ehab ahmed hassabo

Human Resources Manager - ODFull Time

• Job Details:Preparing a human resources management strategy that aligns with the organization's objectives, based on analyzing and diagnosing strengths and weaknesses (SWOT), and finding proposals and solutions to all obstacles that may hinder the achievement of all the organization's objectives. Organizational Change and Development :- - Problem Identification: Carrying out diagnostic studies of frequently occurring issues and problems in the organization which pause productivity and suggesting solutions to those problems. - Redefining Job Roles: Facilitating the process of job rotation, job enlargement, job enrichment and other forms of restructuring to boost productivity and performance. HR Planning :- - HR Policies: Suggesting and implementing progressive and innovative HR policies and techniques according to the changing internal and external organizational factors . Performance Management:- - Performance Management System: Monitoring the performance management system and ensuring its effective implementation to gain positive and better results . Benefits and Compensation:- - Compensation Structure: Managing the preparation and creation of salary, incentives and benefits structure processes - Rewards: Handling the system of employee rewards and performing the necessary checks over the eligibility

Human Resources Manager - ODFull Time

• Job Details:Plan and lead short and long-term planning for OD programs. - Develop & implement the Groups new organization structure policy and design with Org Charts, Unit Descriptions, Job Descriptions, KPIs & objectives. - Coordinate with the department managers to forecast future hiring needs and identify gaps. - Implemented 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, and labor relations - Performance Management System (PMS), has been established and developed policies and implementation the process as well. - - Designed Key performance indicators (KPIs) for all managerial level and linkage it with the bonus and commission system. - compensation system, establish job grading and salary scale according to the natural of business of each. - Revised and re-designed the bonus / commission scheme that related to organization business goals. - Provides a broad range of consultative services to all levels of employees regarding policies and procedures. - Responsible for the design & development of company values & associated behaviors, in addition to People & Culture related systems & processes to support culture & people strategy.

Human Resources Manager - ODFull Time

• Job Details:Over 12 years of total experience in the field of Human Resources Management working with company owners, board members, CEO and General Managers. Expertise across a variety of sectors, Food industry, Electronic& Home appliances industry,university . Lead a variety of HR programs, ranging from manpower planning and talent acquisition, compensation and benefits structuring, training and development, performance management, job descriptions, job evaluation, HR policy, competency based human resources, talent management, succession planning, and implementation of HR management information system. Particular expertise in setting up state of the art human resources and development function, balanced score card, strategic planning . Organizational Change and Development Strategic Human Resource Management  HR Strategy: Aligning the HR strategy and subsequently all of the human resource functions with organizational strategy HR Planning  HR Policies: Suggesting and implementing progressive and innovative HR policies and techniques according to the changing internal and external organizational factors Performance Management  Performance Management System: Monitoring the performance management system and ensuring its effective implementation to gain positive and better results  Counseling and Feedback: Maintaining involvement in the process of providing feedback to the employees regarding their assessment results and providing them with necessary counseling Employee Training and Development  Training Needs Analysis: Conducting training needs analysis for employees with the help of assessment tools and feedback provided by their supervisors  Benefits and Compensation  Compensation Structure: Managing the preparation and creation of salary, incentives and benefits structure processes  Rewards: Handling the system of employee rewards and performing the necessary checks over the eligibility criteria