HR management

Name : Randa Emara

Mobile: +20-100******* and +20-101*******

Héliopolis – Cairo, Egypt

Email address: *******@********.***

Professional profile

I am a Human resources senior professional / manager with huge background and expertise in different HR functions specifically in Total rewards, manpower planning and staffing, OD, performance and talent management, HR budgeting, acquisitions and mergers, and other operational functions of HR. I manage my job in a strategic way to support business missions within a cost effective, equitable and contemporary framework. My caliber and professional background has been consistently evaluated by my managers as a clear thinker who comes with effective and quick solutions while ensuring that the overall best market HR management practices are well implemented in the most cost optimizing and compliant manner.

Knowledge size:

Working knowledge of multiple human resource disciplines including compensation and benefits practices, organizational diagnosis, staffing and talent acquisition, employee and union relations, diversity, welfare and wellness programs, succession and Talent performance planning, OD, learning and development planning and budgeting, and HR operations

Thorough knowledge of Egyptian/local Employment laws

Skills Set focused on

Solid HR management strategies and leadership

Expert in organizational development and succession planning

Establishing HR policies and procedures to align the organization’s rules and regulations to governess

Establishing Job descriptions, Job evaluations and Job pricings

Budgeting

Strong expertise in Mergers and acquisitions

Establishing clear, market driven, and complying policies and procedures – with comprehensive understanding of regulatory HR compliance programs and laws in order to ensure alignment of current, or under development, policies and procedures with both global and local standards.

Tying performance and talent management to compensation management to ensure talents’ attraction, retention and recognition

Highly demonstrated presentation skills

Strong ability to effectively communicate with coworkers, staff and management through written, verbal and well structured communicational announcements,

Excellent and successful partnering with client and stakeholders groups

Strong conflict management skills

Successful interpersonal and negotiation skills

Professional verbal and written communication skills in both Arabic, English and technical languages

Ability To:

Develop strong trusting relationships in order to gain support and achieve results

Work effectively with win-win vision and solutions with unions and other labor union bodies

Effectively envision, develop, and implement new strategies to address competitive, complex business and complex employee relation issues

Manage multiple business units in multiple locations with multiple employees categories ranging from executive, white collar and blue collar levels

Work in local environment with a global focus, to successfully align business needs accordingly

Manage small to medium size teams with strong leadership visions

Understand issues domestically and internationally and communicate effectively with internal clients

Strong organizational skills to effectively work within time constraints and pre set objectives and goals within proactive time frames

Advanced proficiency level with Excel, PowerPoint and Word As well as HRIS applications as People Soft, Oracle & SAP

Education:

BA - Economics Major, the American University in Cairo

HR Management Diploma, the American University in Cairo

Training programs and certificates :

Quality HR Service skills program 1996 (Customer service orientation program) in 3M Training center, Cairo

SAP (Systems, Application & Products) Human resources software and Payroll interface to SAP, France in Dec 1998

HAY Job Analysis and Evaluation in Cairo in Nov 1999

Defensive driving and Safety training certified – Schlumberger 2000-2002

Watson Wyatt Job analysis March 2007

Introduction training session to PeopleSoft (HRIS) in 2008

Oracle HRMS Payroll /PS in 2009

Performance management / metrics given by Logic in 2011

Professional working Experience:

Current job since October 2015- present: HR Senior Consultant Valeo to total FTE : 1200

Accountabilities and achievements:

Prepare and manage the annual Total Rewards budget and other related plans for the Group HR and Personnel department, ensuring alignment with the company's strategies

Specifically Manage the Talent performance / Compensation management budget of $18 M for a number of 1200 FTE in Egypt

Establish and maintain the related HR Policies and Procedures manuals that are aligned with the group strategies and ensuring total compliance by all company employees, and that comprehensive and effective communication to the concerned parties is in place

Set the standards and performance measures (KPIs) for the C&B HR team, and monitors their timely implementation, ensures the achievement of the set objectives.

Ensure the efficient execution of the HR competency based systems and policies covering salary scales, compensation, incentives and benefits, promotions, performance management, based on the Company s objectives.

Ensure the on-going communication of the EVP model through various initiatives, in order to be fully comprehended by employees and efficiently introduce it to newly hired candidates, in order to ensure a unified corporate culture and company branding as an employer of choice

Provide Top Management with all the necessary data and statistics related to total rewards issues in order to assist them in their decision making process.

Analyze performance trends, competencies and results and presents to top management, highlighting the improvement areas, and also recommends initiatives and solutions to fill gaps.

Follow up and monitor the implementation of the approved initiatives.

Ensure a clear process of communication is in place with Finance in matters relating to all human resources financial aspects such as; (increments, salary deductions etc. )

Provide support and deliver training on a variety of Total rewards, talent and performance management topics, and ensure that my client group are consistently aware of the utilized best practices

Collaborate via communicational means across the work community to deliver value added integrated HR solutions that reflect the organizations business objectives, as well providing leadership, guidance, and management directives to the HR team as appropriate.

Expert in managing talent attraction and retention through establishing competitive remuneration and retention programs

Develop and manage market-based base pay initiative, linked to performance to attract and retain key talents

Design and coordinate key features of executive stock option incentive program.

Establish and implement new incentive practices that are aligned and inspired by the most contemporary market practices. (Long and Short term incentive programs and seniority recognition awards)

Responsible for merit review planning and administration, annual incentive plans, incentive plan design, market surveys, job evaluation, benchmarking and project management.

Responsible for the compensation survey benchmarking for all the country comp and ben plans, all the way to utilizing survey results analysis.

Manage the benefits programs and their pertaining budgets from all ranges of wellbeing programs. Ensuring cost effective and competitive plans are in plan and in alignment with Valeo’s global directives. Maintaining as well relevant policies and procedures

Establish annual salary ranges and merit increase pool with the most cost effective manner to ensure compliance with assigned and approved budgets

April 2012 – March 2015: NORTH AFRICA / Regional Human Resources manager and C&B manager, General Electric:

Geographic Scope : North and East Africa countries (Egypt, Libya, Tunisia, Algeria, Morocco)

Successfully delivered HR management strategic services to the North Africa FTE (500) client group:

Delivered accountabilities :

Managing Talent resources in a strategic and deliberate process in sourcing, attracting,

Selecting, training, developing, retaining and promoting employees through the organization. The key to accomplish this required me to develop a good “gate keeping” system for the new entries and thereafter, to continuously develop them to meet current and future business objectives

Delivered all related HR procedures related to GE’s acquisition of Lufkin oil and Alstom as downsizings, org restructures, harmonizing pay and benefits, and talent management strategies

Provided leadership, direction and expertise for the full scope of HR functions including: employee relations, employees’ on boarding, employee compensation, training and development, employee engagement and organizational design and change

Lead and leverage GE HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession Planning and Talent Management), cross-functional communication and the transfer of learning and best practice sharing within the HR network

Coached and counseled employees regarding performance management, HR policies and procedures relative to transfer, promotion, compensation, benefits and conditions of employment

Focused on identification of key talents, talents selection, and retention of world-class talent to ensure a dynamic pipeline of talent force

Served as an employee advocate, balancing fair labor standards, GE policy and practice and business needs

Partnered with client leadership and local HR counterparts to plan and execute strategies that ensure maximum engagement of human resource capital

Proactively managed HR systems in order to maintain integrity of employee and organizational data Quality Specific Goals with respect to Rewards management in the following aspects :

Overseeing and managing the annual Performance & Compensation Management Cycle activities.

Providing timely and accurate benchmark data at countries level, performing compensation analysis to ensure internal compensation structure aligned with market practices

Ensuring our internal job evaluation system meets the needs of the line management and the market

Partnering and collaborating with the HR Business Partners and Recruiters in determining competitive job offers either in recruitment and promotions context.

Designing the Performance & Compensation Management training curriculum for both HR Business Partners and Line Managers during salary reviews and planning season.

Launched and developed cost effective different HR policies and procedures to ensure that policies are contemporary and in alignment with market trends – ensured that its processes are implemented in a consistent, equitable manner across the board and cost effective.

As part of the MENAT region, the role is designed to ensure the execution of the Global Rewards strategy in North Africa to be in line with the Fundamentals of GE Rewards function across MENAT region and to maximize GE’s return on investment in the active manpower and to support building a talent pipeline of highly engaged associates.

Key Responsibilities and accountabilities in the C&B

1. Implement and execute Rewards strategy to meet the current and future needs of units within North Africa region

2. Create/maintain appropriate methods for labor market competitiveness assessment.

3. Design and ensure delivery of Rewards communication; support in Total Rewards communication.

4. Develop/maintain models of to link effectively pay and associates/business performance.

5. Manage pay plans submission and approval process within North Africa region

6. Act as a Job Evaluation methodology expert within North Africa region

7. Ensure legal compliance of all pay & benefits programs/activities within North Africa region

Detailed deliverables included:

Provide leadership and expertise for the full scope of HR / Rewards function including all aspects of professional relations, employee benefits, compensation, employee involvement, practices, policies, procedures, organizational change & development, communications and community relations.

Provide advice, council and support for benefits, compensation, compliance programs & HR Information Systems.

Key responsibility for developing pay schemes, by identifying and managing the movement of key talent.

Participate in the capacity of my role in the design of career developments, restructuring & reduction of the workforce.

Consult with the clients to define roles and position, design their remuneration packages, and advise on the total labor cost organizational structure, and on organization effectiveness

Responsible for creating & championing key engagement recognition program to ensure alignment to the overall Employee value proposition target.

Responsible for compensation plans and recognition programs, that are equitable and in line with the organization's goals.

Facilitate communications throughout the organization including employee satisfaction surveys related to the C&B programs, prepare analysis and action plans in light to opinion survey results.

Create Reward programs responsive to the local environment & participate in cross-functional business & cultural development.

Responsible for successful implementation of change efforts, by developing, study cost impacts, implementation of relevant policies and procedures related to the rewards function.

Provide support and deliver training on a variety of Rewards resources topics, and ensure that my client group are consistently aware of the utilized C&B best practices

Develop appropriate Rewards plans relevant and aligned to the overall human resource plans to support key business needs in a dynamic, changing environment and develop / implement appropriate change management plans as required

Implementing the C&B and GE strategy in policies and processes in the North Africa sub Region, working within GE Corporate frameworks while ensuring the competitiveness, fairness and compliance of C&B policies and practices in order to attract, engage and retain employees

Monitoring the sub-regional markets to ensure GE C&B policies and practices remain contemporary, as well as keeping up to date with changes to the legal & tax environment to ensure GE C&B remains compliant.

Communicating GE’s Employee Value Proposition to ensure employees understand the value of a GE job.

Initiate and review C&B policies and processes to to ensure that our policies are competitive, as well as being consistent with market practices elsewhere; and second, to look for simplification opportunities – in either the policy design or delivery.

Provide guidance and analysis to support Corporate HRMs and regional business HRMs to set compensation packages.

Plan, designs, evaluate and administer employee compensation and benefit programs, such as salaries, short- and long-term incentives, job evaluations, performance appraisals, retirement plans, and life, health and disability insurance

Develop, implement and administer compensation plans, such as salaries, short- and long-term incentives, job evaluations, performance appraisals, salary increases, salary surveys, and long- and short-term incentive plans May provide services in Executive Compensation, International Compensation, Sales Compensation, and other specialized areas of compensation

Develop, implement, and analyze compensation programs for executives, officers, Field and sales personnel and other top key positions, including long-term and short-term incentive plans, financial and tax treatment of compensation programs, and proxy disclosure and analysis

Develop; implement and manage cost-effective benefits programs, such as pension plans, life, health and disability insurances

Conduct C&B surveys and market information collection to maintain equitable compensation and benefits system.

Create and maintain competitive C&B programs within GE global guidelines to attract people into GE’s Leadership Programs.

Participate actively in the GE regional C&B Council and build relationships with external HR/C&B networks within the region.

Act as effective advisor to and educate regional GE HR teams and GE global HR teams to ensure C&B policies and processes meets business needs.

Harmonize different reward programs/structures in alignment with GE MENAT C&B strategy and in accordance with local market and legal compliances

Perform a leadership role in co-sharing with HRMs in recruiting, selection, performance management and career development

Provide counsel in the design and implementation of compensation and recognition programs

Conduct annual reviews, develop and update other pay elements to ensure consistency and harmony among different businesses. i.e. apples to apples

Act as an impartial advocate to ensure that all individuals receive fair and equitable treatment

PREVIOUS POSITIONS:

2010 - 2012 : HR management/C&B manager – Italcementi Group

2008 - 2010: Regional HR/Compensation and Benefits manager / HRMS data integrity - Transocean Offshore International (Egypt, Sudan, Qatar)

2007 – 2008: Human resources business partner in Orange business services

1998- 2004: Compensation & Benefits manager, Schlumberger (Oilfield Services) for North East Africa : Egypt, Sudan, Libya, Ethiopia

1996- 1998: HR Operations Supervisor, 3M Egypt ltd (HR Generalist role)

General Deliverables across my professional Career :

HR GENERAL OPERATIONAL MANAGEMENT:

•Develop HR strategy direction to support delivery of the vision and ambition to support of the Country Plan.

•Work with the Regional HR teams and HR Centres of Expertise to implement strategies in the key areas of talent, resourcing, reward, employee engagement and organization development

•Lead on developing strong people leadership and effective matrix management across the country.

•Lead on embedding cultural change, new behaviors and ways of working

•Provide strategic direction to the SBUs (Strategic Business Units) for workforce planning

•Establish required policies and procedures and ensure consistency across all Egypt and the entities in their implementation and ensuring alignment to the market’s best practices

•Lead all people aspects of on-going organization change planned within the country and the region, and ensuring they are well planned, aligned with the policies and values of the organization and implemented effectively and compliant under local labor law

•Lead the strategy for talent and succession planning and ensure effective implementation including guiding and couching Line Managers to be equipped to manage, monitor and reward performance effectively

•As a member of the Egypt Executive team, advise and support the team in all aspects of the HR functions

•Lead, inspire and manage the country HR team to develop a high performing function which builds capability in the line, shares learning and proactively brings best practice approaches to the organization

•Ensure all HR activities in Egypt are underpinned by the organizations’ values and promote equality, diversity and inclusion

Strategic workforce change management

•Implement the strategic workforce plan for the country, defining the capability and skills required to deliver a cost effective and sustainable organisation. Provide expert Leadership in designing, recruiting and inducting the appropriate team to deliver the change

•Identifying any external resource needs and in negotiating, contracting and, where relevant, managing professional/specialist inputs

•Work with the relevant HR resources in the implementation areas to build and implement an integrated approach to managing the impacts of the change programme with business as usual

•Advise on and support the set-up of effective governance to provide assurance to Country management that policies are being upheld, and that HR programs are being delivered to cost, time and quality and that risks and issues are being appropriately flagged and managed

•Build the change capability of leaders and if required, the transformation and implementation teams, to ensure the effective delivery of the HR programs and engagement with people and to build on-going capability for change in the organization

•Capture and embed lessons to ensure continuous improvement in change management across the organization

•Bring best practice learning to the organization from external networks and actively contribute to the developing network of change agents across organizations

HR Advice, coaching and Support

•Ensure the HR team provides expert HR advice and information and consultancy support

•Provide support and guidance in disciplinary and grievance cases

•Provision and commissioning of effective HR consultancy support and services to managers

•Managers are fully satisfied with the services, advice and coaching provided

•Staff are aware of responsibilities with regard to HR policy and practice

•Advice consistent with corporate and country policy and practice and local law

•Policies implemented consistently and to corporate standards

•Effective communications within HR team and with global HR community

Team Leadership and Team Development

•Build and lead an efficient, integrated and motivated HR team, which champions the organziation’s values, meets all Performance Management and Professional Development standards and works effectively with colleagues across all activity streams

•Effectively line manage and support professional development according to standards of Performance Management and Professional Development and ensure effective knowledge sharing between colleagues

•Proactively participate in the corporate Performance Management and Professional Development system and keep professionally updated in related areas

•Knowledge sharing within the HR Team is recognized as effective and appropriate

Country Leadership Team

•Contribute to the development and delivery of country and regional strategy and contribute to effective implementation of change projects (eg Scale of Ambition, Business transformation, Business Partnerships, Digital etc)

•Design model the values and principles of an integrated country operation, by championing and facilitating knowledge-sharing and integration across activity streams and by representing the organization values and purpose in all internal and external communications and relations

•Consistent effort to meet country strategy with Egypt’s legal, business and Equal Opportunities and Diversity requirements

•Country and regional knowledge sharing tools are used effectively

•Staff Survey results on Country Leadership are positive

•Principles of the orginazations values, Equal Opportunities and Diversity, Code of Conduct, Child Protection Policy and Performance Management and Professional Development are met at all times

•Active participation in Country Leadership meetings

•Staff feel informed and/or consulted on key country level changes

•Staff are aware of the organizations values and purpose wider work of the orginazations in Egypt is conveyed in all communication with staff and contacts

Relationship Management

•Build and maintain strategic relationships with key internal and external stakeholders and customers (including legal adviser, Insurance Dept, Customs and other relevant Government of Egypt departments) that will ensure HR operational targets are met

•Business and Partner Relationship management in accordance with corporate guidelines and standards for relationship management

•All communications are delivered to related customers/clients/partners/stakeholders and well documented

•Knowledge shared to support HR Team members and Resources Team relationship management

Country and regional compensation & benefits network management

Identify and develop HR talent on the local and regional remuneration.

Attract, retain and motivate

Valid country staffing in terms of competencies and potential and link them to pay

Develop educational program on Global Remuneration for Country HRD, Country HR C&B Teams

External relations

Define and valid panel of suppliers in all HR aspects.

Plan regular RFQ on the main benefits topic to master cost.

Key HR contact person for actuary and control organization.

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