Victor Makram Abdelsayed

HR senior ManagerFull Time

• Job Details:Partnering with senior management on long-term business planning and performance management strategies; exploit my strong cross-industry experience to develop and execute the HR strategies and activities that fostered growth, innovation, and organizational effectiveness. Member of the executive team, and Board of directors secret keeper. Planning & Budgeting ( 15% ) • Develops the Human Resources strategic plan by determining the objectives to be aligned with overall business strategy and necessary transformation and organizational changes of the organization on an annual basis or on-demand. • Develops and implements the Human Resources, Talent Management, and People strategies aligned to the business objectives by conducting detailed Job analysis and surveys upon major changes in the business or strategies. • Develops and monitors an annual budget that includes Human Resources services, employee recognition, company philanthropic giving, and benefits administration by estimating the figures based on objectives and historical data on an annual basis. • Develops human resources operations financial strategies and plans by forecasting requirements and availabilities, trends, and variances on an annual basis • Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. • Keeps the management and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed to assure the smooth operation on regular basis. Talent Management & Development ( 30% ) • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs every 2 years or upon need. • Establishes an in-house employee training system that addresses company training needs including training needs assessment(TNA), a new employee onboarding, or orientation, management development, production cross-training, the measurement of training impact, and training transfers every 2 years. • Assists managers with the selection and contracting of external training programs and consultants by studying the alternatives upon request. • Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management on annual basis. • Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization. Management of the HR department ( 20% ) • Leads the development of department goals, objectives, and systems and provides leadership for Human Resources strategic planning once a year. • Leads company compliance with all existing governmental, and labor laws and requirements including any related to the Equal Employment Opportunity (EEO) on a daily routine basis. • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff on a daily routine basis. • Establishes HR departmental measurements that support the accomplishment of the company's strategic goals once a year. • Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment every 6 months. Employee Relations ( 15% ) • Supports management by providing human resources advice, counsel, and decisions. • Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights. • Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. • Reviews,guides, and approves management recommendations for employment terminations. Recruitment & Staffing ( 10% ) • Manage all recruitment needs for the company, including implementing and continually developing a robust recruitment process in order to recruit and hire a superior workforce. • Interviews management and executive position candidates; serves as part of the interview team for position finalists. Compensation & Benefits management ( 10% ) • Establishes the company wages and salaries structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff every 2 years. • With the assistance of the financial department, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings. • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.