6th of October, Al Jizah, Egypt
Strategic HR leader with over 14 years of experience driving digital transformation, organizational development, and total rewards strategies. Expert in implementing HRIS solutions, applying AI tools, optimizing performance management, and designing competitive compensation packages. Proven ability to deliver data-driven HR solutions, and enhance employee engagement. Areas of Expertise: • Digital Transformation: HRIS & ERP (Odoo, HITS, Microsoft Dynamics AX), Power Automate, AI-driven analytics • Organizational Development: Business excellence, performance management • Total Rewards: Compensation design, payroll optimization • Workforce Planning: Talent planning, organizational design • Compliance: Egyptian labor laws, social insurance
The core of responsibilities is performance and change management, compensation, benefits, employee relations, and HRM digital transformation. Performance and Change Management: • Maintaining and developing performance management system and analyzing the organization’s performance. • Supporting managers with implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives. Strategic HR Partner, Career Management, and Digital Transformation: • Digital-transforming, maintaining, and developing all HR actions related to positions; onboarding, briefing of newcomers, reassignment/ lateral moves, acting arrangements, temporary assignments, loans and secondments, waivers on specific policy requirements, contract extensions, special leaves, separations. • Providing managers with guidance and clarifications on HR policies, rules and regulations, recruitment and selection, contractual modalities, benefits and entitlements, performance management. Workforce Planning: • Advocating for best HR practices in organizational planning and designs. • Providing expert advice and support to managers to develop the business plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities.
The core of responsibilities is workforce planning and talent acquisition, strategic career management, performance management, compensation, benefits, employee relations, and HRM digital transformation. Workforce Planning and Talent Acquisition: • Advocating for best HR practices in organizational planning and designs. • Providing expert advice and support to managers to develop the business plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities. Strategic HR Partner and Career Management: • Maintaining and developing all HR actions related to positions; onboarding, briefing of newcomers, reassignment/ lateral moves, acting arrangements, temporary assignments, loans and secondments, waivers on specific policy requirements, contract extensions, special leaves, separations. • Providing managers with guidance and clarifications on HR policies, rules and regulations, recruitment and selection, contractual modalities, benefits and entitlements, performance management. Performance and Change Management: • Supporting managers with implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives.
The core of responsibilities is workforce planning and talent acquisition, strategic career management, performance management, compensation, benefits, employee relations, and HRM digital transformation. Workforce Planning and Talent Acquisition: • Advocating for best HR practices in organizational planning and designs. • Providing expert advice and support to managers to develop the business plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities. • Strategic HR Partner and Career Management: • Maintaining and developing all HR actions related to positions; onboarding, briefing of newcomers, reassignment/ lateral moves, acting arrangements, temporary assignments, loans and secondments, waivers on specific policy requirements, contract extensions, special leaves, separations. • Providing managers with guidance and clarifications on HR policies, rules and regulations, recruitment and selection, contractual modalities, benefits and entitlements, performance management. • Performance and Change Management: • Supporting managers with implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives.
The core of responsibilities is compensation, benefits, employee relations, organization development, and HRM digital transformation. • Designing compensation packages and bonus programs that align with the company’s strategic plan. • Evaluating and reporting on the effectiveness of employee benefit programs. • Tracking compensation and benefits benchmarking data. • Developing an effective relationship with human resources and benefits teams at all GEMS’ locations. • Updating and implementing new workflow procedures to improve productivity. • Updating the salary structure according to the market variations and corporate strategy. • Maintaining and updating digital-transformation process. • Maintaining the functionality, accuracy, and stability of the ERP system. • Analyzing and validating monthly payroll data versus budget. • Forecasting people cost till the end of the year. • Co-operating with the directors to update the regulations and the policy according to the corporate's strategy. • Analyzing the financial impact of the external factors. • Supervising and revising the full payroll cycle. • Supervising documents organizing process, contracts, and employees’ documents. • Supervising and revising the governmental process for local and expats employees, including work permits, social insurance process, and Ministry of Education contracts authentication. • Ensuring work records are captured correctly and completely.
• Supervising the HR team to maintain the recruitment, payroll, and personnel process. • Maintaining communication between staff, managers, and the board of directors regarding work • environment related issues. • Maintaining and updating digital-transformation process. • Maintaining the functionality, accuracy, and stability of the HRIS. • Co-operating with the board of directors to update the regulations and the policy according to the company’s strategy. • Updating and implementing new workflow procedures to improve productivity. • Updating the salary structure according to the market variations and company’s strategy. • Updating job profiles according to the market variations and company’s strategy. • Implementing monthly, quarterly, and semi-annual compensations and benefits analysis. • Revising salaries calculation process according to the approved salary scale. • Supervising documents organizing process, contracts, and employees’ documents. • Calculated commissions for the sales operation and KPI' bonus for sales operation, S&A, and COGS. • Supervising the medical and life insurance renewal process.
• Revising salaries calculation process according to the approved salary scale. • Supervising documents organizing process, contracts, and employees’ documents. • Calculating commissions for the sales operation and KPI' bonus for sales operation, S&A, and COGS. • Maintaining the full payroll cycle for clients and ensuring all payroll transactions are processed accurately and timely. • Maintaining annual tax and social insurance reconciliations. • Executing attendance processing and interface with payroll. • Updating and reconciling monthly bank statements. • Supervising the medical and life insurance renewal process.