Cairo, Egypt
As an experienced HR Senior Manager, I have a proven track record in various areas of HR, from Regional Employer Branding, Talent acquisition, Organization Development, Organization Effectiveness, Learning and Development, to Talent Management on local, regional, and global levels. My expertise lies in creating and implementing HR processes and tools that help teams become more efficient and effective in meeting business needs. I aspire to create activities that will have a meaningful impact on society by addressing the problem of unemployment. Specifically, I aim to develop programs that will prepare individuals with the necessary skills and abilities to meet the demands of the job market. Achievements: -I have successfully led global employer branding and employment campaigns in multiple countries, including Egypt, Lebanon, Dubai, Morocco, Nigeria, Kenya, South Africa, and Iran, resulting in successful hires in each country. I have successfully designed youth development programs tailored for commercial and industrial purposes. -I Successfully spearheaded the development and deployment of three distinct ATS solutions across diverse industries, ensuring seamless implementation and optimal functionality. -I revamped all Talent acquisition tools, refined the process, and developed a KPI dashboard with greater efficiency levels. As a result, we now have a more effective talent acquisition process that is capable of producing better results in less time, enabling us to identify areas of improvement and make data-driven decisions. This accomplishment has made our hiring process more efficient and effective. - I am proud to have designed customized development plans for organizational leaders utilizing the 70, 20, 10 programs, which are transformational in nature and aimed at elevating their leadership skills to the required levels. This achievement has enabled leaders to receive tailored training and development opportunities that align with their specific needs, allowing them to hone their skills and become better equipped to lead their teams. I feel privileged to have had a hand in shaping the future of our organization through this effort.
Reports to Head of HR Managing 3 functions: 1-Talent Management and Talent Development -Created FRONERI Sales academy to serve the learning and development purpose for Sales Leaders and junior employees. -Localized FRONERI Leadership program for all job levels, unifying FRONERI leadership way -Manage the Assessment centers for promotion cycle and Key people along with people customized development plans -Provide professional expertise and support in the design, development and implementation of the talent review process. -Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments. -Ensure that organization-wide talent management and Key Talents initiatives are focused and aligned on improving efficiencies and effectiveness. 2-Organization development and design -Create annual Development Programs that focus on enabling the workforce to achieve improvements with priority organizational concerns. -Lead the LMS design globally and full e-learning system management for Egypt -Lead the organization restructure in terms of job levels and job success profiles -Initiate and maintain effective programs for workforce retention, promotion and succession planning. 3- Talent Acquisition and Employer Branding -Lead the Proactive hiring methodology -Manage our external partnerships with universities, job boards and career centers -Prepare and review our annual recruitment budget -Oversee all stages of candidate experience -Manage, train and evaluate our TA team -Educate our Hiring Managers to use our CBI and SLA for hiring -Measure key TA metrics, like source of hire and time-to-hire -Lead Talent attraction and Talent Sourcing team -Lead the Employer branding strategic planning internally and externally -Design and lead our undergraduates and fresh graduates development programs (internship programs, career awareness and job shadowing programs.)
Reported to: Group CHRO Managed a team of: 10 -Responsible for the Strategic Talent acquisition for all Early Talents program across the group -Responsible for hiring Directors level and above across the Group. -Set the Employer Branding strategy and Execute campaigns across different regions ( Middle East, Africa and Europe) -Responsible for setting the TA processes and tools, to be unified across the group, this includes LinkedIn Corporates license, Taleo ATS creation from scratch and roll out to all affiliated companies across the group. -Manage the Talent Acquisition processes end to end -Define the Capacity building/Staffing strategy for the Corporate and Commercial departments across the Group -Define unified Sourcing, TA tools and softwares used across the Group -Establish and Manage LinkedIn professional license across the group. -Design the Talent Sourcing Strategy across the group -Manage the TA Team KPIs and Performance Evaluation Achievements: 1-Created and Launched Taleo ATS for the Group and 4 companies, Taleo Project Lead 2-Lead the first international campaign in Lebanon, Established relationships with top 5 universities in Lebanon, with Career advising sessions, hired 250 candidates 3-Defined and Lead the Employer Branding strategy 4-Delivered the CBI training to all Talent acquisition team members 5-Introduced LinkedIn Corporate license and launched it, 3 years contract , with cost saving of 1million EGP per year. 6-Trained the team- to use LinkedIn professionally (recruiter seats and Job slots) 7-Lead the TA KPIs across the group and enhanced the team efficiency with 50% 8-Lead the Talent Acquisition unification process across the group
Managing 3 functions, headcount of 3,000 Employees: 1-Talent Acquisition & Employer Branding 2-Organization Development & Talent Management 3-Internal Communication and Corporate Social Responsibility (Global Role) 1-Talent Acquisition & Employer Branding -Designed the Talent Acquisition process and tools -Created Talent pool for the Proactive hiring -Created the Graduate program with specific tracks: Commercial track (Sales&Marketing), Technical track (Engineering, R&D, QA) -Design and implement the annual Talent Acquisition & Recruitment strategy, ensuring the Talent Acquisition and Employer Branding plans support the business needs. -Led the recruitment projects to attract top talents for key organizational roles in both Tech, non-Tech and Commercial positions, across all sites in Egypt (Head office, factory and Distribution centers). -Design and implement the Talent Sourcing plan per position. -Train all Line Managers on our Competency Based interviews (Interviewing skills, candidates evaluation and briefing). -Utilize multiple sourcing techniques including LinkedIn, direct headhunting, talent pool development, social recruitment, job portals, and advanced Boolean searching to find both active and passive candidates. 2-Organization Development & Talent Management -Talent Assessment -Performance Appraisal -Design and implement Training strategy, Technical and soft skills trainings and workshops across all sites in Egypt. -Design and implement Induction programs for new hires -Manage Retention plan, Employees Engagement and Exit Interviews. -Manage Internship programs. -Manage the Capability building
Organization Development department, Center of Excellence: -Manage the Talent acquisition process -Manage the Training and Development -Manage the Internal and External Communication in Egypt -Lead the Employer Branding projects in Egypt -Lead the Corporate Social Responsibility projects in Egypt
Froneri is a joint venture between Nestle Ice cream and R&R Ice cream.
Center of Excellence responsibilities: Organization Development, Training and Recruitment for Nestle Ice Cream.