Employee Relations Manager
Resume:
Mobile: 010********
Address: Ard Elgolf, Nasr City, Cairo, Egypt.
E-mail: addamy@r.postjobfree.com
Ahmed Helmi Mohamed
HR Professional BS Pharm., HRMD (OD, Talent Management & Acquisition) Summary: People-oriented HR professional with more than +9 years of extensive experience in different HR interventions. Aiming at helping companies attract and retain the best talent through playing an HR Business Partner role.
Areas of Expertise:
Talent Acquisition Performance Improvement HR Policies and Procedures Managing Training Process Maintain Values and Culture Organizational Development Manpower Planning Succession Planning.
Work Experience:
Elsewedy Electric
JV HR Supervisor, Tanzania - Julius Nyerere Hydropower Project (Rufiji) Aug. 2019 – Present
SCOPE
Acting as HR Business Partner, Supervise Project HR responsibilities (personnel, employment, benefits administration, employee relations, performance management, onboarding, OD, HRIS, Manpower Planning, and policy implementation).
Responsibilities
Provide consultations and operational support to company management, employees, and the HR staff.
Responsible for implementing and managing HR policies, procedures, programs and compliance. This includes recruitment, workforce planning and scheduling, timekeeping/payroll, employee relations, employee training, labor contract compliance/union relations, management support.
Managing and developing an effective recruiting process including sourcing, interviewing, reference and back ground checks, offers, on-boarding new hires.
Responsible for developing, selecting, negotiating, and administering a benefits program.
Responsible for problem resolution and coaching for employees at all levels of the organization
Work closely with managers and supervisors regarding recruiting, hiring, developing, disciplining, reviewing, termination etc.
Monitoring employee morale including team building, company events, and employee relations
Tracking reasons for regrettable turnover and implementing solutions to decrease turnover rates and costs.
Develop policies for workplace conduct and responsible for the implementation and administration of the policy.
Responsible for compliance with applicable employment law.
Maintain a positive attitude and work ethics
Talent Acquisition Supervisor – MEA Region
Sept. 2018 – Aug. 2019
SCOPE
Responsible managing the process of finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill company requirements.
Responsibilities
Participate in formulating HR operations plan & budget to assure alignment with HR plan and strategy.
Formulate and implement HR annual manpower and hiring plan & budget to assure providing the needed talent with the needed quality on time with optimum employment cost
Design and oversee implementation & continuous improvement of manpower planning systems to assure maximum productivity
Design and oversee implementation of recruitment system to ensure availability of wide pool of talent on time.
Design and oversee implementation of selection system to ensure providing the best fit on time with optimum employment cost
Follow-up, direct, Appraise, Train & develop, and provide the needed support to recruitment staff to assure the proper design, implementation, and improvement of HR systems.
Coordinate with departments’ heads and provide the needed support and technical assistance to ensure compliance with manpower planning and selection systems.
Design, administer, and ensure maintaining & improvement of information system to support decision making process, functional evaluation, control, and alignment. Al Arafa Holding (Concrete)
OD, Talent Management & Acquisition Section Head:
Feb. 2016 – Aug. 2018
SCOPE
Guide and manage the provision of Human Resources services to meet company's main objectives, coordinate the implementation of services, policies, and programs through Human Resources staff and serve the management team; and assist and advise company managers about Human Resources issues.
Responsibilities
Partners with the HR team to deliver these programs to the leaders of the organization.
Conducts effective needs analysis to clearly define learning objectives.
Works with contracted external trainers to adjust materials.
Constructing Competency Model
Constructing Training Policy, Procedures & forms.
Constructing Promotion Policy & Procedures.
Constructing Recruitment Policy, Procedures, & forms.
Redesigning/amending of Job Descriptions with departments heads.
Manage the performance management system and participate in analyzing the performance appraisal.
Design and update the organization chart.
Managing & approving employees’ promotions through managers’ recommendations/performance appraisal/personnel data/approved promotion policy.
Managing Onboarding process in cooperation with (Administration, IT, Personnel, Comp & Ben) representatives.
Follow up Manpower guide changes with personnel section.
Participate in formulating HR operations plan & budget to assure alignment with HR plan and strategy.
Formulate and implement HR annual manpower and hiring plan & budget to assure providing the needed talent with the needed quality on time with optimum employment cost
Design and oversee implementation & continuous improvement of manpower planning systems to assure maximum productivity
Design and oversee implementation of recruitment system to ensure availability of wide pool of talent on time.
Design and oversee implementation of selection system to ensure providing the best fit on time with optimum employment cost
Follow-up, direct, Appraise, Train & develop, and provide the needed support to recruitment staff to assure the proper design, implementation, and improvement of HR systems.
Coordinate with departments’ heads and provide the needed support and technical assistance to ensure compliance with manpower planning and selection systems.
Design, administer, and ensure maintaining & improvement of information system to support decision making process, functional evaluation, control, and alignment. Swedish Co. / Shabana Group
HR Supervisor, Distribution Sector
May 2015 – Jan. 2016
SCOPE
Supervise HR responsibilities (Talent Management & Acquisition, HRIS, PMS, Employee Relations, Personnel, Comp. & Ben.)
Responsibilities
Provide consultations and operational support to company management, employees, and the HR staff.
Responsible for implementing and managing HR policies, procedures, programs and compliance. This includes recruitment, workforce planning and scheduling, timekeeping/payroll, employee relations, employee training, labor contract compliance/union relations, management support.
Managing and developing an effective recruiting process including sourcing, interviewing, reference and back ground checks, offers, on-boarding new hires.
Responsible for developing, selecting, negotiating, and administering a benefits program.
Responsible for problem resolution and coaching for employees at all levels of the organization
Work closely with managers and supervisors regarding recruiting, hiring, developing, disciplining, reviewing, termination etc.
Monitoring employee morale including team building, company events, and employee relations
Tracking reasons for regrettable turnover and implementing solutions to decrease turnover rates and costs.
Develop policies for workplace conduct and responsible for the implementation and administration of the policy.
Responsible for compliance with applicable employment law.
Maintain a positive attitude and work ethics
Senior Recruitment and OD Specialist
Dec. 2014 – May 2015
SCOPE
Coordinate in development and integration of human resource programs and associated projects to achieve strategic business goals and operational objectives.
Responsibilities
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Job description formulization
Participate with HR management to identify specific work situations that requires better understanding of the changes in policies, procedures, regulations, and technologies.
Support in diagnosing potential organizational problem areas.
Develop methods of measuring of performance management alignment with organizational goals.
Recommend training and development systems to develop staff competencies frame work.
Conduct job analysis and evaluation and keep organizational structure and job descriptions updated.
Carries out periodic reviews of organization structures and job analysis/ evaluation activities to ensure departmental and organizational effectiveness.
Apply a structured change management approach and methodology for the people side change caused by projects and change efforts.
Support in maintaining performance management policies and procedures that ensure appropriate reward according to performance and enhancement for under-performance.
Create and maintain a progressive working environment within the organization.
Communicate all departmental KPI’s and ensure that they are delivered fully on time. Sanaya Holding
HR Business Partner – “Part time Job”
Aug. 2014 – Nov. 2014
Responsibilities
Lead the recruitment process from start to finish – from resume screening to arranging interviews to maintaining internal & external communications to negotiating offers with candidates
Accurately evaluate candidates based on core competencies, job competencies, & culture fit.
Be a Brand Ambassador and thrive at pitching our story to candidates and the community
Be the main point of contact for our applicants, communicating effectively and professionally
Coordinate and track internal referrals.
Work closely with our operations team to help streamline our recruiting and other internal processes Andalusia Group
Talent Acquisition Specialist
Jan. 2013 – Aug. 2014
SCOPE
Monitoring recruitment procedures from sourcing to hiring, identifying high-potential candidates, helping Andalusia grow their teams with qualified employees to achieve business goals and build a strong employer brand.
Responsibilities
Head Hunted Talented Medical Calibers (Physicians, and Medical practitioners)
Worked in Various non-medical Positions like (Cost Analyst – Legal Associate – Procurement Sr. Specialist
– Security Operations Manager – Sr. Recruiter (Blue Collars) – Costing Manager – IT Director - Procurement Supervisor - Maintenance Engineer - etc.)
Initiate an Employer Branding Activities through Present Company’s Employees Relations Activities and On-Boarding Process
Maintain Candidate Experience through Developing Recruitment Application and Increasing response ratio regarding Candidates Feedback Emails.
Sourcing potential candidates through online channels (Wuzzuf – AmCham – LinkedIn – Facebook)
Forecast quarter and annual hiring needs by coordinating with hiring managers to identify staffing needs.
Finalize Job Profiling Project for 20 Positions through the Organization
Design Competency Based Interview form
Conduct a Competency Based Interview for all Positions Needed in Organizations' Core Competencies
(Effective Communication - Result Orientation)
InterMark Network
Account Manager
Jan. 2012 – Dec. 2012
Responsibilities
Meet and liaise with clients to discuss and identify their advertising requirements.
Work with agency colleagues to devise an advertising campaign that meets the client's brief and budget.
Present, alongside agency colleagues (particularly the account manager), the campaign ideas and budget to the client.
Work with the account manager to brief media, creative and medical staff, and assisting with the formulation of marketing strategies.
Liaise with, and acting as the link between, the client and advertising agency by maintaining, regular contact with both, ensuring that communication flows effectively.
Negotiate with clients and agency staff about the details of campaigns.
Present creative work to clients for approval or modification.
Handle budgets, managing campaign costs and invoicing clients.
Monitor the effectiveness of marketing campaigns Reckitt Benckiser
Product Specialist
Oct. 2011 – Dec. 2011
Responsibilities
Launching a new pharmaceutical product “Gaviscon Advance”.
Build and maintain good will with the medical community, hospitals, and other health centers, sales outlets so as to gain maximum understanding and acceptance of company products and policies.
Create and develop the maximum profitable sales of all company products that may reasonably be achieved in the assigned sales territory through regular and aggressive coverage of all professional contacts and sales outlets.
IM, GIT, Gyna. Line.
Responsible for the following areas: Heliopolis 2, Heliopolis 3, Ain shams. Education:
HR-Management professional diploma
RITI - 2013
Graduation Grade: A+
Strategic Management.
Job Analysis and Competency Framework.
Personnel Planning and Recruitment.
Training and Development.
Performance Management System.
Compensation and Benefits Management.
Labor Law and Social Insurance.
Concepts of Human Recourses Management
Bachelor Degree of pharmaceutical sciences
Faculty of Pharmacy Cairo University – 2011
Graduation Grade: Good
High School Graduation:
Total grades were 98%
Languages: Arabic: Mother tongue. English: Fluent
Personal info: Date of birth: 12-Aug-1988
Valid Passport: Egyptian
Military Status: Exempted
Extracurricular Activities:
ZING Social Club: Student Activity Held in the faculty of Pharmacy, Cairo University 2008-2010 Interests: Camping, Safari, Reading & football.
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