Samar Magdy Eldairy

HR ExecutiveFull Time

• Job Details:Recruited to manage the HR department for medium headcount,management of full HR operations, systems and programs.Workedwith the General Manager tocreate HR policies and procedures;recruit employees; creategroup benefits databases; and develop orientation, trainingand incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs;administerand handle HRissues.Key Results:Structuredand implemented programsand policies in the areas of company rules and regulations, training, compensation structures, benefits packages, incentivesandnew-employee orientation.Wrote employee manual covering issues including disciplinary procedures, code of conduct,FMLA policy and benefits information.Revised job descriptions across all levels. Recruited and Interviewed employees to construct an accurate picture of the duties and skills required for each position.Coordinate and follow up with the PRO to new employees’ visas, renew, update and keep up all employees’visas and work contracts on time to guarantee that organization's records are up to date in the labor and Immigration.Manage and prepare the payroll: Collecting timesheet data and payroll information.Calculating wages, benefits, tax deductions, commissions, etc. Preparing financial reports for accounting and auditing purposes.Accurately prepare and process the API Audit documents. Certified Internal Auditor (ISO450001: 2018 & ISO 14001:2015)

Senior HR Business PartnerFull Time

• Job Details:• Dey Results:Recruitment: Designed manpower planning Hired 30+ staff in Egypt, 7 in Poland and Sales/Marketing in Canada. Design the recruitment process and database.HRIS Technology: Drove transition from outdated HR systems into a fully integrated HRIS platform on Odoo open source system tofacilitate in software mass hiring & Develop resources pool database to use in future needs.Talent Management:Designed and established the Talent Management system in assistance with theSoftware developers and the system went live with a good impact inPerformance management. Assisted Managers to complete Succession Planning to evaluate existing talentsHR Policies:Contributed to the development and implementation of new policies and procedures basedon corporate guidelines Employee relations:Plan and oversee employee benefit programs, Issues, and reviews related HRdocuments as needed (ex: HR letters, experience letters, recommendation letters, etc.). Initiated successful workforce planning, job realignment, employee involvement, and team-building projects.

HR ManagerFull Time

• Job Details: Ensure all Job Descriptions are kept up to date, create new JDs as and when necessary  Overseeing recruitment efforts for all personnel, including writing and placing job ads  Ensure all policies and procedures are up to date and legally compliant.  Provide day to day advice to line managers on all human resource issues  Manage annual pay review process, working with managers on pay recommendations versus benchmark.  Handling Selection and Recruitment process  Managing office & personnel admin related matters  Implementing and revising a company’s compensation and benefits program  Conducting new employee orientations and employee relations counseling  Overseeing exit interviews  Maintaining department records and reports  Participating in administrative staff meetings  Maintaining a company directory and other organizational charts  Assessing the Needs of Employees for Training  Balancing Concern for Individual Workers and Organizational Interests  practices to keep management informed of new developments.  Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.  Conducts investigations when employee complaints or concerns are brought forth.  Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.  Reviews, guides, and approves management recommendations for employment terminations.  Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.  Leads the development of benefit orientations and other benefit training.  Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.  Directs the preparation of information requested or required for compliance with laws.  Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.  Manages employee communication and feedback through, suggestion programs, employee satisfaction surveys, one to one meetings.  Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.  Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.