Abdelaziz Mohamed

• Setting Training plans and objectives
• Streamlined onboarding process for new employees, reducing time to full productivity.
• Identify and implement process improvements to enhance operational efficiency and effectiveness.
• Design, create, develop SOPs, training materials and conduct workshops to build a culture of operational excellence
• Supported the achievement of company goals by aligning all training initiatives with organizational objectives.
• Implement an in-store training system in all restaurants and ensure that system is in place.
• Follow up on the 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%
• 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

• Monitored trainee progress using data-driven evaluation tools, ensuring measurable improvements in knowledge and skill acquisition.
• Support the development of a high-performance workforce through coaching and skill development by conducting field visits.
• Provide necessary training before launching any new products and conduct follow-up visits to ensure that team is ready.
• Administer and maintain the organization's learning management system.
• Stay updated on industry-specific regulations and compliance requirements.
• Continuously improve training methods and materials to enhance the learning experience.
• Coordinate with stakeholders to ensure alignment and support for improvement initiatives.
• Develop project plans, set timelines, and allocate resources to ensure successful project completion.
• Conduct root cause analysis and implement corrective actions to address performance gaps.
• Provide regular reports and updates to senior management on progress and achievements.

• Self-motivated, with a strong sense of personal responsibility.
• 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.
• Managed complex employee relations issues to promote a healthy workplace culture.
• Align closely with the HR director and operations leaders on brand strategies, priorities, and objectives.
• Collaborate with the HR director and area director to formulate the 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 the organization a 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 the brand, leveraging assessment data such as performance management results, audit findings, and HR and Operations KPIs.
• Monitor the effectiveness of recruitment agencies in terms of new hires' quality and process efficiency, providing regular feedback and recommendations to HR director.
• Prepare the brand's annual the HR objectives and align them with the HR director for endorsement, effectively communicating and gaining alignment with stakeholders.
• Managing the full cycle of recruiting, hiring, and onboarding new employees.
• Developed and delivered special events for company employees.
• Improve employee engagement.
• Reduce labor costs by 1.3% versus target.
• Increase employee productivity by 3% versus target.
• Increase female diversity by 2% from last year.

• Promoted a culture of continuous learning within the organization by encouraging ongoing professional development for all staff members.
• Established a positive learning environment by cultivating open communication and mutual respect among participants during training sessions.
• Evaluated employee progress and provided constructive feedback to ensure long-term success.
• Utilized various teaching methods such as small group workshops, one-on-one coaching, and e-learning platforms to accommodate diverse learning styles.
• Monitors and analyzes turnover and consults with HR manager for corrective measures and reduces turnover by 3 % from last year.

• 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 reduces turnover by 2% from the previous year
• Design and communicate monthly newsletter
• Gather and organized materials to support operations
• Implemented project management techniques to overcome obstacles and increase team productivity