Mohamed Elahwal

• Building Egypt’s first digital platform for domestic worker recruitment • Designing a consultative hiring model to improve decision-making • Managing partnerships with international recruitment offices • Creating a structured, transparent recruitment experience • Implementing digital contracts, video interviews, and client support systems

• Managed large-scale domestic recruitment operations • Worked with multiple nationalities (Africa & Asia) • Oversaw end-to-end recruitment cycle • Improved operational efficiency and placement success rates

Recruitment process and procedures, manage Payroll, compensation & Benefits, dealing with recruitment, medical, transportation and services agencies. OD management, Personnel, developing HR team, Updating HR Policies and Procedures applying HR Metrix in output reports, Manpower plan and developing HR System using ERP system and monitor HR Budget Implemented performance management and employee appraisal.

Analyzes wage and salary reports and data to determine competitive compensation plan. Writes directives advising department managers of Company policy regarding equal employment opportunities, compensation, and employee benefits. Develops and maintains a human resources system that meets top management information needs. Writes and delivers presentations to corporate officers or government officials regarding human resources policies and practices. Recruits, interviews, tests, and selects employees to fill vacant positions, Plans and conducts new employee orientation to foster positive attitude toward Company goals, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting. Administers benefits programs such as life, health, and dental insurance, pension plans, vacation, sick leave, leave of absence, and employee assistance. Conducts wage surveys within labor market to determine competitive wage rate. Prepares budget of human resources operations. Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations, prepares reports and recommends procedures to reduce absenteeism and turnover. Represents the organization at personnel-related hearings and investigations. Contracts with outside suppliers to provide employee services, such as temporary employees, search firms, or relocation services, creating, updating and revising job descriptions and organization chart. Developing, analyzing and updating the company’s evaluation program, developing, updating and revising, and recommending personnel policies and procedures. Maintaining, updating and revising the company’s handbook on policies and procedures, performing benefits administration Maintaining affirmative action programs.

Develops organization strategies by identifying and researching human resources issues, contributing information, analysis and recommendations to organization strategic thinking and direction, establishing human resources objectives in line with organizational objectives. Implements human resources strategies by establishing department accountability, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations. Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff, planning, monitoring, appraising and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Updates job knowledge by participating in conferences and educational opportunities.

Develops organization strategies by identifying and researching human resources issues, contributing information, analysis and recommendations to organization strategic thinking and direction, establishing human resources objectives in line with organizational objectives. Implements human resources strategies by establishing department accountability, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations. Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff, planning, monitoring, appraising and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

Develops policy and directing and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services by performing the following duties. • Analyze wage and salary reports and data to determine competitive compensation plan. • Write and deliver presentations to corporate officers or government officials regarding human resources policies and practices. • Recruits, interviews, tests, and selects employees to fill vacant positions. • Plans and conduct new employee orientation to foster positive attitude toward Company goals. • Keeps records of benefits plans participation such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting. • Coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment. • Advises management in appropriate resolution of employee relations issues. • Responds to inquiries regarding policies, procedures, and programs. • Administers performance review program to ensure effectiveness, compliance, and equity within organization. Administers salary administration program to ensure compliance and equity within organization. • Administers benefits programs such as life, health, and dental insurance, pension plans, vacation, sick leave, leave of absence, and employee assistance. *Providing management consulting. * Evaluating and reorganizing companies and institutions.