Mahmoud Elemam

Duties:

Strategic HR Management

Examining normal organizational practices to bring in new thinking and reforms to enhance of HR’s operations and supporting organization structure, improving efficiencies and effectiveness and reducing costs and risks Organizational Development and Change Management

Improving business performance by developing structures, systems and processes that are effective and support the achievement of business goals

Recruitment and Selection

Aligning workforce planning and recruitment activities so that the proper number of employees with the right skills exists for desired performance

Policies and Procedures

Developing and implementing a comprehensive set of best practice policies complying with legislation, enabling Managers to effectively manage teams

Performance Management

Reviewing practices, delivering workshops, aligning objectives, competencies and values

Also reporting performance

Compensation and Benefits

Developing and implementing grading structures, benchmarking surveys, analysis, guidelines and incentive plans for consistence

Recognition and Reward

Reviewing practices implementing recognition and reward programs positively impacting culture, employee engagement

Employee and Industrial Relations

Creating a cohesive working medium where employer and employee relationships are strengthened in harmony with various HR specialties like IR guidance and support, Payroll, and QHSE

HRD

Collaborating with key stakeholders to identify and evaluate areas of competitive advantage through training and the development of organizational capabilities, leadership and individual competencies, succession planning and career path planning frameworks/policies

• Provided a clear understanding of HR Policies and procedures to all stakeholders
• Also built a strong relationships and provided trusted advice to senior managers
• Liaised with stakeholders like auditors, agents, lawyers & etc
• Managed payrolls and monitor and benefits in line with policy
• Managed recruitment and selection processes
• Actively participated in digital transformation by coaching and leading effective change management processes
• Managed the medical insurance scheme and insurance policy of employees and their dependents
• Prepared annual manpower planning & budgets
• Managed office operations & supplies
• Directed PROs to renew licenses, permits, visas, contracts & etc.

• Administered manpower planning to face impacts of global financial crises
• Benchmarked and structured salaries during the global economically challenging times
• Managed Employee relations
• Led talent management, acquisition and retention for 75+ employees
• Managed remuneration trend tracking and package building
• Managed staff training and career development
• Reviewed performance management
• Supported staff
• Managed & implemented succession planning and jobs nationalization plans.

• Ensured positive working relationships between the management and employees at all times
• Gathered information and translated findings into specific corrective actions
• Collaborated with peers and leadership to develop or implement policies, guidance, and procedures
• Managed disciplinary process to ensure adherence to policies and legal requirements
• Developed methods to monitor workforce maintenance, prepared analysis of personnel and quality trends in the company
• Developed plans and performed full range of pertinent assigned segments of program development and evaluation for Corporate Executive Management activities in several program areas
• Evaluated and provided the full range of staff level guidance on the resolution of unusually difficult human resources management problems
• Evaluated individual reports and expedite necessary actions to resolve issues
• Provided advices and guidance to resolve unusual or controversial staffing and placement issues
• Liaised and managed relations with public & private organizations e.g
• Ministries, police, insurance companies, banks & other solicitors
• Responded to formal and informal HR related inquiries raised by leaderships, auditors & staff
• Conducted exit interviews and controlled paperwork associated with the termination process
• Maintained and updated employee handbook and access portals, also ensured memos are distributed and read by all employees
• Managed probationary review process and monitor any issues requiring follow up measures.

• Identified staffing needs
• Determined selection criteria
• Sourced potential candidates through different channels
• Planned interviews and selection procedures, including screening calls, assessments, and in-person interviews
• Designed job descriptions and interview questions that reflect each position’s requirements
• Forecasted quarterly and annual hiring needs by the department
• Fostered long-term relationships with past applicants and potential candidates
• Participated in succession planning and Omanization plans implementation.