Rabab Selim

Regional Human Resources & BD . SupervisorFull Time

• Job Details:1- Responsibilities Summary Transformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent Responsibilities Highlight: - Employee Relations: Introduced proactive employee relations and communications programs to resolve previous. In partnership and in accordance with Talent Management, advise and facilitate people management, career development and training - HR Operations: Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs. Trained and supervised 2 HR assistants. - Complete Generalist HR Affairs for both turnaround and high-growth manufacturing and production organizations. - Change Management for HR initiatives, organizational development, HRIS technology, and corporate transformations. - Initiated successful workforce planning, job realignment, employee involvement, and team-building projects. - HR. Planning Drive completion of HR and company objectives through influence and working through others in the HR matrix. Oversee senior management succession and leadership planning, and work with senior management to establish a robust management succession plan. - Handling labour and management issues and restore the credibility and employee-centric focus of the HR organization. - Responsible for designing, planning and implementing and/or enhancing Human Resource programs and policies specific to business needs. - Evaluates Human Resource practices and trends to ensure best-in-class solutions are implemented throughout the company and are in compliance with all applicable laws and regulations. - Provides guidance and consultation to district managers to identify strategies to meet short and long-term business needs. - Executed several reductions in force strategies while successfully supporting the organization during difficult transformation and change. - Leads a team of generalist and recruiters where we pride ourselves in providing outstanding service and support. - Provides strategic leadership to ensure the organization has the talent to meet its current and future resource needs. - Assist in the regular review and roll out of HR policies, employment policies and procedures in compliance to AAA standards and evolving national labour law. - Designing, monitoring and sharing n annually recruitment plan & full cycle of hiring - Managing and monitoring employees’ files and all the iqama visa and medical insurance issues - Designing and updating the employee’s handbook and structures guide - introduced metrics-based performance management system with a heavy emphasis on operating results. Spearheaded value-add employee recognition and awards programs.  Re-invented and implemented new recruitment, staffing, and workforce development programs to meet advancements in product operations, technology, and management. - Coordinated all yearly training events to ensure our training met all mandatory requirements set forth by the Europe &United States Corps. - consultation with the HR & Admin Officer, determine salaries for selected candidates and prepare employment offer. Support organizational planning including creation of organizational charts, review of roles and responsibilities and job descriptions. - Ensure that all staff have undergone orientation. - Ensure the timely processing of new contract, contract extension, staff transfer, promotions and other change of status. - Respond to employee related queries and provide services to all HR related inquiries and requests Technical Skills: - Microsoft Office (word- excel- PowerPoint) - Microsoft Outlook \ Microsoft Project - Customized ERP System (CMS), CISCO - Workday – Cloud ERP System and ATS. - 6 Sigma - Social Media Marketing &Sourcing (Facebook, Twitter, LinkedIn, Google, Glassdoor,) - Workforce Planning, Staff Coaching & Mentoring. - Project Management, - KPI &CPI development

Human Resources SupervisorFull Time

• Job Details:Responsibilities Summary: Transformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Responsibilities Highlight: - Collaborated with senior management, Marketing and employees to create a new Employment Brand. - Assist in Conducted review and analysis of all gaps pertaining to benefits, compensation, payroll, holidays, stocks and policies to create synergies - Carried out corporate initiatives - Established and maintained relationships with local and regional employees, responding to questions, concerns and problems in an accurate and confidential manner. - Developed compensation structure to include salary grades. Stay abreast of multi-Countries employment and labor laws. - Coach/mentor supervisors and management in progressive discipline, conflict management, employee relations and employee development. - Assisted and supported Department Managers with employee coaching and performance management opportunities - Handled confidential employee information, i.e., employee compensation, employee performance issues and benefits data. - Developed interview guides that where based on behavioral interviewing. The guides where created around the company culture and core competencies. - Reviews and analyzes position description questionnaires; allocates positions to appropriate job classifications; prepares new classification descriptions, revises existing descriptions and defends them before a job evaluation committee. - Providing consultation of the annual training plan, outlines, strategies and the effectiveness of training sessions and programs. - Providing consultation of the human resources policies and documentation. - Providing consultation of the performance appraisal, reward, compensation and benefits program, monitoring it for the balance between the satisfaction and loyalty of the employees. - Responsible for design and develop an human resources white book specially the compensation and benefits manual which offer comprehensive details of all human resources polices ( including compensation and benefits rules ) to provide supervisor and staff with access to uniform information in order to assure equitable and consistent application of the policies - Technical: - Microsoft Office (word- excel- PowerPoint) - Microsoft Outlook \ Microsoft Project - ERP System \ ATS - Microsoft Dynamic - Drobox \ Database Management - Six Sigma\ Behavioural Assessment - EI – Emotional Intelligence - Sourcing & Talent Management \ Negotiation skills\ Human management \ Compensation management \ KPIs and Competencies.

Senior Human Resources ExecutiveFull Time

• Job Details:Responsibilities Summary: Supervising of the development, administration and implementation of all HR functions, such as: interviewing, recruitment, appraisals, training and professional development, benefits, and associate relations activities., developing, and executing talent acquisition strategies. Lead a team of two recruiters and one generalist. Responsibilities Highlight: - Analysed staffing requirement and directed the recruitment process – Instructed management regarding effective interviewing techniques using human resources methods. - Conducted interviews for all management positions and issued hiring recommendations. - Assisted newly recruited and existing staff and provided them with information regarding their wages and company policies - Organized introduction programs for newly recruited staff to motivate and educate those concerning organizational goals. - Counsel staff on financial planning programs, insurance options and retirement plans; resolves employee benefit problems and implements procedural changes to comply with applicable legislation. - Coordinates with line departments to review organizational structure and makes recommendations regarding work assignments; conducts detailed audits of work assignments and performance and makes recommendations for change. - Planned and managed employees’ salary compensation, promotion, and occasional job evaluation. - Designed new compensation policies for employees and modified them as per requirement. - Share in developing the design compensation program and total rewards to include not only the direct and non-direct financial benefits;( salaries, , bonus, plan of retirements, refundable education plan) but also the non-financial;(interesting in duties and responsibilities, challenging, achievements, etc. ). - Evaluated training requirements for each division, consulting with department managers, and external resources. - Designed training programs and professional development courses to facilitate meeting organizational goals and individual professional needs. - Estimated costs of training operations and subsequently managed them in accordance with the budget to ensure maximum return on investments. - Researched new and latest techniques for possible inclusion into existing training process, provide design of training appraisal and materials. - Collaborate with stakeholders to develop actionable strategies, business cases, negotiation strategies and implementation plans. - Stay abreast of legal requirements to ensure compliance with applicable laws. Coordinate due diligence and all necessary internal approvals (legal, accounting, tax, credit, etc.). - Involving in the public relationship aspect of the company, participate in gathering contacts and data bases for the company and play role in organizing events for the organization (annual technology conference, google conference ). - Sharing in developing of business ideas towards improving sales record (Bilingual brochures, offers and documents). - Collect accurate data from ratio analysis, trends, cash flows, income statements and balance sheets based on the suggestions proffered by clients. - Working with the stockholders in establishing new global project (E-MOKHALFA application & Website).by Identifying the external factors influencing strategies, sharing in the Strategy implementation, setting short terms objectives and the business policies of the project. - Planning the manpower, forecasting the demand of HR. (recruiting, staff, training and performance), leading the unit demand forecasting and the employee’s replacement chart. - Work together with customers and members of staff of the organization in promoting company’s values and ethics Technical: - Microsoft Office (word- excel- PowerPoint) - Microsoft Outlook \ Microsoft Project - Customised ERP System\ HRIS - Team Viewer \ Dropbox. - Professional Software & IT t recruiter - Full Cycle Recruitment, - Leadership Team Performance and Mentoring. - Innovator.\ Business Analysing\ - Candidate Relations Management. - Problem Solving