Karim Mounir Mahmoud

HR Business Partner - Team LeaderFull Time

• Job Details: Applies advanced HR concepts to counsel senior managers on HR issues, employee and labor policies, procedures, and appropriate practices.  Updated the talent management program design including career and succession planning.  Maintains the organization's job leveling and mapping exercise; and ensures the completion and updates of all organization job descriptions.  Counsels employees concerning sensitive and difficult to resolve work-related problems and recommends to senior management systemic remedies such as training, changes to organizations practices and procedures.  Conducts difficult termination interviews, providing feedback to management, and recommending changes to department practices as appropriate.  Provides guidance As technical leader to managers and supervisors on compensation programs, personnel policies and procedures.  Works with client groups on highly complex re-organizations and staffing objectives to assist in meeting business objectives.  Provides support to units or departments in administering policies and programs in the areas of employment, organization Development, labor relations, wage and salary administration, training, and other areas of HR.  Developing, managing and implementing a range of initiatives and specific projects within agreed timescales and budgets to support the delivery of Juhayna’s objectives.  Regularly serves on HR committees to counsel on new HR initiatives and to help determine appropriate HR strategies, policies, and practices.  Collaboration with HR colleagues develop a resourcing strategy and innovative, timely and cost effective best practice solutions to enable the organization to meet its objectives.  Seek to continuously improve the quality and value of the HR service provided to the organization.  Establish and develop a dialogue and relationship with senior management and other HR Business Partners to understand the key resource issues and associated requirements to meet both current and future organizational challenges.  Lead the activity to translate the resourcing requirements and Talent Management information developed by the Learning and Development Team into achievable resource plans.  Identify and support the business to successfully deliver credible, customer focused, cost-effective and innovative recruitment solutions using a range of techniques.  Measure the success of resourcing solutions and services in contributing to the function Juhayna’s effectiveness and efficiency and attainment of overall objectives.  Development and implementation of recruitment process and policy for Juhayna, including the design of associated paperwork.  Management of all administration associated with the recruitment process, via Line Management of administration resource.  Coaching/advising managers in the implementation of recruitment and selection processes and legislative requirements, to facilitate shared responsibility for the recruitment of people and ensuring that HR matters are effectively dealt with.  Guide managers in the optimum utilization and deployment of resources across the organization including monitoring of the various categories of temporary employees working for Juhayna.  Work with the Procurement Department to ensure effective management of Temporary Labour Suppliers, to ensure cost minimization and service maximization.  Represent the HR team at appropriate internal forums.  Undertake any other duties as required to meet the needs of the business.

GSC- HR Business PartenerFull Time

• Job Details: Employment/Staffing:  Identify and recruit on a timely and organized basis the talent needed to help JTI move its clients’ businesses ahead.  Retain the high calibers talented employees to achieve JTI strategic goals.  Compensation & Benefits:  Develop, recommend and maintain competitive and creative compensation programs for all employees.  To review, develop, recommend and administer cost-efficient, appropriate benefit programs.  Performance Management:  In collaboration with department heads create effective performance review and MBO programs which are designed to measure individual performance and to identify opportunities for improvement and challenges.  Training and Development:  Identify, recommend and, as necessary, conduct programs intended to aid individuals and groups in improving their job performance.  Drive a coaching sessions of Career Management, Succession Planning & Outplacement.  Work closely with top management to:  Identify high potential employees.  Develop career programs for those important to our continual growth as a company.  Establish appropriate programs and timelines to assist a smooth transition for those who may be entering or exiting their positions.  Employee Services:  Identify, recommend, implement /coordinate programs to encourage the maximum productivity of employees, both as individuals and as members of a team.  Function as counsel to individual employees, department heads and top management.  The performance of these responsibilities presumes full attention to: o Equitable treatment of all employees within a business context. o The rules, regulations and laws promulgated by local, State and Federal authorities which impact on the terms and conditions of employment of all employees. o Cost impact of all programs on the financial health of the Co.  Other Responsibilities:  Develop effective relationships with all departments throughout Pursue professional growth opportunities.

HR ManagerFull Time

• Job Details: Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.  Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.  Advise managers on organizational policy matters such as equal employment opportunity and recommend needed changes.  Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.  Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.  Identify staff vacancies and recruit, interview and select applicants.  Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.  Represent organization at personnel-related hearings and investigations.  Administer compensation, benefits and performance management systems, and safety and recreation programs.  Maintains the work structure by updating job requirements and job descriptions for all positions.  Prepares employees for assignments by establishing and conducting orientation and training programs.  Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.  Other duties as assigned.