Yasmine Mohamed

HR Business Partner Full Time

• Job Details:1. Organizational Development: • Evaluate and report any recommendations on the organizational structure to the HR Manager and concerned department managers. • Actively lead and participate in the facilitation and implementation of local and cultural values with all departments. • Ensure effective communication within the business for all HR related matters. • Develop, analyze and communicate results of surveys to concerned parties to ensure that the results affect their departmental development plan. 2. Talent Management: • Ensure on an ongoing basis that the quantity and quality of people resource meets business needs. • Analyze and direct selecting the best means of recruitment to ensure excellent calibers are introduced to the organization. • Ensure that all departments have effective succession plans and resources to meet future business needs. • Co-ordinate and where necessary manage all recruitment for all levels of staff, including expatriates. • Manage and coordinate the company's Performance Management System. • Plan and coordinate with the training department to implement a personal training/development plans to ensure the training / coaching of all departmental members to meet business/customer needs. • Manage employees’ grievances and engage in employee counseling. • Recommend and engage in activities related to retaining and developing people. 3. Operations Management: • Liaise, control, negotiate with and manage all outside suppliers of human resource development services. • Work closely with the HR Manager to develop and analyze the hiring needs of assigned departments in order to assist in preparing a recruitment plan reflecting a comprehensive budget and representing the strategic activities of the company. • Develop and recommend changes in policies, processes, forms and work-flows and ensure their continuous update. • Select of fairs and events along with managing its preparation and successful implementation. • Manage the recruitment, secondment and hiring process and ensure full coordination with all concerned parties. • Generate and supervise the generation of report covering the performance of the HR activities with recommendation for development. • Work with the HR Manager and Comp & Ben Manager to ensure that the reward strategies recognize, celebrate and retain the high talents and foster the values of the company. 4. Social Media: https://www.facebook.com/gizasystemsjobs/ • Build and execute social media strategy through competitive and audience research, platform determination, messaging and audience identification • Generate, edit, publish and share daily/weekly content (original text, images & video) that builds meaningful connections and encourages community members to take action • Set up and optimize company’s careers pages within each social media platform (Facebook, Twitter & LinkedIn) • Continuously improve by capturing and analyzing the appropriate social data/metrics, insights and best practices, and then acting on the information • Collaborate with other departments (Corporate Communications, sales etc) to manage reputation, identify key players and coordinate actions.

Senior HR Account ManagerFull Time

• Job Details:1. Recruitment & Selection: • Work closely with the HR Manager to develop and analyze the hiring needs of assigned departments & sister companies in order to prepare a recruitment plan reflecting a comprehensive budget and representing the strategic activities of the company/sister companies. • Analyze and direct in selecting the best means of recruitment to ensure excellent calibers are introduced to the organization. • Receive, filter and work closely with the technical team to screen CVs to prepare short-lists for interviewing. • Conduct different filtering assessment tools to get the best candidates to interviews including phone interviews, English tests, technical tests….etc • Perform Competency Based Interview (CBI) aligning with GS competency framework & coordinates with different departments for interviews to maintain the Service Level Agreement. • Prepare Job Offers to the selected candidates & assures that it matches GS grading & compensation system. • Update the hiring monthly report / HR System (HITs) with the candidate’s data & coordinates with the Personnel department till the candidate comes on board. • Preparing different recruitment forms (Application form, Interview assessment form, Recruitment request form) • Conduct Exit Interviews for all corporate departures to keep a pulse on potential areas of organizational development. • Work closely with the marketing department to ensure that the website and advertisings are designed and contains correct information. • Ensure & coordinate that summer interns’ requests are fulfilled and control their evaluations and feedback to ensure that our database has potential future hires. • Coordinate the induction program for all new hires in his/her area and ensure that s/he is registered and have attended the orientation session. 2. Performance & Organizational Development • Ensure with the technical supervisors the implementation of the department training plan that reflect the performance of the employee in coordination with training department and ensure that this is reflected in the Performance Appraisal. • Tailor programs as a member of the HR training committee which covers the needs in different focuses and aspects. • Review, maintain and update the job descriptions for positions in the assigned area including the competencies for each position to transfer to a comprehensive Role Profile. • Consult with managers to improve employee effectiveness by developing career-path, talent review, promotion opportunities and succession planning for key talents and key job positions & coordinate their implementation through the BU/Departments. • Challenge the organizational structure of GS BU/departments and update any changes that may occur in Job descriptions, competencies, Job evaluations. 3. General Duties • Work with the HR Manager to review the performance of HCD and prepare monthly reports covering different areas to improve it. • Engage in internal and external salary surveys to review the compensation system of GS and work closely with the HR Manager and the compensation team to ensure that the company provides competitive salary and benefits schemes. • Work closely with the HR Manager to continuously review and update process policies and procedures to align them with the company’s mission to ensure the success of the company’s objectives. • Act as the point of the contact & represents the HR department to other Giza Systems departments, divisions & sister companies through building a strong relationship with the employees & consulting them to provide supportive & productive work environment.

HR Account ManagerFull Time

• Job Details:1. Recruitment & Selection: • Work closely with the HR Manager to develop and analyze the hiring needs of assigned departments & sister companies in order to prepare a recruitment plan reflecting a comprehensive budget and representing the strategic activities of the company/sister companies. • Analyze and direct in selecting the best means of recruitment to ensure excellent calibers are introduced to the organization. • Receive, filter and work closely with the technical team to screen CVs to prepare short-lists for interviewing. • Conduct different filtering assessment tools to get the best candidates to interviews including phone interviews, English tests, technical tests….etc • Perform Competency Based Interview (CBI) aligning with GS competency framework & coordinates with different departments for interviews to maintain the Service Level Agreement. • Prepare Job Offers to the selected candidates & assures that it matches GS grading & compensation system. • Update the hiring monthly report / HR System (HITs) with the candidate’s data & coordinates with the Personnel department till the candidate comes on board. • Preparing different recruitment forms (Application form, Interview assessment form, Recruitment request form) • Conduct Exit Interviews for all corporate departures to keep a pulse on potential areas of organizational development. • Work closely with the marketing department to ensure that the website and advertisings are designed and contains correct information. • Ensure & coordinate that summer interns’ requests are fulfilled and control their evaluations and feedback to ensure that our database has potential future hires. • Coordinate the induction program for all new hires in his/her area and ensure that s/he is registered and have attended the orientation session. 2. Performance & Organizational Development • Ensure with the technical supervisors the implementation of the department training plan that reflect the performance of the employee in coordination with training department and ensure that this is reflected in the Performance Appraisal. • Tailor programs as a member of the HR training committee which covers the needs in different focuses and aspects. • Review, maintain and update the job descriptions for positions in the assigned area including the competencies for each position to transfer to a comprehensive Role Profile. • Consult with managers to improve employee effectiveness by developing career-path, talent review, promotion opportunities and succession planning for key talents and key job positions & coordinate their implementation through the BU/Departments. • Challenge the organizational structure of GS BU/departments and update any changes that may occur in Job descriptions, competencies, Job evaluations. 3. General Duties • Work with the HR Manager to review the performance of HCD and prepare monthly reports covering different areas to improve it. • Engage in internal and external salary surveys to review the compensation system of GS and work closely with the HR Manager and the compensation team to ensure that the company provides competitive salary and benefits schemes. • Work closely with the HR Manager to continuously review and update process policies and procedures to align them with the company’s mission to ensure the success of the company’s objectives. • Act as the point of the contact & represents the HR department to other Giza Systems departments, divisions & sister companies through building a strong relationship with the employees & consulting them to provide supportive & productive work environment.