Tamer Hassaneen

Talent Management & Assessment Center ManagerFull Time

• Job Details: Drive strategic planning efforts for People Team; Partner with Departments/Sectors leaders to establish a strategic vision and priorities for all talent work. Articulate and align internal stakeholders on AAST strategic choices for our talent philosophy and associated talent practices in support of Uplight’s mission and strategy.  Partner with others in executive leadership on effective internal and executive communications.  Ensure the lived experience of our people is inclusive, supports Uplight’s culture and values, and supports our intention of being a world-class destination employer. This includes things like managing our engagement and retention programs, ensuring the effective integration of acquisitions, and understanding the future of work.  Prepare accurate and up-to-date HRMS report & ensure its timely delivery.  Manage the Employees onboarding process and review the documentation & ensure compliance with HR policy.  Manage the Employees onboarding process and review the documentation & ensure compliance with HR policy.  Conduct competency framework to acquire competency framework.  Regularly measure the progress and effectiveness of learning and development initiatives and programs relative to driving outcomes and impact.  Drive the design and implementation of talent programs (e.g., talent reviews, succession management, talent movement (internal mobility), talent architecture); present ideas, business insight, and implementation approaches to business partners and stakeholders to increase the visibility of programs.  Leverage Talent Analytics to partner with, empower, and enable Talent and Organizational Leaders to frame, diagnose, and address high priority business problems.  Build credibility through effective descriptive and diagnostic analytics, and thoughtfully increase the value proposition thereafter.  Establish guidelines for assessment frameworks, tools & processes.  Develop the Assessment Matrix with competency levels and job families.  Qualify & Manage a team of internal assessors.  When required, organize necessary training to up-skill existing assessors as well as to increase the pool of internal assessors.  Keep abreast of new tools available and conduct market intelligence to benchmark against existing local and global best practices & service providers.  Support the development of internal assessors to effectively support assessment center activities;  Coach and guide observers to conduct effective assessments.

Senior Training Manager, Training Operations DepartmentFull Time

• Job Details:Founded by the Central Bank of Egypt in 1991, as an independent non-profit training institute for Egypt’s banking sector, the Institute enjoys an extensive network of 46 member banks – the vast majority of banks in Egypt. EBI also benefits from its strong Board of Directors that comprises the leading figures of Egypt’s banking sector. Participation in Assessment Center projects implementation for banks senior level promotions. Lead training activities of EBI-Branch training programs to provide efficient and well-run training operations for EBI clients within a framework of available programs and in accordance with EBI policies and procedures. Apply and maintain the ACCET Accreditation – USA standards policies & procedures (SOPs). Site meetings with banks in order to identify their training needs and requirements. Assess clients training needs and provide level talent acquisition support for all employees' development. Implement performance management to ensure training gaps and succession planning are identified and met. Define annual manpower Plan & Budget with departments and implement it on time with standard quality. Raise auxiliary operations reports directly to Deputy Executive director & Chief Director of Training on the activity status.

Group Training and Talent Development ManagerFull Time

• Job Details:Founded on 1952, as an automotive spare parts outlet, Balubaid has grown into a multi-disciplined and diverse range of products and services through our six core business sectors in: Automotive (General Motors & Peugeot) dealer, Real Estate, Consumer Finance (Saudi Finance House), Manufacturing (4 factories), Trading and Food & Beverage. Headquartered in Jeddah, Saudi Arabia and with branches in major cities. Chairman/Facilitator of “Change Management Committee” CMC, member of “Motivation Committee” MC, “Group Advisory Council” GAC, and “Business Performance Review” BPR. Talent Management-Project Manager, using CBI “Competency Based-Interview”. Maintain awareness and knowledge of contemporary Organization theory and methods to provide suitable interpretation of corporate strategy within the organization and concerned functions. Develop, update, and roll out all Talent Management processes, with a comprehensive calendar to cover timing and key deliverables. Responsible for the Cultural Diversity and Inclusion Agenda and for translating it into actions, including awareness sessions and educational tools to challenge mind sets in coordination with other stakeholders. Benchmarking the competencies in cooperation with vice presidents, sectors directors and departments’ heads. Design & Supervise the project implementation performance in three phases 1- pilot phase, 2- phase one: with top management and 3- phase two: with staff. Build, establish “Development Center”, design Competencies framework, and linked it with recruitment and promotion plan in HR. Design & Lead Saudization Project Program into special training plan. In charge of all training activities for all six sectors & conduct TNA for each sector individually. Conduct training needs to all manufacturing sector contains three factories using Kaizen approach in order to define roles & areas for development. Establish the training policies & procedures. Planning and overseeing the training process and the implementation of the Training Plan. General Motors Difference – Training Standards Coordinator. Raise and present the quarterly report activities at BPR "Business Performance Review" meeting. Managing E-learning through Oracle ERP system (OLM-Oracle Learning Management). Designing and developing training programs based on both the organization’s and the individuals’ needs. Identifying training and development needs within the organization through job analysis, appraisal schemes and regular consultation with business managers. Develop and Produce training materials for in-house courses that delivered by SMEs’ ”Subject Matter Expert”. (Measure Learning Impact). Franchises & Authorizations: Coordination with the Foreign/external agencies and consolidate relations.