HUSSEIN RAGAI EL-ASHMAWI

Group Human Resources Director

Executive Committee Member

Tel: +202-********

Mobile: +201*********

E-mail: adhrqc@r.postjobfree.com

PERSONAL DATA

Address: ** **** ******, **rst Floor, App.102, Giza, Egypt. Marital status: Married.

Military service status: Exempted.

OBJECTIVE

An Executive Managerial position as the head of the Human Resources Department, suitable for my experiences in management.

EXPERIENCE

Dar Al Fouad Group – Cleveland Clinics Affiliation Group Human Resources Director

January 2020 till now:

• Leading the human resources team on group level, 2 hospitals & a medical tower, total headcount 2500 employee, in three major locations.

• Leading a team of 25 HR professionals responsible of payroll, social insurance, personnel, compensation & benefits, talent management, International assignment...etc.

• A member of the core management team of the group, where I participate positively in major business strategic decisions, including but not limited to, investment decisions, acquisitions, expansion, process improvement.

• Responsible of managing a budget of 300 MEGP annually. Majid Al Futtaim Retail Carrefour

Human Capital General Manager

October 2016 till December 2019:

• Leading the HC & Administration team in the different HC functions, namely, Compensation & benefits, recruitment, training, personnel, Payroll, HC operations …..etc.

• Leading the internal communication function on country level, including but not limited to company portal, bulletin board management, corporate identity management & employer branding management.

• Leading the central cashier organization, being responsible of all cashiers, trolley boys, packers & organizers in the stores of the company.

• A member of the executive committee of the company, I participate positively in strategic business decision, including but not limited to growth plan, acquisitions, and budget decisions ….etc.

• Responsible of managing a budget equivalent to 250 million EGP annually.

• Currently I lead a team of 70 Human capital professionals all over the company having a direct HC team reports of 10managers.

Arabian Cement Company part of Cementos La Union Spain April 2012 till July 2016:

Chief Human Resources Officer & Executive Committee Member

• Leading the HR team in the different HR functions, e.g. Compensation & Benefits, Learning & Development, Talent Management, Recruitment, personnel & Payroll.

• Leading the Administration Team in both the Head office, the Factory & remote locations in the different administration areas, e.g. facility management, fleet management, housekeeping, to the highest standards through the application of the 5S Model in the different premises of the company.

• Leading the Internal Communication function to develop a corporate identity, employer branding, internally & externally with the potential candidate pool of talents, managing the company portal over the company’s intranet.

• A member of the Executive Committee of the company, participating positively in strategic managerial decision for the company, not limited to the annual business plan, budget process, acquisitions & mergers...etc.

• Responsible of a total annual budget equivalent to 100 Million EGP covering the Personnel cost, Administration & Internal Communication. ABB Asea Brown Boveri – October 2008 – March 2012

January 2011 till March 2012:

Country & Sub-Regional HR Center Manager

• Leading the HR Team in Egypt (Sub-regional hub) & sub regional countries (West Africa), a total of 25 Employees divided in the following HR functions, Compensation

& Benefits, Training, Talent Management, Recruitment, International Assignments, personnel, Payroll & HR Administration.

• While leading the team, I lead the different functions in processing the following different activities:-

1. Work closely with line managers in the countries of the region to establish focal HR points in terms of “local hiring/head hunting centers”, people evaluation, development plans for the local people, sales & business development schemes in line with the local labor laws of the countries of the region, most importantly, aligning all of this with the corporate policies, procedures & schemes in order to have the homogeneity of ABB. Countries of the region are: Ghana, Senegal, Nigeria, Guinea, Cote D’ivore & Cameroun. 2. Direct the International Assignment representative in all the activities to host 15 senior expatriates with their families, by recalculating the different portions of the salary (local currency, home country currency, cost of living portion). 3. Direct the C & B in creating a new Incentive plan for the blue collar employees, lead the C & B in the annual salary review exercise. 4. Lead the talent Management team in assessing the different talents in the organization by applying different programs e.g. TDA (Talent Development Assessment).

5. Create different Career Pathways for the different job families in the Organization.

6. Lead the TD team in the annual succession plan process. 7. Lead the TD team in the annual process of the Performance Development Appraisal (PDA) to assess the annual performance levels, & to agree on the annual performance & behavior goals.

8. Lead the Learning & Development team in the annual TNA for the different employees in the organization.

9. Create the annual training Calendar based on the TNA. 10. Personally facilitate a first line manager training to introduce the different leadership styles to the “new” managers in the organization. 11. Co-facilitate a regional Middle management program to sharpen the managerial skills of the middle managers of the organization across the region. The first Egyptian on ABB level to be part of this global training module. 12. Lead the recruitment team in staffing for the different requested positions according to the Manpower plans of the different divisions. 13. Lead the payroll & HR Administration team in processing the monthly payroll for the country & sub regional countries, also responsible of organizing the employee files as per the ABB global standards.

14. HR Excellence manager for the Egypt/Central Africa sub region, responsible of all numerical HR reporting of the sub region & HR KPIs update on the regional levels, which subsequently led me to head a 4Q Quality improvement project that achieved increase productivity of the HR center employees & Shared accounting service employees by 25% in 12 months. October 2008 till December 2010:

Senior HR Business Partner

• Responsible of the implementation & the change management program called “OSA”, One Simple ABB within my area of responsibility, i.e. PA, LP, DM, the service organization & the support functions of ABB in Egypt.

• My responsibilities include but are not limited to Compensation & Benefits, Learning

& Development, Recruitment, Talent Management, International Assignments, Organization Development, and HR Administration.

• Provide support to the HR Sub Regional Manager in all HR functions.

• Leading "Personnel cost control project" on the country Level.

• Leading "Shared Support Service Center Project" on the country Level. December 2006 till September 2008:

“ASEC HOLDING” Group HR Manager – Compensation & Benefits. During this period I was responsible for:

1. Setting complete HR policies & procedures manual including:

• Training Policy.

• Recruitment Policy.

• Travel Policy.

• Medical Policy.

• Mobile Policy.

• Transportation & Car Policy.

• Vacation Policy.

• Savings Plan Policy.

• Drug Testing Policy.

2. Setting Solely the “Employee Handbook” of the Group. 3. Responsible of Developing the Total Reward Model of the Group which consists of:

• Job Descriptions.

• Job Evaluation.

• Grading system.

• Salary Survey.

• Salary Structure.

• Incentive Schemes & Bonuses.

• Benefits Schemes including:

I. Full Medical Insurance Coverage.

II. Group Life Insurance.

III. Savings & Pension Plan.

IV. Internal Employee Loan.

V. Employee Social activities, including summer trips, annual day, social recognition programs, Football tournament.

4. Developed the "manpower planning structure" for the companies of the group and the head count reporting system to be used by line managers. 5. Responsible of preparing and presenting the HR Budget & the employee cost reports. 6. Responsible of all recruitment activities of the company in alignment with Manpower Plan.

7. Responsible of the annual salary review of the employees and the annual merit increase programs.

8. Participated in the "productivity measurement" project of the manpower of the group including benchmarking Group productivity results against different competitors. 9. Training plan for all Group HR employees.

10. Supervising all personnel activities including periodic audit on all Group employees’ files.

11. Participated as a project manager in HR automation using the SAP system. 12. Developing and implementing the performance appraisal system for the employees of the companies of the Group.

March 2001 till Nov 2006

Benefits Manager at the Arab Swiss Engineering Company. During this period I was responsible for administrating the following benefit schemes for over 1600 employees:

1. Medical Services.

2. Life insurance.

Other Experiences:

• April 2007: Co Facilitator a training program for Maersk Egypt "Nobody is perfect, but teams can be".

• March 2007: Junior Consultant Union of Arab Publishers in setting their Mission, Vision, core values and Strategic goals.

• September 1997 till February 2001: Member of the medical department in ASEC Swiss Engineering Company.

• June 1996 till July 1997: A member of the search and rescue team of ALMAZA air base, in the Egyptian air force.

Head of the medical team at the Egyptian Air Force house In house physician of the Intercontinental Pyramids Hotel.

• Feb 1995 till March 1996: House officer in the hospitals of Cairo University, in the following departments: Obstetrics and Gynecology, Pediatrics, Surgery, Emergency medicine, Anesthesia, Internal medicine and Ophthalmology.

• Senior consultant for Boyden Egypt in terms of their compensation & benefits surveys that covers the companies working in Egypt.

• Instructor at Brilliance management school responsible of facilitating C&B module of HR diploma.

Training:

• SOAT: School of analytics & technology, Majid Al Futtaim leadership school – March 2018 – October 2018.

• Embark ToT: Majid Al Futtaim train the trainer program for employee onboarding - November 2017.

• SAP HCM Training HR050 – May 2015.

• Middle Management Program – April 2010 – October 2010

• Leadership Challenge Program – September 2010

• Certified "Targeted Selection" user – DDI – November 2009.

• Hay Remuneration Model – November 2008.

• Hay Job Description & Evaluation – November 2008.

• Finance for Non Financials – July 2008.

• Excel for experts – April 2008.

• Find, Get & Keep the best – June 2007.

QUALIFICATIONS:

• Health Care & Hospital Management diploma, American university in Cairo, 2007. Graduation project was a thesis in compensation & benefits titled as “Benefits as a retaining tool in medium sized & large organizations".

• Master Degree pediatrics, Cairo University, 2003. Graduation Degree: Good.

• Bachelor of medicine and surgery, Cairo University, 1994. Graduation degree: Very Good.

COMPUTER SKILLS:

Very familiar with different operating systems (Windows & Apple) Technical writing, presentation skills (Word-Excel-Power Point-Front Page). Very familiar with the Internet.

SAP user – HR Module.

ABILITIES AND FEATURES:

Hard worker, highly developed leadership, teamwork and flexibility skills. Arabic mother tongue, very fluent in English, beginner in Spanish. Experienced in dealing with foreigners of different races and cultures.

Achievements:

• Development of the total Rewards Model of Asec Group, which consisted of a Benefits portfolio (Medical Insurance – Group Life Insurance – Saving Plan – Car Program), Compensation Model (Job titles unification – Job Descriptions – In house Hay based job evaluation – Job grading; linked to broad band salary structure – Short term & long term bonus plans- Annual multifactor salary increment/adjustment program) & a career pathway/succession plan (job family career pathway – long term succession plan for senior executive roles.

• Designed & led a pioneer program which was productivity benchmark for Asec Group, by designing the program, identifying the criteria to be assessed, outsourcing the program to an external HR consultancy & receiving the results & working on it to increase the productivity per head by 25% within a period of 18 months.

• Designing & implementing a full HR reporting system for the 8 subsidiaries of Asec Holding, so that the Group HR Department could see the HR variations from month to month & act accordingly.

• Designed & implemented a full hiring/employment audit system for monitoring of hiring cycle & efficiency of HR recruitment function.

• As a team member at ABB, worked on the global jog grading project, representing Egypt & Central Africa, the project was concerned with unifying all job titles of the group, standardization of the job description format & working closely with the Middle East regional office of Hay Group to finalize the job evaluation of all jobs found at ABB. The result of the project is a job catalogue of more than 250 job titles which was released by the Team including descriptions and grades of all these groups to be used in the 120 countries that ABB is working in.

• As an Executive committee Member, I worked with the top management team to ensure the listing of Arabian Cement Company in the Egyptian Stock Market. My role included, but was not limited to ensuring the compliance of the company to the prerequisites set by the global consultant to ensure the acceptance of Arabian Cement Company as a listed company in the stock Market. Also, I was involved in the “Road Show” team, a team that met with the potential big investors over a period of 4 months to market for the company; I was involved in presenting the internal employee conditions, which are factors in defining the value of the company.

• Responsible of innovating and implementing the Performance Development Appraisal (PDA) system for the first time in Arabian Cement Company, in short, it is a system to measure the performance, behavior & development aspects of each employee, allowing for pay for performance, talent management & development planning, which helped in elevating the motivational level of the employees and created a pool of potentials who will be the leaders of the company in 5-7 years’ time.

• Led the project to shift the payroll at Arabian Cement Company from manual preparation or ERP system, which is the SAP.

• Implemented the technical school concept at Carrefour for the first time on country level, these in short are the training schools for the commercial teams like butchery school, bakery school, CCO school, to teach our employees the standardized technical methods applied worldwide at Carrefour.

• Unified the salary review date for Carrefour Egypt for the first time on Country level, to make the process more consistent & structured in relation to the past practice of the individual anniversary salary review.

• Implemented the HC transaction center concept for the first time in Carrefour on country level at head office, and applied the HRBP concept on the store level, so that the service presented by the HC on center level are more structured, and of higher quality, at the same time upgraded the HC personnel at the store level to be more business oriented.

• Leading the Human Resources integration team for Alameda group, which is the main shareholder of Dar Al Fouad group & Al Salam hospitals group, 4 class a hospitals in addition to a number of paramedical services entities e.g. laboratory, online services ..Etc. The reason of the integration to unify the structure & form a corporate bod as a center of excellence/service center for the business units. REFERNCES: Available on request.

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