Director

**** ********

Cairo-Egypt

Mobile:***********-***48881200

e-mail: *************@*******.*********:*******@*****.***

Osama Mohamed Said Mohamed

Career Objective

I am seeking employment with a company where I can grow professionally and personally. Where my academic, professional and communication skills can be fully utilized and developed serving your organization.,

Fields of competence

Over than 34years in Banking operation (L/C L/G Time Deposit Marketing Strategy management & Human resources activities including but not limited (to payroll, recruitment, development,etc.) in addition to provide HR consultation to customers for training of the organization staff to achieve high performance .

Experience

May 2015 – till present

Overnight Transport

Chairman

www.globalts-eg.com

Internal process:

1.to act as a liaison between management and the Board

2. to provide independent advice and counsel to the CEO

3.3. to keep abreast generally of the activities of the Company and its management; 4. to ensure that the Directors are properly informed and that sufficient information is provided to enable the Directors to form appropriate judgments; 5. in concert with the CEO, to develop and set the agendas for meetings of the Board; 6. to act as Chair at meetings of the Board; 7. to recommend an annual schedule of the date, time and location of Board and Committee meetings; 8. to review and sign minutes of Board meetings; 9. to sit on other Committees of the Board where appropriate as determined by the Board; 10. to call special meetings of the Board where appropriate; MD

External process:

Provide HR consultation to company customers as follow;

Design/Update and Implement the HR System

Develop human resources plans that are aligned to the organization's strategic plan

Develop and recommend operating policy and procedural improvements

Design, update and implement in coordination with department's managers the Performance Management System (KPI's and Performance Appraisal)

Coordinate the resolution of specific policy-related and procedural problems and inquiries

Recommend, develop and schedule training and development courses

Advise companies on best human capital management practices.

Helps clients strategically integrate effective HR processes, programs and practices into their daily operations

Perform internal reviews and audit of current systems and policies.

Perform quality assurance checks.

Deliver surveys to employees.

Conduct investigations and research into reclassification and classification.

Match job seekers to employers.

Ensure business practices are in accordance with human resource policies and labor laws.

Help train managers and HR employees.

Provide company with updated salary and job description information.

Help implement applicant tracking systems.

Provide consultation and guidance to senior management and organizational partners in the interpretation of human resource management policies, procedures, programs and application of related government laws and regulations.

Lead HR-related projects.

Provide advice on discipline process, conduct disciplinary review conferences and advise on appropriate outcomes.

Develop employee restructuring plans.

Devise severance packages.

Participate in the design, development and implementation of innovative workforce retention programs.

Provide review and approval of requests for reduction-in-force, reorganizations/realignments.

Administration:

Manage all the Administration operations and monitor its procedures

Administer and explain benefits to employees, serve as liaison between employees and insurance carriers

Work with union representative to resolve labor relation issues

Provide advice, assistance and follow-up on company policies, procedures, and documentation

Recommend, develop and maintain human resource data bases, computer software systems, and manual filing systems

Handle all employee problems, concerns and suggestion

Issue reports and analysis and deliver them to the CEO

October 2015 till October 2016

International Business Associates Group for Money Transfer (S.A.E)

Authorized agent Western Union

HR Director

Main responsibilities:

Reviews and makes recommendations to executive management for improvement of the agency’s policies, procedures and practices on personnel matters.

Maintains knowledge of employment legislation and ensures agency’s compliance.

Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed.

Assists executive management in the annual review, preparation and administration of agency wage and salary program.

Compensation and benefits administration and processing including payroll, workers’ compensation, leaves and performance assessment.

Coordinates and monitoring of all the hiring processes.

Coordinates or conducts exit interviews to determine reasons behind separation.

Consults with legal counsel as appropriate, or as directed by the CEO, on personnel matters.

Works directly with department managers to assist them in carrying out their responsibilities on personnel matters.

Recommends, evaluates and participates in staff development for the agency.

Develops and maintains a human resource system that meets agency personnel information needs.

Supervises the staff of the human resource department

Design, update and implement in coordination with department's managers the Performance Management System (KPI's and Performance Appraisal)

Coordinate the resolution of specific policy-related and procedural problems and inquiries

Recommend, develop and schedule training and development courses

Ensure that all functions (Security, Office boys…etc) are performing as planned.

Responsible for all human resource activities to include employment, compensation, labor relations, benefits, and training and development.

March 2010-Jan 2011

The Industrial Development & Workers Bank of Egypt

HR Director

Managing the day-to-day Human resources activities including but not limited (to payroll, recruitment, development and training.).

Performing the salary review and profit share annual exercise.

Creating and maintaining an up to date Job Description records for all jobs across the bank.

Creating and maintaining an up to date Organization Charts across the bank.

Managing the Performance Appraisal – Competency Based system.

Managing the branches staff imaging exercise.

Provides appropriate interface with other departments to resolve problems.

Research consolidate, write, and obtain management approval for new and revised policies and procedures.

Develops and directs management of financial institution compensation guidelines and policies.

Conducts periodic reviews of compensation guidelines and policies to ensure that the benefits and compensation offered by the financial institution meet the needs of the staff and are provided efficiently by the financial institution.

Recommends salary increases, as suggested by financial institution department heads, to the Compensation Committee of the Board of Directors.

Monitors and makes recommendations to ensure the financial institution is in Compliance with compensation laws and regulations.

Provides regular reports to the Chief Operating Officer on the institution’s

Compensation policies in relation to government wage and hour regulations.

Coordinates and analyzes salary surveys to compare the financial institution’s pay rates with those of competitors.

Manages records on the financial institution’s special executive incentive plans.

Manages and directs the development of financial institution job specifications,

Job, screening and recruitment activities as well as selection of staff for promotions change of job assignments, terminations or transfers.

Serves as backup to the Compensation and Benefits Manager as necessary.

March 08- December 09

Smart Car Holding Group company

HR and Administration Director

HR:

Design/Update and Implement the HR System

Develop human resources plans that are aligned to the organization's strategic plan

Manage the payroll system

Manage the HR & Administration department

Develop and recommend operating policy and procedural improvements

Design, update and implement in coordination with department's managers the Performance Management System (KPI's and Performance Appraisal)

Coordinate the resolution of specific policy-related and procedural problems and inquiries

Recommend, develop and schedule training and development courses

Ensure that all functions (Security, Office boys,…etc) are performing as planned.

Responsible for all human resource activities to include employment, compensation, labor relations, benefits, and training and development.

Interview senior level job applicants; review application/resume; evaluate applicant skills and make recommendations regarding applicant's qualifications.

Prepare and maintain company salary structure, job documentation, and job evaluation systems Design new employee orientations for the managerial level. Issue reports and analysis and deliver them to the CEO

Administration:

Manage all the Administration operations and monitor its procedures

Administer and explain benefits to employees, serve as liaison between employees and insurance carriers

Work with union representative to resolve labor relation issues

Provide advice, assistance and follow-up on company policies, procedures, and documentation

Recommend, develop and maintain human resource data bases, computer software systems, and manual filing systems

Handle all employee problems, concerns and suggestion

Issue reports and analysis and deliver them to the CEO

September 2007- Feb 2008

HR and Administration Director - e-finance

RESPONSIBILITIES:

Develop, set and maintain HR policies, procedures, guidelines and regulations within E-Finance and ensure that these are communicated to all levels within the organization – using on-line tools where possible.

Direct the Talent Management function by applying best practice processes and HR management techniques for market intelligence and investigation, selection, assessment, recruitment, development, career and succession planning. Ensure Line Managers are familiar with Performance Management techniques and ensure staff are fully committed to the organization

Lead the planning of the organization’s manpower and manage the processes of recruiting and hiring

Maintain organizational structure and reporting relationships

Oversee the development of appropriate compensation packages for all positions within the organization

Ensure the effective achievement of HR objectives through inspired leadership setting objectives, managing performance, developing and motivating staff, assisting career development, providing formal and informal feedback and appraisal in order to maximize the overall performance of the HR arena

Lead the provision of appropriate administrative assistance and logistical support for the organization

Oversee the management of e-finance’s front desk, and guest relations, calls, calendars, etc.

Manage facilities occupational health and premises security

October 2006-September 2007

Senior Manager HR - Ahli United Bank

RESPONSIBILITIES:

Setting a clear HR structure and strategy for the Organization, ensuring effective and efficient implementation.

Assessing staff specifications to assure compatibility with organization culture and jobs responsibility.

Contributes to the development and implement of the business strategy as both a human resource business partner & employee advocate. Full and active participation in business reviews and planning sessions.

Plays an influential role in promoting the organizational culture within the centre, ensuring professional processes, management and attitude is supported throughout the centre.

Support the Senior Management Team within the organization by facilitating/ driving change agenda across the business.

Act as confidante and sounding board to the Management Team

Ensure effective & appropriate performance management processes occur as appropriate.

Active participation in senior appointment decisions.

Effective and timely management of employee relations issues.

Provide guidance and advice on compensation issues, such as structure reengineering, writing job descriptions, conducted salary surveys, job evaluation, …etc,.

Developed and administered Termination and Redundancy plans.

Deliver a superior HR service, by providing HR support, communication and guidance in line with the organization and Regional policies and procedures.

Supports the LOB’s with the recruitment needed according to the plan and ensuring timely delivery of recruitment services in Egypt.

Coach and support managers in areas of policies and people management skills.

Drive the roll out of approved policies, procedures and practices.

Generate ideas for continuous improvement and implements approved suggestions.

JULY 2004- October 2006

HR Manager- Egyptian Financial & Management Consultant

Provides assistance in identifying, evaluating, and resolving human relations and work performance problems within organization. Facilitate communication and improve employee human relations skills and work performance by performing the following duties.

Talks informally with organization personnel and attends meetings of managers, supervisors, and work units to facilitate effective interpersonal communication among participants and to ascertain human relations and work-related problems that adversely affect employee morale and organization productivity.

Evaluates human relations and work-related problems and meets with supervisors and managers to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel.

Develops and conducts training to instruct organization managers, supervisors, and workers in human relations skills such as supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills.

Schedules individuals for technical job-related skills training to improve individual work performance.

Participates in resolving labor relations issues.

Assists in screening applicants for establishment training programmes.

Seeks out, interviews, screens, and recruits job applicants to fill existing company job openings.

1999–JULY 2004 Misr International Bank (MIBank)

Manager, Human Resource Department

Design and maintain with LLOYDS TSB the HR Project (Preparing job description, performance appraisal, management skill audit, HR corporate project strategy member, managing organization renewal change).

Set the annual objective for HR.

Develop the annual budget for the HR activities across the organization.

Develop and ensure the implementation of the general HR strategy to guide all human resource related activities and ensure effective HR strategic needs of the company.

Develop competitive compensation policies that comply with labor law and monitor internal compliance with these policies to ensure the achievement of the compensation objectives.

Develop and maintain an effective recruitment and placement process to help achieve the company’s hiring objectives.

Develop and maintain an effective performance management cycle and evaluation process and monitor its implementation to guide practices.

Develop and maintain an effective training and development process that help identify needs and ensure return on investment in related activities.

Monitor the quality of the training and development programs and evaluate their impact on performance to ensure the meeting of training and development objectives.

Participate in the development of the overall business strategy of the company to ensure proper identification of HR needs and challenges.

Develop and oversee the implementation of succession plans and programs to ensure optimum meeting of current and future HR needs across the company.

Provide professional advice and support to all Line Mgrs.

Ensure that policies and practices are supportive of employee productivity and compatible with legal demands.

Establish a disciplinary and termination process that are compatible with labor law and ensure full compliance with these processes.

Establish a grievances management process to resolve conflicts and problems properly and timely.

Ensure the maintenance of an updated employee database and records to facilitate and document HR decisions.

1994-1999 MIBank

Manager, Marketing Department

Agree sales & marketing plan for branch.

Review & follow up targets achievements.

Set branch targets for new products

Conduct qualitative & quantitative market research and analyse customer information and database in order to identify:

The most profitable customer segments.

The new target market segments.

Measure customer satisfaction

Competitors analyses for service level and products criteria

(customer value management)

1983– 1994 MIBank

Manager, Letter of Credit department (IMPORT & EXPORT)

Train, develop, support and evaluate staff performance.

Review the incoming mail and forward it to assistant manager.

Organize and monitor daily work schedule

Provide professional advice to customer

Monitor L/Cs to ensure compliance with terms.

Customer contact and problem solving

Customer complaints and disputes are investigated and solutions sought

Follow up daily report and refer matters outside authority to line manage

1982-1983 MIBank

Executive, Foreign Department ( Head of time deposit unit)

Reviewing daily & monthly reports.

Handling all customers’ problems & companies.

Reviewing time deposits currencies rates.

1981-1984 MIBank

Executive, Letter of Credit (L/C) Department

Education

1976–1980 Cairo University

B.Sc., Commerce

Specialization: Accounting

Training

Courses

Computer Courses:

Spreadsheets, data base

System Analysis

Pascal

FOXPRO

Windows, WinWord, Excel, Access and Power Point

Internet browsing

Human Resource Management Training courses::

Leadership and Behavioural Successful Manager (Egyptian Banking Institute)

Training in Lloyds TSB, England in the HR system (preparing job description, performance appraisal and HR development plans of the HR department in a corporate field study.

Next Generation strategy.

Strategic Brand Management.

Banking and Finance Courses:

Standby Letter of Credit (The Arab Academy for Banking Financial Sciences).

Skills

Excellent command of Both English and Arabic Languages (Written & Spoken);

Excellent Knowledge of all computer applications (Microsoft Word, Excel, Access, and Power Point);

High communication skills;

Team leader & builder;

Projects and Achievements

Activities and Participations

Hobbies

Conducting the salary structure for ProMark

Restructuring and implementing new organization structure

American Chamber Of Commerce In Egypt.

The Egyptian Human Resource Management Association.

Training & development society.

Diving (IDC Staff License from PADI International LTD)

Listening to Music

Personal Data

* Date of Birth: March 24, 1959

* Nationality: Egyptian

* Marital Status: Married

Tips

Worked in Financial Accounting, Time Deposits, Import & Export System, L/Cs & L/Gs, SWIFT system, Cooperated with auditing firms such as: Hazem Hassan, Shawky Co.

References Furnished upon Request

Contact this candidate