Global HR Professional

CURRICULUM VITAE

*. Family name: El Mongi

*. First names: Nermin

3. Date of birth: 1977

4. Nationality: Canadian (Egyptian/Lebanese origin) 5. Civil status: Married, two children

6. Education:

Institution

[ Date from - Date to]

Degree(s) or Diploma(s) obtained:

Oakwood International 2007 CIPD (Chartered Institute for Personnel Development) Century University 2001 B.Sc. Business Administration 7. Language skills: Indicate competence on a scale of 1 to 5 (1 - excellent; 5- basic) Language Reading Speaking Writing

Arabic 1 2 2

English 1 1 1

French 3 4 4

8. Membership of professional bodies:

• Member in Alexandria Human Resources Association - AHRA 9. Other skills:

• Expert in Human Resources Development Plans and Organizational Behavior of enterprises and means of strategically setting up organization to perceive their futures from the point of views of Business, HR, Finance and most of all strategy.

• Project Management, dealing and Leading different Nationalities, target dates are well perceived and knows how to motivate others and building a professional team spirit.

• Launched projects with quality and time management through attaining cross-functional activities to assure that project deadlines are met. Monitoring and measuring performances. Studying project milestones to assure project success defined through achieving targets within time and budget. Develop, re-engineer, and document required major cross-functional processes. Establishing Service Level Agreements (SLA) with concerned departments and track work quality and assure minimum service level.

• TLDW (Team Leaders Development Workshop) – Qualified Facilitator.

• Prince 2 foundation program

• Arranged corporate events with different organizations through planning, communication and problem solving. Contract negotiation and coordination between related parties. Managed the process of providing information and material with vendors while maintaining calendar of events and list of invitees etc.

• Managed major projects for Tyco International across the Middle East: Total Rewards Project (Grading & Compensation Structure) Organization Structure and Job Descriptions Middle East Policies & Procedures booklet Employee Handbook/ Induction program Diversity & Inclusion/Employee engagement survey New Acquisition (Palm Tree Integration) 10. Present position:

• Senior Business & HR Consultant of BISS Enterprise since 2015 with offices in Canada and Cairo. 11. Key qualifications:

• Setting up Business Plans

• Running Gap Analysis and setting relevant plans

• Facilitation of workshops

• Training development and planning/Conducting Training

• Planning Business Events

• Building Strategies for enterprises & implementation of HR Strategy 12. Specific experience in the region:

Country Date from – date to

UAE 1994-2000 / 2005/2011

Qatar 2003-2005 / 2013-2014

Canada 2001-2002 / 2012-2013

Egypt 2015-To Date

13. Professional experience:

Date Company Position Description

March 15 –

Date

Sept 16 –

Dec 16

Jan 17 –

Jan 18

BISS

Enterprise

Abou Ghaly

Motors

Abou Ghaly

Motors

Snr Business &

HR Consultant

HR & Business

Consultant

Group HR

Director

• Organizational development in business throughout Canada and Egypt. I am dedicated to support and facilitate these outcomes, and focused on three domains; Business

Excellence Solutions, Operations Effectiveness Solutions and Business Development Solutions

• Building business Strategies, HR Strategies, Business Plans and Implementing HRMS within organizations.

Phase 1: HR Consultancy:

ü Task 1: Design of Questionnaire to be filled by all employees from all departments at different grade

levels in all different entities under Abou Ghaly group ü Task 2: Focus Group meetings using the outcome of task 1 to build an in depth understanding about the organization

ü Task 3: Meetings with HR Department members to

review all current policies, manuals, ORG charts,

compensation & benefits, performance management

system, Training Plans, and suggest if any

improvement to the current system.

ü Task 4: Interview with all top managers and

selected key personnel to evaluate their potential of being part of the future strategy of Abou Ghaly Motors. ü Task 5: Gathering info about the

industry/competitors

ü Task 6: Gap Analysis using the outcomes of tasks 1,2,3, & 4.

ü Task 7: Workshops for outcome of Phase 1 to

engage with all employees at all levels and share the outcome, analysis and recommendations of Phase 1.

Phase 2: Project Implementation:

ü Developed the HR Department into a business partner model.

ü Developed organization strategies by identifying and researching human resources issues; contributing

information, analysis, and recommendations to

organization strategic thinking and direction;

establishing human resources objectives in line with organizational objectives.

ü Implemented human resources strategies by

establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and labor relations.

ü Developed human resources operations financial

strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and

analyzing results; initiating corrective actions;

minimizing the impact of variances.

ü Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating

optional courses of action; changing assumptions and direction. i.e. Efficiency, Profitability & Utilization Project.

ü Supports management by providing human resources advice, counsel, and decisions; analyzing information, systems, and applications.

ü Guides management and employee actions by

researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

July 2013–

Dec 2014

Agency 222

Qatar

HR Director • Oversee effective new starter processes for all employees;

• Create recruitment process and assessment tools of manpower requirements;

• Produce a training plan in line with the strategic objectives of the business and ensure its implementation;

• Assist Senior Management and the CEO with the preparation of development plans and monitor the success of objective achievements;

• Ensure the implementation of the HR Strategy within Agency 222;

• Promote a performance management culture;

• Promote employee communications throughout all levels of the organization;

• Ensure full compliance with labor laws and Agency Systems

• Advice Clients (Vodafone, Barwa Bank, Qatar 2020) with their HR policies and implementation of various systems.

• Manage Retention of employees.

March

2012–June

2013

GEMEXCO

Import &

Export

Montreal

HR Manager • Maintains the work structure by updating job requirements and job descriptions for all positions;

• Prepare employees for assignments by establishing and conducting orientation and training programs.

• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees

• Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets

• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Aug 2009-

July 2011

Tyco Intl

Middle East /

Canada

HR Manager • Manage and ensure best practice and effective approach to resourcing quality employees;

• Participate in the selection process for senior management;

• Create recruitment process and assessment tools of manpower requirements;

• Produce a training plan for the region in line with the strategic and regional objectives of the business and ensure its implementation;

• Assist Senior Management and the Managing Director with the preparation of development plans and monitor the success of objective achievements;

• Ensure the implementation of the HR Strategy within the Middle East region;

• Promote a performance management culture;

• Actively participate in the Management Team (locally and internationally) and contribute to strategic plans and reports;

• Manage, lead and develop the HR Team to maximize individual and team performance;

• Promote employee communications throughout all levels of the organization;

• Collate and research market surveys internal data and external data from a variety of sources to assist in the above;

• Ensure full compliance with regional labour laws and Company Systems

May 2008 -

Mar 2009

Sama Dubai

Properties

Recruitment

Manager

Account Management/ Business Partnering

ü Develop and maintain an in-depth knowledge of

business areas, their deliverables and needs.

ü Build and foster relationships with key players and decision makers.

ü Provide advice on recruitment strategies, procedures, legislation and market conditions.

ü Constantly explore and implement sourcing

methodologies as appropriate.

Recruitment

ü Consult on new requirements, recommend and action recruitment strategies to ensure the highest quality resource is engaged. In an efficient and cost-effective manner.

ü Manage full lifecycle recruitment for any needs within this business area; this will be multidisciplinary. Supplier Management

ü Taking a partnership approach to ensure the best quality service from suppliers to ensure delivery to the customer.

ü Monitor the service delivered by 3rd parties, identifying and resolving issues or escalating as appropriate

June 2005

– May 2008

British

American

Tobacco

Dubai

Area Talent

Executive

• Align the area talent sourcing and development strategy to the business and regional strategy thus meeting the current and future talent requirements for the area

• Align the area retention policy based on exit interviews and external environment to minimize future regrettable loss and in line with the regional talent strategy

• Ensure consistency across the area by engaging HR Business Partners and ensuring flawless execution of HR best practices

/ tools in the end markets through involving HR Business partners in cross market activities / projects.

• Implement and manage the area Management Trainee program in the above market world and actively progressed to build future leaders, and ensure the availability of sufficient world class future wave talent for MEC,

• Embed the Regional Coaching strategy in the area by ensuring all the action plans are implemented.

• Monitor and track all Listers and High Potentials in the area, ensuring 10 years development plans and career paths are aligned to career aspirations to ensure retention.

• Centrally manage all grade senior recruitment at an area level working with end markets and head hunters, and maintaining consistency in running assessment centers across MEC.

• Embed Employer branding through E-recruitment and open resourcing with attraction & retention strategy clearly articulated & actioned.

• Manage resourcing plans, talent focus areas, external recruitment trackers and talent dashboard to ensure delivery against strategic talent areas

• Centrally manage Diversity across MEC.

• Manage the area training nominations process for International and Regional programs. Develop and maintain the area training calendar and ensure all training needs are in line with organizational / individual development plans.

• Ensure consistency across the Area in the Performance calibration and Talent Review process by cross functional / cross market involvement in the process by HR and line managers.

• Manage the Area Mentoring program in line with Regional recommendations.

June 2003-

June 2005

RAND Corp

Qatar

Office Manager • Recruitment, induction & employee integration

• Leave / air travel administration

• Payroll & office financial management

• Correspondences and event management (board meetings, conferences and other forums)

• General office management

May 2001

Sept 2002

CanRecruit

Inc.

Ottawa

Recruiter CanRecruit (Canadian Recruiters International) is a Human Capital Management firm based in Ottawa focusing on sourcing middle to top-level executives in the fields of technology, finance and engineering. The key business is exporting talent worldwide. My primary function is to coordinate and support international recruitment assignments. The key was liaising effectively with both candidates and hiring managers. I was also involved in pre- screening resumes and setting up interviews worldwide. Database management and compensation analysis is also a major part of my role.

Apr 1997 –

Apr 2001

ADIA

Abu - Dhabi

HR Executive

(HR

Committee)

Abu Dhabi Investment Authority employs over 1,200 people in the UAE. With offices in Washington, London, Tokyo and UAE, I was working with the HR committee in an administrative support role. The prime function was administering recruitment, training, and employee related issues. My main achievement lies in managing the imaging project (along with the IT Dept.) that facilitated retrieval of data and smoothened our work flow processes. In addition, I was allocated the responsibility of safeguarding highly confidential and sensitive information.

Mar 1995 -

Mar 1996

ADPPOC

Abu Dhabi

Executive

Secretary

ADPPOC is part of the ADNOC group dealing with port activities. I was hired to manage all office administration relating to Human Resources matters. I coordinated recruitment, training, office services and supplies as well as negotiated, monitored and controlled supplier contracts. I was also heavily involved in staffing and personnel administration.

Feb 1994 –

Mar 1995

TSSC

Abu Dhabi

Secretary TSSC is an engineering firm based in Abu Dhabi. I was involved in all aspects of administrative support for the entire company.

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