Experience — Mostafa Moawad

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Experiences

 Partner with business managers to deliver integrated HR support and solutions for all day to day HR issues.
 Manage & lead my recruiting team in the whole process of overseas recruiting.
 Preparing & reviewing Staff Compensations & Benefits C&B (payroll, salary, redundancy, Loans &
termination packages…).
 Developed manpower planning & Talent Management through forecast hiring needs and filling hiring gaps, budgeting based on vacancies and saudization, job analysis and developing job descriptions with the recommended actions to improve & develop the work accordingly.
 Responsible for the employees Turnover analysis & leading the key taken action plan to decrease the turnover rate.
 Guarantee that performance review and performance appraisal is taking place annually across all company business units in alignment with Performance Management Standard Operating Procedures.
 Orient new employees, introduce them to other team members and clarify job responsibilities and work conditions to them.
 Lead the "Succession Planning Program" with the organization leaders.
 Participating in updating organizational Job Descriptions & Competency Model.
 Participating in conducting the annual salary survey .
 Supervise performance appraisal process.
 Develop job analysis and job descriptions including duties, KPIs, work conditions and job specifications.
 Build applicant sources by researching and contacting community services, colleges, employment agencies, media, and internet sites.
 Implementing recruitment campaigns in Egypt, Saudi Arabia, Philippines through social & Recruitment websites plus developing the recruitment process e.g. screening, filtering, short listing interviewing and hiring candidates.
 Determine applicant requirements by studying job description and job qualifications.
 Manage all the Recruitment & Selection Operations / Plans & efforts to identify, recruit and place competent staff, ensuring timely hiring of qualified.
 Screening CVs and shortlist candidates.
 Conduct interviews and evaluate candidates by discussing job requirements and applicant qualifications and choose candidates for technical interview.
 Evaluate new candidates during probation period.
 Update the Job Design, organizational structure and positions for clarity on role and reporting relationships.
 Devised and restructured the performance management practices and performance review cycle by reviewing employee Key Performance Indicator (KPIs) and performance appraisals for all departments using (initiative follow up through, leadership, thinking and problem solving etc…), analyzing learning gap of personnel and recommending training/ development programs to enhance the employees performance and calculating salary incentives which is dispensed every quarter.
 Managing all assessments used for promotion, change salary scheme and advise proposed salary increments, change profession, change contract,exit interviews etc….)
 Initiated the “strategic initiative charter” for the company (e.g recruitment, training, performance management, compensation & benefits and employee relations) along with applying the balance score to make sure all departments are maintaining and achieving their objectives.
 Preparing management information, statistical reports and recommendations in respect of HR capability development.

 Recruitment (startup team for all jobs from A to Z) : Identify the needs of each department in employment vacancy and Evaluate Need .
Develop Recruitment plan.
Advertising in all available (internal advertising and advertising in social networking sites and recruitment sites and go to the whereabouts of competencies such as the top students of the universities and some various others)
Receive CVs (in each job average 200 CV)
Sorting and classification of CVs .
Making interviews for the candidates
Select the most appropriate candidates
Making second interview with committee
Select hire
Provide job offers
Making an orientation for the new employees about the Hospital
Making relationship between the new and old staff
 Training :Assess Training Needs (coaching – survey)
Set Organizational Training Objectives
Create Training Action Plan
Coordinate training courses
Follow up the progress of the training program
Evaluate & Revise Training
Making certificates to the successful in the training program
 Social activities : Organize a sports day per week
Organize an entertainment hour per two weeks
Organize a trip per month
 Public relations : Making an orientation for the donors, volunteers and new employees about our Hospital
 policies and procedures : Making the internal policies and be sure that these policies comply with the labor law
Making the procedures file
Making the forms and templates file
 conflict resolution
 Keeps employee records up-to-date by processing employee status changes in timely fashion.
 Processes personnel action forms and assures proper approvals; disseminates approved forms.
 Maintains budget spreadsheet that includes salaries, payroll taxes and fringe allowances.
 Prepares paperwork required to place employee on payroll and establishes personnel file.
 Maintains Employee Handbook with updated resolutions and other pertinent information, as needed.
 Office Administration.
 Provides training for new and current employees on communication systems, including telephone and voice mail.
 Supervises receptionist, delegates projects as appropriate, and assures coverage of switchboard in receptionist’s absence.
 Oversees special events for staff by coordinating committees and schedules, and staying within budget.
 Maintain knowledge of all legal processes and ensure compliance to all regulations for government reports and ensure adherence to all human resource policies and programs and assist in all recruitment activities.
 Maintains personnel files in compliance with applicable requirements.

 Maintains personnel files in compliance with applicable requirements.
 Keeps employee records up-to-date by processing employee status changes in timely fashion.
 Processes personnel action forms and assures proper approvals; disseminates approved forms.
 Maintains budget spreadsheet that includes salaries, payroll taxes and fringe allowances.
 Prepares paperwork required to place employee on payroll and establishes personnel file.
 Assists in hiring process by coordinating job posting on Web site, reviewing resumes, performing telephone interviews and reference checks.
 Maintains Employee Handbook with updated resolutions and other pertinent information, as needed.
 Office Administration.
 Troubleshoots telephone and voice mail system; handles minor repairs and coordinates repairs with technicians when required.
 Provides training for new and current employees on communication systems, including telephone and voice mail.
 Supervises receptionist, delegates projects as appropriate, and assures coverage of switchboard in receptionist’s absence.
 Oversees special events for staff by coordinating committees and schedules, and staying within budget.
 Maintain knowledge of all legal processes and ensure compliance to all regulations for government reports and ensure adherence to all human resource policies and programs and assist in all recruitment activities.

 Managing the day-to-day operations of the office.
 Ensures operation of equipment by completing preventive maintenance requirements; calling for repairs; maintaining equipment inventories and evaluating new equipment.
 Provides information by answering questions and requests.
 Maintains supplies inventory by checking stock to determine inventory level; anticipating needed supplies; placing and expediting orders for supplies; verifying receipt of supplies.
 Answer, screen and transfer inbound phone calls.
 Receive and direct visitors and clients.
 General clerical duties including photocopying, fax and mailing.
 Maintain electronic and hard copy filing system.
 Coordinating between departments and operating units in resolving day-to-day administrative and operational problems.
 Prepare and modify documents including correspondence, reports, drafts, memos and emails.
 schedule and coordinate meetings, appointments and travel arrangements for managers or supervisors
 Ensure rules and procedures in place regarding working hours, lunch, office closure and communications about security
 Supervising on the movement of the vehicles and following up with those responsible for the warehouse and purchasing.
 Responsible for the follow-up of some of the receipts with some clients and some external relations and problems with third parties, such as office labor, Social insurance and any other third-party.

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Mostafa Moawad

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