Hisham ElNady

1- Strategic HR Management • Develop and implement the Annual HR Plan to support the strategic objectives of the board of directors, working closely with senior leaders and line managers 2- Talent Acquisition & Retention • Lead senior management and key position recruitment • Conduct competency-based interviews on HR and technical level • Manage recruitment team activities, establish certified interviewers’ teams, and develop strong stakeholder relationships • Prepare job offers for accepted candidates and oversee their onboarding 3- Talent Management • Lead succession planning, talent identification, and development initiatives • Establish and manage an in-house training center for all employees 4- Learning and Development • Collaborate with line managers to identify individual development needs and monitor training costs • Administer the evaluation of learning and development activities 5- Performance Management • Implement a Performance Appraisal System, develop Performance Management Profiles, and coach managers on conducting appraisals • Use Leadership Competency Framework and Job Profiles for performance management reviews • Manage the probation period process 6- Total Rewards • Lead job evaluation exercises and the annual Salary Review process for all staff • Design and implement compensation structures, variable pay plans, and benefits • Review salary grade structures and assist in processing and maintaining payroll records 7- HR Operations and Internal Communication • Lead the HR operations team, represent the company in labor dispute issues, and ensure effective HR policies and procedures • Develop and maintain effective partnerships with staff to enable effective decision-making 8- HR Digitalization and Transformation • Led the preparation and launch of HR Next, ODOO Systems, and SAP, including full integration to cover all HR modules

1- Strategic HR Management • Develop and implement the Annual HR Plan to support the strategic objectives of the board of directors, working closely with senior leaders and line managers 2- Talent Acquisition & Retention • Lead senior management and key position recruitment • Conduct competency-based interviews on HR and technical level • Manage recruitment team activities, establish certified interviewers’ teams, and develop strong stakeholder relationships • Prepare job offers for accepted candidates and oversee their onboarding 3- Talent Management • Lead succession planning, talent identification, and development initiatives • Establish and manage an in-house training center for all employees 4- Learning and Development • Collaborate with line managers to identify individual development needs and monitor training costs • Administer the evaluation of learning and development activities 5- Performance Management • Implement a Performance Appraisal System, develop Performance Management Profiles, and coach managers on conducting appraisals • Use Leadership Competency Framework and Job Profiles for performance management reviews • Manage the probation period process 6- Total Rewards • Lead job evaluation exercises and the annual Salary Review process for all staff • Design and implement compensation structures, variable pay plans, and benefits • Review salary grade structures and assist in processing and maintaining payroll records 7- HR Operations and Internal Communication • Lead the HR operations team, represent the company in labor dispute issues, and ensure effective HR policies and procedures • Develop and maintain effective partnerships with staff to enable effective decision-making 8- HR Digitalization and Transformation • Led the preparation and launch of HR Next, ODOO Systems, and SAP, including full integration to cover all HR modules

1. Policy & Procedure Design • Develop and design company policies and procedures. 2. Compensation & Benefits • Develop compensation and benefits plans 3. Organizational Structure & Hiring • Recommend organizational structure, salary levels, and job categories to align with company objectives • Collaborate with HR Manager to manage the recruiting process for open positions 4. Reporting & Statistics • Provide essential HR reports and statistics including new hires, turnover, promotions, transfers, and cost-per-hire 5. Training & Development • Conduct training needs assessments and prepare annual training plans • Design and lead orientation sessions for new employees • Develop training programs to align with career paths and development needs 6. Recruitment & Candidate Management • Lead salary surveys to ensure competitive compensation • Build a pool of qualified candidates for future hiring • Manage the recruitment process, including posting job openings, CV screening, and conducting screening interviews 7. Compliance & Legal • Ensure compliance with legal requirements affecting HR functions, particularly Egyptian labor laws • Handle interactions with governmental authorities, labor offices, and social insurance offices 8. Applicant Data & Offers • Maintain records of all applicants and interviewees • Assist in preparing offer letters and rejection letters 9. Exit Procedures & Performance Appraisals • Oversee employee exit procedures and conduct exit interviews to determine reasons for separations • Assist and supervise the performance appraisal process for company employees 10. Job Analysis & Descriptions • Regularly update job analysis and descriptions to align with changing roles and responsibilities 11. Monthly Salary Preparation • Prepare monthly salary disbursements

• Conducted new hire orientation programs. • Managed employee relations and exit interviews. • Prepared HR reports by collecting and analyzing data. • Handled contracts and documentation. • Administered social insurance, and labor law compliance. • Maintained HR records in systems. • Developed policies, handbook, and procedures manual. • Prepared training plans and conducted training. • Trained factory workers on compliance. • Tracked attendance, and vacation balances with reports. • Organized employee engagement activities. • Handled resignations and termination procedures. • Recorded personnel transactions like hiring, and promotions. • Responded to policy and program inquiries. • Administered performance reviews and salary structures. • Investigated accidents and did risk reporting. • Conducted separation and exit interviews. • Analyzed absenteeism and turnover data. • Represented the company in hearings and investigations.

Training