Ahmed Emad Hamdy Ismail

HR MamagerPart Time

• Job Details:Developed and executed HR strategies aligned with organizational goals, driving workforce effectiveness and business growth. Partnered with senior leadership on workforce planning, organizational design, and change management. Acted as a trusted HR advisor on talent, culture, and people strategy. Designed and implemented comprehensive Total Rewards frameworks covering salary structures, grading, benefits, and incentive programs (STIs, LTIs, bonuses, profit-sharing). Conducted job evaluation, salary benchmarking, and market analysis to ensure competitiveness and internal equity. Oversaw payroll and benefits administration, ensuring compliance, accuracy, and efficiency. Introduced recognition and retention initiatives, reducing turnover and enhancing engagement. Led end-to-end recruitment processes, from workforce planning and employer branding to onboarding. Implemented structured selection and assessment tools to attract and retain top talent. Partnered with department heads to ensure staffing plans aligned with business needs. Performance Management Designed and deployed performance appraisal systems (KPIs, OKRs, competency-based models). Linked performance results with reward programs, merit increases, and career progression. Coached managers on effective performance feedback and employee development planning. Fostered a positive workplace culture through engagement initiatives, communication, and recognition programs. Handled grievances, investigations, and disciplinary actions fairly and in compliance with labor law. Improved employee engagement scores by implementing surveys and follow-up action plans. Developed and updated HR policies, procedures, and handbooks to reflect best practices. Ensured 100% compliance with labor laws, social insurance, tax regulations, and audit requirements. Optimized HRIS systems to enhance data accuracy and reporting

Deputy HR ManagerFull Time

• Job Details:Develop and implement HR strategies aligned with organizational goals. Develop and implement human resources policies and procedures. Foster a positive workplace culture and resolve employee grievances. Launched employee engagement initiatives using Gallup tools and techniques, contributing to a stronger, value-driven culture. Identify training needs and organize employee development programs. Design and manage performance appraisal systems to enhance productivity. Oversee recruitment, onboarding, and employer branding to attract top talent. Oversee payroll, personnel, benefits, and compensation to ensure competitiveness. Ensure compliance with labor laws and update HR policies. Prepare HR reports and use analytics to drive process improvements. Lead and mentor the HR team to ensure high performance. Provide strategic HR guidance to senior management.

HR Section HeadFull Time

• Job Details:Designed and implemented a comprehensive Total Rewards system including salary structure, bonuses, and benefits (Medical, Life, Pension Plans), ensuring internal equity and market competitiveness. Led job evaluation and grading frameworks using benchmark data, driving transparency and fairness across all compensation structures. Directed the design, launch, and ongoing optimization of Compensation & Benefits policies, incorporating salary surveys, balanced scorecards, merit increases, and profit-sharing initiatives. Spearheaded digital HR transformation, leading SAP HCM implementation and HRIS migration across 3 business units, improving data accuracy and reducing administrative workload by 35%. Managed Personnel and Payroll operations for 700+ employees, ensuring 100% legal and tax compliance, while enhancing accuracy through process automation and reconciliation systems. Reduced early turnover by 22% through targeted retention programs and periodic compensation reviews. Oversaw the full employee lifecycle — including onboarding, offboarding, documentation, and performance appraisal — integrating reward-driven performance systems. Created and implemented strategic HR policies and procedures that supported workforce planning, internal equity, and regulatory compliance. • Developed annual manpower and workforce plans, aligned with organizational structure and hiring forecasts.