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HR Director

Location:
Egypt
Salary:
negotiable
Posted:
May 22, 2018

Contact this candidate

Resume:

Vivian Abdel Moneim

Address: UAE

Mobile: DUBAI 009**-*********

KUWAIT 009**********

IRAQ 0096407508890578

EGYPT 002***********

Email: ac5jxl@r.postjobfree.com

Language Skills: Arabic, English, French

Profile

A proactive, focused and committed professional, with extensive expertise gained as a Dynamic, versatile management with diverse expertise in human resources generalist focus on Talent Acquistion, Resourcing & Recruitment, Compensation/Remuneration & Benefits, Employee Relations, Organizational Design/ Development, Change Management/Talent/Performance Management, HR Policy and Expatriate Administration. Moreover, Learning & Development. Expert SAP/Oracle Solutions/Implementation, Succession and career plan experiences at MNC and Local organizations in MEA, Europe & Africa covering several industrials Hospitality, FMCG, Retails, Healthcare and Medical, Automotive, Aviation, Construction and Oil & Gas.

Seeks a challenging position in a well-organized & established Organization to embark and enhance more challenging & promising career where technical expertise, hard work and mental together with interpersonal skills can be applied and utilized.

Looking forward the opportunity to meet and discuss the objectives.

Key Skills

International SPHR with 22 years of experience and proven track record in multinational industries FMCGs, Oil & Gas, construction, and Pharmaceutical in different regional leadership roles within different geographies emphasizing on Organizational structure & Organizational Development, shaping high performing cultures.

A savvy team leader skilled in attracting and retaining high potential talents all over the world. Pivotal contributor to senior operating and leadership executives, providing HR leadership for multiple acquisitions, from due diligence to conversion. Innovative problem solver, strategic decision maker, strong communicator.

Develops 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.

Implements 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, compliance, and labor relations.

Manages human resources by resolving problems; and implementing change. Develops human resources operations financial strategies by estimating, and developing action plans. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.

Guides management and employee actions by developing, policies, procedures, communicating and enforcing organization values.

Complies with local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

Updates job knowledge, maintaining personal networks; participating in professional organizations.

Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

Thank you in advance for your time and consideration.

Career History

Regional HR Director

Sanofi - 2014 - present

Responsibilities and key figures:

Building the right Company HR model focus on new strategies and tactics to improve revenue and to meet company’s objectives. Play the role of a HR Business partner and contribute in enhancing employee productivity across functions. Advising the top management on the company related aspects on all operational and business matters to ensure a keen understanding of the business, so as to implement HR practices and strategic that support robust business growth.

Main achievements:

ENHANCE ORGANIZATIONAL EFFECTIVENESS

* Defines HR strategies that support organizational goals and provide significant, positive and measurable impact on the organization.

* Use workforce data and apply analytics skills to formulate people insights and recommendations

* Diagnose issues and design organizations to deliver business results

* Diagnoses trends and root causes impacting organizational performance at the local and global levels; and drives the development and execution of quality solutions.

* Acts as an employee advocate and protect the interests of employees in accordance with the company’s human resources policies and appropriate governmental laws and regulations.

* Ensures flawless execution of established human resources policies and procedures throughout the assigned client area.

* Influences large outcomes and lead large cross-functional projects/teams within/outside the scope of HR

* Leads and develops a team of high performing individuals.

* Special projects on an ad-hoc basis at the request of the corporate HR and Management Counsel.

* Leads the Succession Management process for assigned client organization ensuring successors are identified and plans are developed and implemented for each person deemed a future successor to critical positions.

* Leverage core people processes / Shape the nature of the delivery of HR services to the business based on a deep understanding of the business environment and strategy.

* Partners with HR COE, to establish and track HR metrics that reflect a fact-based, comprehensive method for valuing the contributions of Sanofi.

* Responsible for being an active, productive and collaborative member of Sanofi HR Leadership Team and play a leadership role on HR sub-teams. Participates on global HR teams as needed.

* Partners with client leadership teams, HR COEs and HR Partners to develop and execute against strategic workforce plans.

MANAGES AND DEVELOPS ORGANIZATIONAL TALENT

* Collaborates with key stakeholders to develop and implement programs that build the internal talent pipeline and ensure the appropriate talent for achieving business results.

* Develops processes and systems to ensure high performance and ensures competitiveness of process, systems and structures to optimize business relationships, timelines and deliverables.

* Leads individual, team and organizational developmental efforts necessary to achieve the business goals. These activities will be driven by the business needs and might include individual coaching and development planning; team development interventions; departmental restructuring, counsel and support; culture assessment and action planning etc. at all levels within the client group.

* Responsible for input and implementation of leadership development, staffing, diversity, employee relations, and the performance management and review processes within assigned client groups.

PROVIDES STRATEGIC HR PARTNERSHIP

* Actively participate on the business leadership team to develop the strategic business plan

* Creates, communicates and drives the execution of organizational HR strategies that integrate perspectives from multiple stakeholder groups and industry best practices.

* Directs, drives, measures and monitors annual processes including succession and performance planning/evaluation and compensation processes and facilitates action planning for client areas.

* Leads, develops and drives the creation of a client-focused People Strategy that is top of mind, linked to business goals and demonstrates increased business impact and sustainability. Works with management teams to gain support in implementation and coordination within/outside of their department.

* Serves as a valued advisor to stakeholders and customers by anticipating needs and developing HR solutions that are aligned with business strategies.

* Utilizes in-depth knowledge of the business and industry to impact and drive decision-making processes; and contribute to the creation and execution of business strategies.

INFLUENCES KEY STAKEHOLDERS

* Seeks out, builds and maintains trusting and collaborative relationship and alliances with others inside and outside of the organization in ways that accomplish key business objectives; and helps others to do the same.

* Serves as a valued advisor and partner by providing influential counsel and guidance to business leaders across the organization, which includes a global perspective.

MANAGES FINANCIAL PERFORMANCE

* Maintains oversight and provides guidance to others in developing budgets and monitoring expenditures against operating plans; and makes improvements to budgets based on knowledge of financial data and history.

* Responsible for department budget to ensure the attainment of financial goals, which includes anticipating financial requirements; and incorporates appropriate risk management and contingency planning.

Additional Information UNDERSTANDS HR LAWS AND PROGRAMS

* Demonstrates advanced knowledge of the laws and policies that affect HR processes, programs and/or strategies.

* Demonstrates, communicates and upholds organizational HR policies and procedures as well as applicable local, state and federal laws.

* Provides guidance and advice to others to ensure that all laws and regulations are followed appropriately and consistently.

UNDERSTANDS THE BUSINESS, INDUSTRY AND MARKET

* Demonstrates knowledge of internal business operations and industry best practices; and applies this knowledge to analyses, processes and deliverables.

* Understands competitive dynamics to identify key opportunities and threats, and incorporates insights into HR strategies and plans.

Region HR Director

Royal Legacy Group (Retail, FMCG, Hospitality, Aviation and Automotive) – GCC

Jan 2012 – Jan 2014

Reporting to CEO/Owner

Responsibilities:

Lead the development and execution of the HUMAN Resources strategic plan and shorter term plans and initiatives to support the BUSINESS STRATEGIES and promote a unified company culture. Manage the common processes and day-to-day operations of Human Resources, including both corporate Human Resources functions and deployed Human Resources support for the branches and districts. Key initial requirements include:

Develop an annual performance review process, including training for supervisors. Develop and implement a SUCCESSION PLANNING process for key positions throughout the company. Create and implement recruitment and selection processes (requisition approval, interview techniques, assessments, reference checks, extending offers, tracking applicants, etc.). Identify gaps in training programs and develop programs that meet the needs of management and employees. Work with executive leadership to develop effective internal communications (between and among management and employees) to promote morale and achieve company-wide goals. Provide leadership to the HR team and build organizational capability and effectiveness. Ensure a strong focus on internal customer satisfaction. Provide HR advice and counsel to executive leadership on HR issues. Accurately diagnose organizational issues, develop solutions, and implement them.

Human Resource Director/Consultant

Pico Corporate, Oil & Gas, FMCG, and Hospitality – Egypt/Sudan

June 2009- November 2011

Reporting to CEO

Responsibilities:

Building the right HR model focus on new strategies and tactics to improve revenue and ensure legally and effective human resource management practices. Responsible for the development and implementation of human resource programs to include manpower plan, company Training budget, compensation matrix and Bonus structure, benefits programs, recruitment and staffing programs, employee communications. Interpret and recommend personnel policies and regulations for the organization. Cooperate with all departments, divisions to accomplish the mission and objectives of the organization.

Human Resource Director

Bel Group Egypt, FMCG - France

January 2008 - May 2009

Reporting to CEO/Corporate HR

Responsibilities:

Provide leadership and coordination of Human Resource functions. Develop and implement corporate Human Resource strategy and programs in BEL group (Country & Zone). Manages the development and implementation of Human Resources department, goals, objectives, policies and priorities for each function. Plans, organizes, directs, coordinates the Human Resources Department's work plan; assigns projects and programmatic responsibilities; reviews and evaluates work methods and procedures to identify and resolve problems.

ADDITIONAL RESPONSIBILITIES

Change Management leader of SAP Implementation in the country .

Champion of Global HR projects covered the zone of North Africa

HR Operation Executive

General Electrical – North Africa and MEA www.GE.com

January 2006 – December 2007

Reporting to VP HR

Responsibilities:

Design and implement corporate development initiatives in line with organizational priorities. Responsible for leadership development and support the implementation of strategic plans and programs for this group.

HR Business Support Manager

Schlumberger Oilfield Services – Dubai www.slb.com

May 2002 – January 2006

Reporting to VP HR/Region Country Manager

Responsibilities:

Develop the HR strategy for the business unit by leading HR and contribute to the business strategy keeping ahead of future strategy across the organization and externally. Communicate with management to ensure understanding of the HR strategy and associated rationale for the business units. Develop HR policies and procedures and be sure that they are implemented in accordance with Company strategy and standards. provide strategic direction in all key Human Resource issues, provide HR counsel to Managers on employee relations issues, ensuring fair and consistent enforcement of policies and practices. Investigate employee work place situations including claims of harassment, discrimination and policy violations. Implementation of ERP solution.

HR Manager

US Aid www.usaid.com

June 2000 – January 2002

Reporting to CEO

Responsibilities:

Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues)

Establish and maintain appropriate systems for measuring necessary aspects of HR development

Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales.

Office Manager/ HR Generalist

Procter & Gamble www.P&G.com

May 1996 – June 2000

Reporting to Plant Manager/HR Manager

Responsibilities:

Assign and monitor clerical and secretarial functions, Recruit and select office staff

Orient and train employees, Provide on the job and other training opportunities, Supervise staff

manages the day-to-day operations of the Human Resource office. Manages the administration of the human resources policies, procedures and programs.

Consultation:

Human Resource and Administration Consultant in Hospitality, FMCG and Retail

Orascom, Citadel / Administrative development affairs ministry

Oct 2006 - December 2009

Reporting to Owner/Minister

Responsibilities:

Originates and leads Human Resources practices and objectives that will provide employee-oriented, employee relations, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. Demonstrating a background in HR, possess the flexibility to manage competing priorities/tasks and deliver outcomes in a challenging and complex working environment.

Professional Development

Soft Skills

Technical Skills

Leadership Business Alignment

Strategic Planning

Organizational Structuring

Interpersonal Communication

Team Building

Relationship Management

Conflict Resolution

Task Delegation

Effective Supervision

Objective Evaluation

Candid Appreciation

Constructive Criticism

Integrative Thinking

Systems Innovation

Change/Talent Management

Time / Stress Management

Certified:

Insight Practitioner 2016 – Insight Discovery UK

Evolve Facilitator 2015 – Right Management France

Human Resources Management; HAY Dubai

Hay System Job Analysis and Evaluation

HAY Salary Scale and Grading Scheme

HRM; P&G Training Center Scotland

Optimizing C&B; Reward & Recognition Management; Watson Wyatt

Corporate Senior HR Management, GE Training Centre Dubai

HR Master On Progress

Education

KG to Secondary Armenian Catholic Sister English School –Egypt

1991 Bachelor of Arts -English Literature (BA) University of Ain Shams-Egypt

1998 HRM

2015 SPHR

2003 SAP HR

2006 Oracle HR

2015 Workday

References are as follows:

Ayman Gamal - GM Sanofi, Mobile: 009***********

Mohamed A. Fattah – BU Head Sanofi, Mobile: 009***********

Walid Kenawy- Executive Director Schlumberger, 002***********



Contact this candidate