Mary Sabry

Group HR directorFull Time

Hr ManagerFull Time

Hr ManagerFull Time

• Job Details:Responsible for all HR Functions, for 3 factories and head office with a total number of 600 employees  Create, Design HR policies and procedures that helps in achieving the company's goals overall strategic plan.  Identifies the ways in which the HR function can support the organization’s strategy and goals.  Applying all principles of Organizational Effectiveness and Development OED to Aligns HR strategy whit the organization’s mission , vision, values and strategy.  Develop and implements action plans with clear milestones for executing HR’s strategy and goals.  Evaluates HR’s Critical Activities in terms of value added, impact, and utility, using cost – benefit analysis, revenue, and leading or lagging indicators.  Periodic updating process for job analysis & job documentation to meet the organization’s resource needs.  Defining KPIs, Measuring current performance, identifying performance gaps, setting objectives and implementing any necessary support activities.  Develops strategies for sourcing and acquiring a workforce accompanied that meets the organization’s needs.  Analyzes and understands the talent needs and staffing levels of the organization.  Using the most appropriate hiring methods to best evaluate a candidate’s technical skill, organizational fit, and alignment with the organization’s competency needs.  Using a wide variety and technology of talent sources and recruiting to attract qualified applicant.  Job offer contingencies (e.g. background investigations, job offer negotiations )  Develop and implement strategy to engage employees from hiring to separation  Design and Implements effective onboarding and orientation programs for new employees  Develops and implements workplace policies , handbook, and codes of conduct  Work closely with other organizational leaders to administrates and support HR and organizational programs, designed to improve employee attitudes & culture (e.g., social event, employee of the month, telecommuting policies, recognition, job enrichment, workplace flexibility, coaches’ supervisors on creating positive working relationships) using best practices for employee retention in HR program and policies.  Develop and deliver learning and development activities that close gaps in employees’ competencies and skills, Also create long – term organizational strategies to develop talent.  Creates strategies to ensure the retention of organizational knowledge (e.g., knowledge sharing, facilities, Creates internal social networks promote knowledge transfer).  Design and implementation ADDIE Model (Analysis, Design, Development, Implantation, Evaluation)  Administrates and support analysis type (e.g., person, organizational, training, opportunity cost).  Design and oversees organizational compensation systems and benefit philosophies and plans that align with the origination’s strategic direction and talent needs and in complies with laws and regulations.  Performs accurate job evaluation to determine appropriate compensation.  Implements appropriate pay, benefit, incentive, separation, and severance system and program.  Administrates and support approaches (e.g., Succession plan, high- potential development programs) to ensure that the organization’s leadership needs are met.  Implements and uses technology solutions that support the achievement of HR’s strategic direction, vision, and goals through collect, access, and analyze data.  Develops and implements organizational standards and policies for maintaining confidentiality of employees’ data.  Identify, assess and prioritize of risk, and application of resources to minimize, monitor and control the probability and impact of those risks across all HR’s functions.  Refers to any dealings between the organization and employees regarding the terms and conditions employment.  Managing and directing all personnel functions in compliance with labor law & regulations requirement’s (e.g., hiring documentation, social insurance, job safety and health, leave and benefits).  Evaluate and select vendor to provide HR technology solution, life and Medical insurance.  Fulfilling all requirements and documentations that help the organization passing successfully the ISO audit thus to be ISO certified.