Experience — Ahmed Soliman

During my Journey in Human Resources I successfully combined my education with work, showing myself to be self-motivated, organized and Lead by Example. I have a practical and methodological approach to problem solving and a drive to see things through to completion. I enjoy working on my own initiative or in a team. In short, I am reliable, Inspiring and influencing people eager to learn and have a genuine interest in Human Resources industry.

Technical Projects :-

1- Hay Group 2009 (Salary structure and Job Evaluation program at National of Egypt.
2- Job Master 2012 ( Competency Modeling project at Mansour Group).
3- Mercer 2014 ( Salary Survey Project at IFFCO Egypt)
4- Wills Towers Watson 2016 ( Salary survey at DeltaPharma)
5- KPMG 2016 ( Polices and Producers Manual)

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Experiences

Developing strategies and process improvements for Human Resource, Workforce and Talent functions to improve the value and reduce the costs of HR processes and systems.
Design OD and change management strategies, processes and interventions to create culture of performance driven.
Lead performance improvement process through undertaking internal diagnosis, process/system reviews in order to
understand barriers and possible solutions.
Consult with the Internal Communications to ensure effective and consultation processes to build staff engagement.
Design coaching, Rewards schemes and staff personal development Plans.
Evaluate training efficiency and its effect on employees ‘performance Inline with Business Impact Investment (ROI).
Design and Manage efficiency and redundancy plans based on Performance management system.

Develop staff in line with Succession plans ensuring that future plans are met by highly qualified.
Develop HR Polices and systems review, audits, updates and monitoring in line with organizational Objectives.
Create annual HR budget and determine impact of salary actions and assist management with salary budget planning.
Develop employees job profiles to ensure employees accountability and duties are clearly communicate.
Monitor employee satisfaction questioners to Increase staff engagement .
Manages compensation processes, including involvement in salary surveys, job evaluation and setting salary ranges.
Leads competitive market research to establish pay practices and pay bands that help to recruit and retain employees.
Design OD and change management strategies, processes and interventions to create culture of performance driven.
Lead performance improvement process through undertaking internal diagnosis, process/system reviews in order to
understand barriers and possible solutions.
Consult with the Internal Communications to ensure effective and consultation processes to build staff engagement.
Design coaching, Rewards schemes and staff personal development Plans.
Evaluate training efficiency and its effect on employees ‘performance Inline with Business Impact Investment (ROI).
Design and Manage efficiency and redundancy plans based on Performance management system.

Building relationships internally and externally with line of business.
Work with Regional Directors to grow our own talent from within the business to fulfill potential future opportunities.
Develop approaches to talent management and succession planning and to co-ordinate the contributions of key stakeholders
to ensure effective implementation.
Set and implement a talent acquisition programs.
Set effective recruitment process with efficient interview assessment form.
Review and update the Compensation and benefits policies and Monthly Payroll Transactions.
Design Salary increases based on Market trends and inline with core Inflation reports.
Update Organization Database , Charts and HR Monthly Reports.
Manage Administration and Personnel day to day activities .

Partners with BU Heads and Territories’ HR Managers to ensure developing and reviewing their organizations’ management.
Establish and implement effective leadership development strategies for different management levels within the organization.
Ensures the effective execution of Competency Assessments implementation and following-up that the identified GAPs.
Consolidate Group Training budget based on input from different territories’ HR Managers.
Develop, implement and maintain Compensation and Benefits policies and practices that ensure that employees are fairly and
competitively remunerated in line with their contribution.
Develop and gain agreement to strategies, plans and operating budgets for the Human Resources Department, monitor performance against these and initiates corrective action to ensure targets are met.
Develop staff in line with Succession plans ensuring that future plans are met by highly qualified,and motivated staff.
Develop and ensure the implementation of corporate training and development strategies and plans.

Develop a salary structure and surveys considering jobs weights, grouping and relations.
Update the annual review of the structure / headcount budget with all departments and with Finance.
Supervise and review all effects on payroll on a monthly basis.
Implement & administer of programs including job analysis & evaluation, description & salary market pricing.
Analyzes training ratings through statistics and focus areas, trainees, costs and consolidate and summarize the training achievements
Evaluates the training programs through various methods of feedback and tracks key performance indicators to help in the assessment the training effectiveness.
Support training support team to enable them to facilitate the training process and obtain independent feedback about trainees to ensure the objectivity of training evaluation.
Supports the T&D director in identifying the overall behavioral requirements.
Plans the financial development budget & monitoring cost for training & development programs.

Supporting and implement of the Business plans set by the human resources Department.
Prepare human resources score card analysis.
Prepare the financial analysis for the employee recommended to be upgrade to a new grade
Ensure charts are updated monthly according to the reallocation of the staff in the branches.
Implement and administer of programs including job analysis and evaluation, job description and salary market pricing.
Identify development and training needs, rotation or reallocation for non-performing staff
Handle and propose solutions to Employees’ complaints.

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Ahmed Soliman

Human Resources Manager-13+ years with Solid Hands-on Expertise in HR & Talent Management

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