Tamer Fathy El Gammal

Human Resources DirectorFull Time

• Job Details:• Support the development and implementation of talent management initiatives and coordinate the execution with the relevant HR teams. • Partner with business leaders on strategic priorities and annual HR processes to drive consistent experiences and efficiencies. • Work closely with the other functional business leaders to drive cross-functional efficiencies. • Drive change management practice; solicits stakeholder buy-in, works through resistance, and facilitates change. • Provide support and execute on functional review and analysis of HR annual processes including performance management, pay planning, talent assessments, new process, etc. • Provide HR Consultant support and oversight of team member recognition programs. (ie: annual celebrations, seasonal events, etc). • Work alongside business leaders to develop talent by managing succession planning. • Provide both industry and market best practices and offer thought leadership on organizational development and people-related strategy. • Serve as an advocate for team members and leaders, fostering positive team member relations and helping to provide a favorable workplace culture for continuous and effective employer-team member relations. • Foster relationships that encourage team member feedback and an “open door” policy to identify and address problems or concerns in a timely manner. • Support a results-driven, high-performance business, through delivery and deployment of HR programs and processes and participate in coaching and guiding in functional and cross-functional initiatives (role clarity, performance management, compensation, succession planning, engagement survey, and performance review cycle).

HR/OD/QHSSE MANAGERFull Time

• Job Details:Partner with local, regional, and global business leaders on managing effective development and implementation of HR strategies, policies, and procedures that identify, attract, align and retain to ensure an optimal candidate experience in line with Wilhelmsen's business objectives. 1. Strategic Business Partner - Provide strategic advice, recommendations, coaching, and guidance to the leadership team on a full range of people management, and HR best practices to foster a workplace culture in line with Wilhelmsen values. 2. Organizational Development – Works with business leaders to ensure timely and effective workforce planning in support of business requirements and build plans to address capability gaps for future needs. Provides thought leadership with organizational design/re-design activities to anticipate Short and long-term growth strategies and meet business objectives. 3. Change Management – Develops regular employee communications to build trust and promote transparency through company-wide channels. Facilitates organizational change and growth by supporting change management initiatives across Wilhelmsen Egypt that improve operational efficiency. Acts as a change agent and facilitates the translation of business priorities into actionable people and labor strategies. 4. Talent Management – Partners with business leaders to identify, develop and retain talent in support of key talent and succession planning activities which include: facilitating talent calibration sessions, assessing employee potential, defining and tracking development plans, identifying employee development opportunities (70/20/10 approach), and ensuring talent retention programs in place. 5. Performance Management – Drive a high-performance culture through early identification and improvement interventions with low-performers, identifying development and career opportunities for high performers, and ensuring objective performance differentiation through annual performance and compensation cycles. Review the effectiveness of the performance management system, provide recommendations and implement improvements, provide training on the process, coach people managers and employees on effective goal setting, and constructive feedback to ensure that all employees have an appropriate development plan. 6. Employee Engagement & Culture – support business leaders in identifying and understanding deficient areas, translating gaps into action plans in support of employee engagement survey results and culture improvements, and assisting in the monitoring and communication of action plan progress. Provide leadership and facilitate activities to build and enhance employee engagement and retention. 7. Employee Relations – provides coaching and counseling to local management and employees to ensure effective issue resolution. Proactively develop and maintain effective employee relations in a professional and fair manner through a hands-on approach. Identify trends, provide recommendations on the action plans to senior leadership, and implement programs to cultivate a positive and engaged workforce. 8. Employee Health, Safety, and Wellness – Manage health & safety program which includes: incident/accident reporting process and follow up with employees in accordance with QHSSE and company policies, ensure training is up-to-date. Execute health and wellness initiatives for staff, collect & review feedback from employees and the evaluate success of each initiative. Provide advice on claims management and return to work for occupational and non-occupational injuries and illnesses. Follows the Health & Safety results and ensures deployment of the correct actions for improvement.

HR & Training ManagerFull Time

• Job Details:1. Develop, implement and maintain HR strategy in relation to the company`s vision, goals, and objectives. 2. Responsible for maintaining organization structure and implementation of organization development. 3. Maintains the work structure by updating job requirements and job descriptions for all positions. 4. Prepare annual workforce plan, quarterly review with line managers to ensure optimization of costs. 5. Design, develop and implement engagement activity to maintain high employee retention. 6. Designs the performance management systems and participates in defining and determining the KPIs. 7. Responsible for on-boarding formalities, induction & orientation programs of new employees. 8. Act as a management representative in developing and implementing all QHSE policies and Procedures. 9. Conduct planned internal audits and Lead internal auditors’ team to ensure compliance with safety regulations and follow-up incidents. 10. Support senior managers in assessing and identifying training needs and recommend training programs based on annual appraisals. 11. Interacts with external training providers to identify course objectives and content, develop and conduct internal training and orientation programs as per the company’s objectives and department's requirements. 12. Maintains a pay plan by conducting salary benchmarking, job evaluations; preparing pay budgets; monitoring individual pay actions; recommending, planning, and implementing pay structure revisions. 13. Ensure employment contracts are in line with company practice and local legislation. 14. Advises managers on how to handle discipline, work practice changes, and their implications on company culture and labor agreements.