5- Development activities

Identifying the functional roles across the bank and developing the organizational code within each

division to be used as a basis for recruitment & selection, development & performance Management

Identifying the required training programs for Head office staff

Managing and supporting the rightsizing programs in cooperation with Organization function

Working directly with the internal communications and CSR on the announcements and

Promotions of the development programs in the bank

Assessing the overall development needs of Bank’s resources (HO) at staff and management

Levels in order to guarantee continuous improvement for employees’ competencies

Major Achievements:

Setting up the newly introduced Incentive system for revenue generating positions starting 2015

Designing and implementing early retirement program for staff in 2014

Implementing the reutilization project by using the underutilized staff members through giving

Consecutive training to be relocated in different departments

Creating from scratch and managing the updated Organizational charts high and low level for BOA

Creating functional titles from Head office

Creating the internal communication office through mapping the activities, creating a cost

Recording system and filing as well

Launching ASK- HR, which is an official communication channel between the employees and the HR

Division in terms of inquiries, complaints and any HR related issues

Creating and putting in implementation the educational assistance policy, the corporate credit Card

policy

Launching the first tailored training program in Alex Bank branches staff.

Date: June 2009 till May 2014

Employer: Alexbank -subsidiary of the Italian group Intesa Sanpaolo

Position: Senior HR Business Partner / Team leader -Human Resources Division

Managing different business functions (CFO-HR-Legal) in terms of recruitment & hiring, talent

management, performance management and training activities

Following up with the team on the rest of the business functions in the bank

Managing and following up on the ongoing HR projects

Date: October 2006 till May 2009:

Employer: Alfa Executive Search & Headhunting Company

Position: Recruitment Consultant / Specialist

The Recruitment Consultant is responsible for all the steps required for candidate placement, starting with headhunting, selecting, interviewing and recruiting.

Responsibilities:

Conducting the Job Posting Program (starting from position requisition ending with the job Offer&

placement)

Contacting key clients, developing a roadmap on the basis of which a search is conducted,

Screening and presenting suitable candidates according to the client’s needs and managing both

parties (client & candidate) thus ensuring a successful placement is made.

Marketing our search (headhunting) services to clients by securing contingency assignments.

Headhunting candidates from the banking & the financial industries to meet the client’s

Requirement of open vacancies...

Screening cvs based on the required qualifications.

Identifying potential candidates for interview.

Interviewing candidates based on personality assessment, communication skills,

Generate periodical recruitment reports

Education

Executive banking program – SDA Bocconi – Milano-Italy

2011-2012 “Sponsored by Intesa Sanpaolo group”

Competitive environment and banking management fundamentals

Retail banking

Small business banking

Private banking: Corporate and investment banking

Finance and asset management

Accounting and Risk management

Organization Culture, government and change management

Team performance and People Engagement

Coaching and Motivation

University Education:

Bachelor degree in political science, English section Major: Political science Minor: Economics Completed in June 2006, Faculty of Economics and political Sciences, Cairo University, Giza, Egypt

Training Courses:

Managerial Assessment – Methodology and tools

The European House Ambrosetti – March / April 2015 – Milano - Italy

Languages

Arabic: Mother Tongue.

English: Fluent

Italian: B1.2

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