Yasmin Ahmed Abd El Hay

HR ManagerFull Time

• Job Details:HR Infrastructure: Built entire HR departments from scratch—policies, job descriptions, salary structures, and workforce planning—tailored to business needs. Talent Management: Designed recruitment strategies, competency frameworks, and onboarding programs that reduce turnover and attract top talent. Performance & Compensation: Created KPI-driven appraisal systems, fair pay scales, and incentive programs to motivate and retain employees. Data-Driven HR: Used workforce analytics to solve retention gaps, forecast hiring needs, and optimize team productivity. Compliance & Risk Management: Ensured labor law adherence across hiring, contracts, terminations, and employee relations. Training & Development: Identified skill gaps and launched L&D initiatives to upskill teams and prepare future leaders.

People and Culture Manager and Deputy CEO.Full Time

• Job Details:People and Culture Manager Develop and implement HR strategies aligned with the organization's goals. Employee Relations and Engagement Develop and oversee performance management systems Take charge of personnel & payroll issues, including labor law compliance, social insurance management. Deputy CEO: Oversee the progress of the company's short, medium, and long-term business plans' execution. Attend designated meetings and diligently track the action items. Facilitate interdepartmental coordination, serving as a liaison between departments and the CEO. Innovate solutions and implement corrective measures while effectively managing all assigned projects. Prepare comprehensive reports, create impactful presentations, and handle communications on behalf of the CEO.

Talent Acquisition HeadFull Time

• Job Details:1. Identifying my organization’s needs and working to create and implement an efficient talent acquisition strategy to improve recruitment and business performance 2. Developing, managing and maintaining a highly-skilled team to assist with talent development 3. Understanding workforce planning and resource forecasting by working with the resourcing team to feed into recruitment timelines 4. Communicating with external sources, i.e. peer organizations to acknowledge any trends in recruitment and markets which could impact upon the business 5. Anticipating the organizations future and working with senior executives to advise on recruiting tactics that will help to sustain the company’s success 6. Developing and retaining a diverse talent acquisition team 7. Applying strategies to attract diverse candidates to all areas of the business 8. Partnering with the broader talent acquisition team for shared use of tools and resources 9. Managing and delivering reports and data when required 10. Utilizing sourcing strategies for talent acquisition for software companies. 11. Identifying strong and applicable talent from available candidates online. 12. Performing initial screening of candidates through applicant tracking systems. 13. Recording all materials used for recruitment including interview notes and related paperwork. 14. Develop a strategic plan to achieve organizational goals. 15. Develop best practices to improve organizational performance and effectiveness. 16. Identify performance gaps and determine training needs. 17. Ensure that employees work effectively to meet and exceed business expectations. 18. Ensure employee maintains a high level of professionalism and competence in their assigned work duties. 19. Build positive and achievement-oriented work environment for employees 20. Develop a performance management program and leadership development program to support organizational growth