Khaled Hamdy Abdel Kader

HRBP Senior ManagerFull Time

• Job Details:1. Oversee all HR activities across different business units in the KSA (Protein & Confectionary). 2. Plan the Manpower strategy within the Supply Chain & Commercial sector of KSA. 3. Provide advice and coaching to line managers in the KSA according to the established HR policies and procedures to enable people management topics. 4. Work as part of the Regional Consulting Centre (RCC), take ownership of country’s related topics and successfully deliver client-responsive solutions whilst ensuring compliance with local policy and legislation. 5. Ensure a high quality, transparent, timely and efficient recruitment process. 6. Plan and monitor the performance evaluation process at all stages and ensure that employees and supervisors complete the review process in a timely and duly manner. 7. Manage the Training needs analysis (TNA) within the KSA and support staff in identification of suitable internal/external trainings in close consultation with the Centre of Excellence (CoE). 8. Manage disputes and grievances effectively in all different locations across the KSA. 9. Lead the creation of Americana Foods KSA Job Catalogue which covers; the newly introduced grading structure (through jobs mapping and levelling against approved organization structures) and the roll out of Saudi’s salary scale based on market benchmark. 10. Drive the roll out of Americana Foods Engagement Survey in KSA and supervise the creation of Focus Groups to engage survey participants in identifying root causes of areas of improvements and in driving initiatives to fix them. Aim is to improve engagement score from 66 % to 78% in two years. 11. Work closely with the business stakeholders to design the new organization, map people to roles, develop role profiles and streamline position titles. Benchmark compensation of key talents against market through an integrated total rewards development project to attract, retain and progress the career of our identified talents, while ensuring rightsizing of the organization. 12. Implement fundamentals in Culture and Performance Management, which include the introduction and roll out of the Performance Management Process; annual KPIs setting, mid-year reviews, year-end performance and calibration process, short-term incentives and Americana new values and recognition program.

HRBP ManagerFull Time

• Job Details:1. Provide professional level advice and counsel to directors and managers across entire range of employee relations and organizational matters including performance assessment and management, labor relations, corrective actions, dispute resolution, compensation and classification; recruitment and retention; organizational structure and staffing, and administration of the company wage and salary program. 2. Manage and direct HR team members in all organizational development activities including but not limited to, Performance Appraisal, Training Needs Analysis, Job Evaluation, Satisfaction Surverys…etc. 3. Identify and evaluate business initiatives to ascertain appropriate programs that meet company goals and make sure company objectives are cascaded to all levels of the organization. 4. Manage the entire recruitment process for the white & blue collar employees, including but not limited to (Developing new sourcing channels, design Orientation Programs for new hires, manage the interviews process…etc) and act as a focal point to coordinate the on-boarding issues at the business unit. 5. Direct staff in overall personnel administration including promotions, transfers, demotions, suspensions and dismissals in compliance with the Egyptian labor law and Edita policies and procedures. 6. Work in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organizational and people performance in line with business needs 7. Direct the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company. 8. Build and sustain effective and dynamic relationships between the unit HR Department and all the internal and external parties. 9. Contribute and support the delivery of the HR strategy in line with business Objectives and Support the continuous improvement of HR systems and policies in line with best practices in the market. 10. Contribute in implementation of initiatives that support the understanding and living of the company’s core values to support building a positive business culture 11. Provide the line managers and Senior HR Business Partner Manager with efficient, timely and accurate information to enable both forward planning and measurement of staffing-related activities. 12. Guide and coach managers on employee relations and HR issues in line with Edita policies, including disciplinary, grievance, performance and Support other roles within the HR team as required with other projects and operational issues. 13. Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.

HR Business PartnerFull Time

• Job Details:1. Provide guidance and daily support to business account management and employees on human resources policies, procedures and activities, such as recruitment, performance review, benefits, training and employee relations, and resolves problems requiring HR management intervention. 2. Lead the implementation of the Organization's Performance Management Systems, provide coaching and guidance to Managers on carrying out performance reviews and providing feedback to employees. 3. Partner with functional and operational Line Managers to define business requirements for leadership development (Career and Succession Planning). 4. Manage the business Account’s end-to-end recruitment activities (internal and/or external) in order to ensure that the best candidates are selected for each role and that the recruitment process is conducted efficiently, cost-effectively and in accordance with the organization’s policies and standards (starting TA1 up to M2). 5. Lead the conducting of the soft training needs assessment (TNA) for each business account and ensures that the Learning & Development (CoE) is advised of the business requirements for training. Manages the operations of the technical trainings for the account. 6. Identify and facilitates resolution - partnering with others as appropriate - of employee relations issues (e.g. interpersonal problems, working conditions, complaints, recommendations … etc.). 7. Lead the identification of the business account’s annual manpower needs, and maintains an updated organizational structure of the account with relevant job descriptions; monitors Headcount through additions and replacements, as well as employee status changes (promotions, transfers … etc.) 8. Analyze wages and salary reports and data and advise management on the company’s pay, bonus and benefits scheme to reflect market values and appropriate internal relativities and recommend competitive compensation plan. 9. Plan, develop and implement strategy for HR management and development (including recruitment and selection practices, training and development, performance management, culture and attitude development)