Abanoub Magdy Heba

Talent & OD Section HeadFull Time

• Job Details:OD • To contribute research, analysis and ideas to the development of the GB’s HR strategy in order to ensure that organisational development initiatives are appropriately integrated and aligned with strategic and business goals. • To design and deliver OD and change management strategies, processes and interventions that support the GB’s ambition to be a high performing organisation; to include initiatives which foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm. • To support specific performance improvement initiatives, eg through the implementation of a new behavioural competency framework and 360-degree feedback process. • To identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas. • To commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives. • To design and facilitate in-house events (e.g. workshops, away days) as required. • To work with the Internal Communications Manager to ensure effective communication and consultation processes and to build staff engagement. Learning & Development • To develop the GB’s approach to talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation. • To work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff; to commission and evaluate agreed internally-delivered interventions and to ensure best use of the GB’s development budgets. • To develop coaching, mentoring and secondment schemes to support staff development and the achievement of Personal Development Plans. • To lead on the development of a staff skills and knowledge database in order to maximise the diverse talents of the organisation. HR • To be responsible for the GB’s job evaluation system, advising on job design, job descriptions and the correct grading of jobs. • To oversee the annual appraisal process, monitoring compliance with the timetable and working with the Head of HR to ensure consistency of quality in appraisal documentation. • To manage the corporate induction programme. • To contribute to the development of policies and procedures in collaboration with the Head of HR.

Senior HR Specialist ‘Business Partner & Centre of Excellence’Full Time

• Job Details:Business Partner ( 4 Regional Companies – 4 Accounts) 1. Conducts weekly meetings with respective business units. 2. Consults with line management, providing HR guidance when appropriate. 3. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. 4. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. 5. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. 6. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). 7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. 8. Provides HR policy guidance and interpretation. 9. Develops contract terms for new hires, promotions and transfers. 10. Assists international employees with expatriate assignments and related HR matters. 11. Provides guidance and input on business unit restructures, workforce planning and succession planning. 12. Identifies training needs for business units and individual executive coaching needs. 13. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. OD – L&D Function Ownership: 1- Develop a healthy organizational culture, effective organization communication, enhances organization performance management system. o Create & draft job descriptions that accurately describe job purpose, scope of responsibility and prerequisites. o Organize and updates organizational structure manual that includes allocation of approved responsibilities for different functions and processes. o Conduct surveys to measure employee satisfaction, working environment, tangible, intangible motivators. o Analyze the survey reports and suggest the suitable actions o Monitor the annual performance appraisals process. o Reviews Annual Performance Appraisal results and develop statistical findings and reports. o Assist in executing the Performance Management process, analyzes results and develops statistical findings and reports. o Assist in monitoring the development of the individual operating plan process. (Preliminary Workshops, Objectives delivery dates, Meeting with consultants, etc.) 2- Execute programs on employee’s motivation, satisfaction, career development and - succession. o Search, inspect and evaluate other development programs in different business markets (int’l & local). (E.g. STARS Program, Succession planning program, Rewards & Recognition program, etc.) o Develop program action plans/ manuals. o Assist in the implementation of correct procedures and gives feedback. 3- Familiar new employees with jobs, coworkers and organizational policies and services. 4- Act as a change agent providing the support and mechanism to implement major changes to the operations of the business and provide coaching to leaders and executives on organizational growth. 5- Maintain high performance work environment that value interpersonal relationship for better work life balance o Participate in arranging social events as well as other various employee relation activities. o Provide new ideas for activities that can contribute to increased interpersonal relationships. 6- Responsible for developing people skills thorough different training programs o Identify training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments; o Develop, designing and expanding training programs based on the needs of the organization and the individual; o Organize, conduct and evaluate training programs and activities o Evaluate training effectiveness. 7- Responsible for performance management system excellence. o Oversees the development and implementation of performance appraisal program and provides advice and recommendations to management and staff. o Oversees the development and implementation of agency core competencies, core values, and key performance measures into performance appraisal system. o Analyses and reports on measurement results. o Provides on-going oversight and support to ensure that performance measures are being used to effectively manage operations, identify and manage risks, and effect organizational change. o Develops and conducts presentations and training to agency management and staff on the performance appraisal system. o Provides training to all levels of staff on performance management and systems. o Develops and implements performance improvement plans.

HR Officer Full Time

• Job Details:Recruitment functional area: • Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs. • Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport. • Determines applicant requirements by studying job description and job qualifications. • Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites. • Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements. • Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicant to interviews; arranging community tours. • Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications. • Manages new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions. • Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks. • Manages intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching. • Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training. • Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. • Accomplishes human resources and organization mission by completing related results as needed. Training functional area: • Develop, implement, and monitor training programs within an organization. • Supervise technical training for staff. • Conduct orientation sessions. • Create brochures and training materials. • Develop multimedia visual aids and presentations. • Create testing and evaluation processes. • Prepare and implement training budget. • Evaluate needs of company and plan training programs accordingly. • Conduct performance evaluations. • Provide companies with classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. • Manage staff of classroom facilitators. • Provide performance feedback. • Conduct continuing education training. • Provide leadership development education. • Build solid cross-functional relationships. • Provide logistical support, course development, delivery, evaluation, process measurements, and cost management. • Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within authorized budgets. • Assist with the development of strategic plans. • Design and facilitate in-house events (e.g. workshops, away days) as required. Organization Development area • Contribute research, analysis and ideas to the development of the Fund’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals. • Design and deliver OD and change management strategies, processes and interventions that support the Fund’s ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm. • Support specific performance improvement initiatives, through the implementation of a new behavioral competency framework and 360 degree feedback process. • Identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas. • Commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives.