Abdelaziz Mohamed

•Take ownership of people-related elements such as cost management, learning and development (L&D), diversity and inclusion (D&I), employee engagement, and internal mobility.
•Align closely with HR director and operations leaders on brand strategies, priorities, and objectives.
•Collaborate with HR director and area director to formulate brand's annual manpower plan.
•Coordinate with shared service functions to maintain optimal staffing levels and ensure timely recruitment.
•Ensure strict compliance with company policies, partnering with shared services team in conducting investigations and applying appropriate disciplinary actions.
•Conduct regular communication meetings with employees, actively listening to and resolving their grievances, while providing counseling and support to both employees and supervisors.
•Drive employee engagement by conducting surveys to gather feedback and suggestions on making organization as great place to work.
•Keep organization charts up to date and ensure clarity in reporting lines and structures.
•Conduct periodic field visits to restaurants, providing coaching and feedback to both operations and HR director.
•Track and manage HR metrics, providing valuable insights and feedback to respective stakeholders.
•Prepare and present periodic staffing reports to HR director and brand operations manager, highlighting key trends and areas for improvement.
•Lead and direct ongoing HR, training, and development needs analysis within brand, leveraging assessment data such as performance management results, audit findings, and HR and Operations KPIs.
•Monitor effectiveness of recruitment agencies and shared service functions in terms of new hires' quality and process efficiency, providing regular feedback and recommendations to HR director.
•Prepare brand's annual HR objectives and align them with HR director for endorsement, effectively communicating and gaining alignment with stakeholders.
•Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
•Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
•Managed full cycle of recruiting, hiring, and onboarding new employees.
•Developed and delivered special events for company employees.
•Created and implemented forward-thinking initiatives to improve employee engagement.
•Reduce labor costs by 1.3% versus target.
•Increase employees productivity by 3% versus target.
•Increase female diversity by 2 % from last year.

•Setting training plans and objectives depending on ADDIE model.
•Design, create, and develop SOPs, training materials, and manuals to ensure that training programs are delivered with high-quality resources.
•Implement in-store training system in all restaurants and ensure that system is in place.
•Follow up on effectiveness of certification and re-certification processes based on brand standards.
•Responsible for efficient execution of bench planning system to be sure that all potential employees are capable and ensure that training prerequisites are completed before employee's promotion.
•Drive and enhance internal mobility from 80% to 86%.
•Facilitate training sessions for employees, ensuring conducive learning environment.
•Conduct business skills training programs i.e. sales forecast, labor scheduling, ordering system, Restaurant business action plan, managing costs, P&L statement analysis, new systems, equipment…etc.
•Monitor training sessions to ensure effectiveness and participant engagement.
•Implement training evaluation mechanisms, such as surveys, assessments, and feedback sessions.
•Make recommendations for improvements based on evaluation results.
•Conduct teach and coach field visits to support in-store training system and ensure that operational excellence is in place.
•Provide necessary training before launching any new products and conduct follow-up visits to ensure that team is ready.
•Administer and maintain organization's LMS.

•Stay updated on industry-specific regulations and compliance requirements.
•Continuously improve training methods and materials to enhance learning experience.
•Improved customer satisfaction by quickly and effectively addressing inquiries and complaints.
•Identified customer needs and wants to enhance customer experiences and boost sales.
•Analyzed customer data to identify trends and anticipate customer needs.

•Align with HR manager and operations leaders on brand strategies, priorities, and objectives.
•Prepare brand's annual HR and training objectives and communicate with HR manager for alignment and endorsement, then communicate with Ops team to gain alignment and commitment.
•Conduct induction and brand orientation for newcomers.
•Review the probation period results and coordinate with the operation manager for corrective measures.
•Prepare all HR periodical reports and analyze achievements versus objectives.
•Monitors and analyzes turnover and consults with HR manager for corrective measures and reduce turnover by 2% from last year.
•Design and communicate monthly newsletter.
•Gather and organized materials to support operations.
•Evaluated operational practices and identified improvement opportunities to develop revisions for systems and procedures.