Mirna Victor

1 Talent Management -Provide professional expertise and support in the design, development, and implementation of the talent review process. -Participate in organizational strategic planning -Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning. -Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation instruments. -Ensure that organization-wide talent management and Key Talents initiatives are focused and aligned on improving operational and program efficiencies and effectiveness 2 Talent sourcing and Talent Acquisition -Build talent pipelines for current and future job openings -Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies -Manage our external partnerships with universities, job boards and career centers -Prepare and review our annual recruitment budget -Oversee all stages of candidate experience -Manage, train and evaluate our TA team -Educate our Hiring Managers to use our CBI and SLA for hiring -Develop a network of potential future candidates (build a strong pipeline through a proactive hiring strategy) -Measure key TA metrics, like a source of hire and time-to-hire 3 Organization development and design -Lead the organization to restructure in terms of job levels and job success profiles -Research and assist in Manager development through training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns. - Lead the LMS design globally and full e-learning system management for Egypt -Design and lead our undergraduates and fresh graduates’ development programs (summer internship programs, career awareness sessions and job shadowing programs.) 4 Employer branding and internal communication -Lead online and offline EB

• Design and manage various Talent and OD projects for all GB employees. (Hi-pot program, Job Profiling, career path and succession planning). • Communicate with business unit’s top management quarterly to define high potentials, set career paths and guide business units on the development of their high potential employees • Identify critical roles, initial competencies required for each position and create replacement charts to maintain a talent pool. • Partner with the HRBPs in conducting performance calibration sessions to ensure fair appraisals. • Act as main focal point with IT department to launch Oracle Talent Profile System. • Review job descriptions and competencies and responsible for leveling each behavioral competency. • Formulate, implement and monitor assessment center policies and processes to support the assessment center strategic objectives. • Design and update assessment center matrix to manage the selection of the appropriate assessment tool that should be used. • Manage and direct the alignment of assessment center practices with GB talent management practices (talent selection, Hi-pots program, leadership development and succession planning) to build talent driven assessment center practices. • Conduct competency based interviews and business simulations for selection or development purposes to assess candidates/participant’s competence level. • Act as a lead assessor in the assessment center data integration session to ensure consistency in the scoring process. • Identify high potentials using different assessment tools to assess talent's ability, aspiration and engagement to build a high potential pool that maintains a talent pipeline for the succession planning program. • Design development reports based on the outcome of the assessments for each assesse.

• Assist in various OD projects for all GB employees. (Hi-pot program, Job Profiling, career path and succession planning). • Assist in identifying critical roles, initial competencies required for each position and create replacement charts to maintain a talent pool. • Create/update Job descriptions & competencies for new/existing positions. • Create job families • Update data for employees on the Talent Profile system. • Responsible for all logistics and administration related to Assessment/Development Centers. • Generate reports and create database for all OD & Assessment activities. • Conduct competency based interviews and business simulations for selection or development purposes to assess candidates/participant’s competence level. • Give feedback on assessments up to a certain level

Business partner: • Handling all the HR functions (Recruitment, L&D, ER, OD, Benefits, HR Communications, and Performance Management) related to the assigned accounts to foster a healthy workplace by ensuring our HR procedures run smoothly at all times. • Develop and submit periodic Reports according to the department system. • Setting objectives on the Oracle system according to the department and company objectives. • Handle any additional task requested by the direct manager according to the business needs. • Maintain ISO procedure for related activities. OD ownership: 1- Assist in Developing a healthy organizational culture, effective organization communication. 2- Execute programs on employee’s motivation, satisfaction, career development and - succession. 3- Coordinate different development programs to maintain healthy work environment and productivity progress. 4- Maintain a filing system to the all HR activities either electronic or paper based to keep track of all the activities. Internal Communication Function: 1- Responsible for CSR projects as one tool that reflects our social responsibility towards our community. 2- Responsible for internal communication projects, activities and Events 3- Work with different departments to get input and approvals from concerned parties in terms of communication objectives & plan of action 4- Work on executing approved plans and integrating with needed parties to make sure that it takes place on the planned dates 5- Cooperate with external agencies on required tasks 6- Manage budgets and monthly analysis of budget status 7- Update internal communication portal and follow on different online activities (Ex: birthdays / new ideas / new Born announcements / new achievements ..) Performance Management Function: 1- Enhances organization performance management system 2- Present, implement & launch the Oracle PRD System to various departments

volunteer in model of arabs league in the french university in egypt as a fundraising manager by creating events and ideas for gainning money for the model

Recruitment and internal Communication