Human Resources Director
Heidelberg (North & East Africa)
Total years of experience :31 years, 5 Months
Heidelberg is the world-wide leading provider of solutions and services for the print media industry. The company offers comprehensive solutions in the fields of sheet-fed offset printing, digital printing and in the production of sophisticated parts and assembly groups in the realm of precision mechanical engineering.
Key Achievement:
Conducted more than 500 Job Analyses and Job Descriptions for more than 150 Jobs in 15 Business Units in North and East Africa.
Transformed 4 business units into a customer-centric organization that led to increasing their revenues up to 71% and increasing their customers’ satisfaction rating up to 79%.
Created and deployed the Corporate Code of Conduct and Integrity Policies in 6 months.
Planned and carried out more than 15000 training hours for all employees that resulted in increasing the total productivity to 180%.
Managed the human resources operations and administrative services in 17 business units across North and East Africa.
Established the “Center for Management Development” under the umbrella of “Heidelberg Academy” with more than 70 programs in leadership and interpersonal skills, 240 training hours per week through self-learning management systems, and professional certifications.
Established an Assessment Center equipped with 80+ psychometric, professional, and vocational assessments used for selecting candidates and talent management.
Eliminated the time-consuming paperwork of personnel services through implementing the online employee self-service performing 150+ transactions/day.
Redesigned the sales and service incentive schemes that contributed in achieving 100% of the set targets.
Enhanced the Performance Appraisal process by designing 160+ Job Results-Driven Appraisal Forms that measure one’s performance based on his/her job activities and results.
Sphinx Glass is licensed by PPG Industries Inc., USA; and a subsidiary of Citadel Capital with USD 220 Million Investment on a state-of-the-art 210, 000 squared meter plant with 600 tons of flat glass daily production where 60% of which is exported to Europe and Africa.
Key Achievements:
Corrected more than 180 errors in salaries, titles, and grades through designing a comprehensive grade and pay structure that resulted in increasing the staffs’ perceived organizational distributive justice.
Established and managed the Health, Safety and Environment Department that eliminated 50% of work injuries and prevented fatality accidents.
Implemented SAP HR ERP Application from scratch in less than 6 months.
Designed effective production incentives scheme that boosted yield up to 95%.
Articulated benefits programs that matched 90%+ of staffs’ expectations.
Obtained the best exhibitor in the American Chamber of Commerce Middle Management Employment Fair Dec. 2009 for achieving the highest score of visitors (1800 visitors/day) and positive feedback, which branded the company in the general market.
Designed and described 150+ Technical Job Descriptions in collaboration with Glass Experts from PPG Industries - USA.
Managed the factory security, housekeeping, catering, clinic, safety, housing, office maintenance, and transportation 24/7.
Delivered field orientation to new staffs and visitors about 6 stages of the glass manufacturing process (batch house, furnace, tin bath, annealing, cutting, and dispatching)
Ring was the main agent for Nokia and Samsung Mobile Phone Handsets in MENA region and SIM manufacturer and distributor to all Orascom Telecom operators with $500+ Million turnover.
Key Achievements:
Carried out the staffing, training, and on-boarding of 420+ retailers for 70+ retail shops in MENA region in 9 months.
Established the Professional Retail Academy that trained all Service and Retail staffs for Service Excellence and Retail Operations Management.
Aligned the 7 subsidiaries of Ring Group with Orascom Telecom corporate policies and planning systems.
Reestablished the Distribution Sales Department after terminating the services of the corrupted teams and replaced them with 70+ of the best calibers being headhunted from main competitors in 3 months.
Held 3 corporate gatherings for all the employees to keep them informed about the company performance, achievements, and challenges.
Articulated more than 75 managerial, behavioral and technical competency models, mapped them to each job, measured the gap, and delivered training and coaching to cross the gap.
Managed the human resources operations across 7 countries via deploying corporate policies, code of conduct, procedures, and processes with considerations to local laws.
Developed and conducted more than 15 expatriation and repatriation process with 100% success rate.
Managed the security, housekeeping, maintenance, and licensing for more than 25 office buildings and 70+ retail outlets.
Rebuilt the Legal Affairs Department resulting in winning 100% of legal claims locally and internationally.
Managed the project of improving more than 40 core business process in collaboration with Supply Chain Experts from The Job Masters Group, and successfully deployed the processes in less than 6 months to 12 subsidiaries.
NBK was established in 1952 as the first local bank and the first shareholding company in the entire Gulf region. NBK, has advanced banking institution that offers a full spectrum of innovative and unrivalled financial and investment services and solutions to individuals, corporate and institutional clients. NBK has the largest overseas branch network covering many of the world financial centers
Key Achievements:
Reviewed 45 HR Policies and recommended changes and updates concerning issues of retention, talent management, and personnel services.
Innovated and conducted the NBK Career Workshops © for identifying the best Kuwaiti calibers during the workshops that resulted in satisfying 100% of the Kuwaitization governmental requirements.
Implemented the Oracle HR application with successful data migration of the previous 20 years of HR transactions.
Revitalized the service attitude at the Personnel Services Unit through continuous coaching and attitude-based rewarding system (Bee of the Month).
Composed and trained the new candidates for the Bank Code of Conduct and Integrity Policies which led to 50% reduction in committing gross misconducts.
Decreased the Time-to-Hire by 50% through implementing Applicant Tracking System.
Conducted 300+ Job Evaluations using Coopers Job Evaluation System.
Developed the HR Business Partner Model for both retailing and corporate sectors.
MBC Group is the leading multiplatform provider of innovative information and entertainment, produced by professionals performing in a culture of excellence via 18 TV channels.
Key Achievements:
Conducted 60+ job evaluations to decide on the most economic pay rates for each job.
Conducted Performance Appraisal process to identify the talented and professional staffs for retention, and poor performers for redeployment / termination.
Changed the freelancers pay per hour to pay per episode to eliminate abuse to 0% and reach 100% of MBC Quality Standards.
Worked closely with producers, directors, presenters, and production manager to put permanent solutions for the technical crew daily problems in a way that saved the shooting time by 50%.
Tackled and resolved the technical crew frequent strikes by being part of the shooting process and close to problem makers aiming to maintain all types of organizational justice.
Deployed 14 managerial and behavioral competencies through workshops, coaching, and one-on-one meetings that transformed the company from studios for shooting to a corporate for production.
Optimized the human resources and administrative operational expenses by 30% through merging 2 branches in one head office, redeployment and rightsizing.
Added 10%+ extra revenues through providing outsourcing services in human resources consultancies, project management, web development, and content management.
Contributed in 70% of presales activities of the company tailored HR solutions in MENA region.
Analyzed and described 45+ jobs including their technical details, merits, and KPIs.
Reduced the Wrongful Hiring from 50% to 10% through applying advanced screening techniques utilizing psychometric assessments and technical testing.
With around 100 production sites in 36 countries, Nestlé Waters has 33, 500 employees and a portfolio of 63 unique brands, enabling to constantly innovate in order to meet the different expectations of consumers all over the world. Among those brands Nestlé PURE LIFE has become in 2008 the largest bottled water brand sold in the world.
Key Achievements:
Developed the middle management team and trained them for synergy and management excellence in a way that encouraged Nestle Switzerland for further investments up to 88 Million USD in year 2000.
Trimmed down 50%+ of the factory general expenses through applying a control system that prevented illegal commissioning, unjustified repairs, and false invoices.
Applied efficiency plans through a comprehensive spending analysis concerning raw materials reception quality control, stocking levels and conditions, and releasing to production units ended up with 35% savings and production streaming.
Produced the monthly variance report comparing budgeted production cost against actual and designed control system that improved efficiency up to 20%.
Added a new extension to the factory to expand the production facilities to accommodate the new brand of “Nestle Pure Life” achieving 200%+ growth for the company.
Amiga was a major worldwide player in the trading of dry bulk cargoes over the Chicago and Kansas Board of Trade holding future contracts with major wheat and soybean importers through its worldwide network selling and shipping more than 900 thousand tons per year.
Edited and sent the “Amiga Daily News” to key customers to keep them informed about the premium price movements from opening to closing sessions over the Chicago Board of Trade and Kansas Board of Trade.
Supervised the shipping operations of the cape size vessels to all Egyptian sea ports starting from the ships steering committee, arrival, berthing, immigration & customs clearance, sampling (health quarantine and fumigation), discharging, weighbridge controlling, shrinkage controlling till departure.
Turned the DEMURRAGE (late departure penalty) of average USD 36, 000 / vessel to a DESPATCH (early departure reward) of average USD 20, 000 / vessel through effective communication and coordination with port authorities, stevedoring companies, and importers’ supply chain contractors.
Prepared personnel reports and maintained service files.
Organized the international recruitment process with recruitment agencies.
Coordinated the Annual Travel procedures and orientation process.
The DBA ( Doctorate of Business Administration) focuses mainly on the application of theoretical knowledge to the advancement of management and business practices. The DBA is recognized by international business and management schools as the most appropriate post-MBA , due to its emphasis on combining academic research and business practices to further development of personal and professional skills. The DBA is designed to create the leadership and efficacy that are needed to tackle the challenges of senior management on an international level. First And Second Semester: ( 6 Core Courses) 1- Research Methods and Philosophy of Science 2- Applied Statistics (Multivariate Analysis) 3- Applied Economics 4- Corporate Finance and Firm Valuation 5- Global Management Systems 6- Marketing Modeling and Theory Third Semester: Six Courses 1- Advanced Strategic Human Resources 2- Organizational Analysis and Design 3- Operations Management 4- Modeling and Decision Making 5- Corporate Performance Analysis 6- Derivatives & Risk Management
Global Professional in Human Resources (GPHR)
Certified Human Resources Manager (CHRM)
Certified International Professional Trainer (CIPT)
MBA from Graduate School of Business, Advanced Management Institute in association with Central Michigan University, USA. GPA 3.41. The thesis was about the Quality of Business Policies and Procedures with focus on Employee Handbook.
Accredited by the British Association for Open Learning B-A-O-L