A generalist end-to-end role by managing full range of HR activities throughout the employment cycle, reward and recognition in a labor-intensive operation.

HR Business Partner @ From September 2015 to Present (4 months) HR Manager @ • Manages HR delivery in a geographic or equivalent area, delivering HR program and plans that support the organization’s objectives and incorporate the mid to long term business and HR strategic priorities. • Oversees others to deliver core HR processes, including HRBP support, reward, performance management and recruitment, partnering with shared service / skill centers where appropriate • Works with management to understand business priorities and tailor HR support to local requirements. • Business partner to the Cardio-Vascular & GI-RITA Business Units. • Monitors performance, identifying and resolving any issues regarding HR delivery • Provides input to longer term development and improvement of AZ HR policy and program design • May provide project based or technical HR support a defined areas, for example supporting the local business with talent management and succession planning or in development and deployment of reward structures • Manages HR resource requirements to deliver organizational HR objectives and enable successful execution of day-to-day HR program delivery • Typically manages the departmental budget • Mentors more junior staff and identified talent for development Best Achievements @ AZE: • Launched HR field visits with the Medical Representatives. • Created hiring & resignation process & procedures. • Launched the i@AZ program which includes several taskforces. (Won the AZ International Award) • Mass recruitment hired 120 Medical Representative in 2 month. From July 2012 to August 2015 (3 years 2 months) Recruitment & Resourcing HR Advisor @ •Contribute to the development and execution of the people plan for the WND •Support the talent management and succession planning processes •Support business leadership and line managers to build capability and improve performance •Contribute to the development and execution of an employee engagement and retention strategy •Ensure diversity and inclusion in all people plans and processes •Deliver the annual pay and performance review process for the WND •Provide advice and guidance to business leadership on remuneration packages for new and existing hires •Provide advice and guidance to business leadership and line managers on HR policies and practices •Handle ER cases as required •Support the design and execution of the WND organization and people transition plans •Support the HRM in developing and executing the business resourcing strategy •Refresh the recruitment and selection policies & procedures •Streamline the interview/selection processes, creating a positive candidate and hiring manager experience •Perform searches for qualified candidates using multiple sources, screen applications, conduct preliminary interviews and short-list suitable candidates •Compile recruiting schedules and timelines with key milestones •Lead relationships with recruitment agencies and manage their performance •Represent BP Egypt in employment fairs •Provide training to hiring managers on interviewing techniques •Handle full administration of the online application system (creating jobs, obtaining the necessary approvals, job posting, updating candidate status, proper communication to unsuccessful candidates, etc) •Regularly track, analyze and report key performance data regarding recruitment activity. Deliver continuous improvement. •Administer of annual salary review & bonus payment exercise to accurately prepare database for line manager, preparation of letters and arrange payroll payments. From April 2011 to March 2012 (1 year) East Cairo HR Manager - Commercial @ A generalist end-to-end role by managing full range of HR activities for the Sales functions in the East Cairo region throughout the employment cycle, in a labor-intensive operation. • Meet AOP East Cairo HC and people cost. • Maintain voluntary Turnover targets in East Cairo Area for the sales Function: - Less than 8% in total org - Less than 5% in Mgmt - Conduct exit interviews for all L6+ - Conduct at least 50% of exit interviews for CRs (Sales Represeantitive). • Meet staffing plan in East Cairo sales functions: - Ensure L6+ vacancies does not exceed 75 days. - Ensure all L6+ vacancies are posted on MCC (My Career Connection). - Ensure all L3 - L5 vacancies are posted on IJP (Internal Job Posting). - Ensure all L3 - L5 vacancies do not exceed 60 days. • Partner with Operations and Commercial to implement ideal plant and DC by introducing CIC concept. • Develop action plan for low performers and medical cases for East Cairo Region. • Develop and launch East Cairo Sales In-touch calendar with close follow up on action plans 80% implementation and communication. • Develop and roll out a DC HR day calendar. •Develop my role as a strategic partner with East Cairo Sales heads through attending their monthly meeting and performing a monthly field visit. •Ensure cascading MQPI (Manager Quality Performance Index) to total East Cairo sales Management population. From July 2010 to April 2011 (10 months) International Business HR Specialist @ 1. Retain Best Talent Making sure that vacancies are announced with a clear role profile, screening applicants following the resourcing policy rules, as well as having a clear selection process for every vacancy Being consistent using the CBI, making sure that all application questions are well designed per grade making sure that it's clear & well explained during the interview/Waiting time. Assure providing internal employees with feedback on the RMS workflow, within a week from each step. Providing CBI feedback reports within two weeks max from the vacancy closure and conducting the feedback session. Enhancing offering sessions - ensure making it clear to all new hires (VIS New offer) Friendly attitude while welcoming candidates making control of the waiting time. Ensure feedback delivery for all internal & external candidates who didn't pass HR Interview and the business one. Enhance exit leavers experience (apply VF process), ensure conducting exit interviews for all NZ,GESC and German account leavers having a well tracked database with clear analysis. Conducting interviews using the CBI following the full compliance to resourcing Deal, within the SLA. HR visits to VIS (Vodafone International Services) premises. 2. Grow our offshore business through VIS Support VIS expansion through conducting the needed interviews per project. Setting hiring plans for business needs across assigned accounts. Keeping track of required resources (CVs, manpower, etc) Support the VIS expansion though conducting CBI interviews needed per project. Creating potential applicants for other vacancies. Having needed contingency plan for each project. Making dare to deliver monthly required reports on deadlines. From January 2010 to July 2010 (7 months) Benefits Specialist @ 1. Enhance Employee phone program: Responsible for the phone program & ADSL. Enable employee to have an access to their handset renewal date, number of V2V lines & ADSL on their HRSS (HR Self Service) Oracle system. Report the phone program activities on monthly bases. 2. Offers for employees: Responsible of getting offers to all Vodafone staff. Arrange different exhibitions in our premises. 3. E-Mail solution: Forming different e-mail solution policy. Continuous enhancement for policies. Manage different portfolio (VMC, Blackberry & Visto). Approving new & replacement of the Black berry form within 24 hrs as maximum. 4. Enhance the nursery allowance Responsible for preparing the nursery report for payroll. Report the number of nursery allowance on monthly basis. Enhancing the nursery allowance & launching the nursery report on the HR automated tool. 5. Enhance the HR letters: Responsible for issuing the HR letters on a daily basis. Report the number of issued HR letters on monthly basis. Maintain the SLA of the HR letters requests & report them on a monthly basis. 6. Enhance employee satisfaction: Optimizing customer service. Maintain the SLA on maximum 2 working days for replying on our personal & benefits mailbox. Answering all calls even after working hours & weekends. From February 2009 to January 2010 (1 year) Compensation Specialist @ 1. Staff & contractors salary move cycle: Assist in conducting the annual salary movement for all staff & contractors. Assist in the bonus payment. 2. Employees & contractors compensation: Transfers, adjustments, promotions & awards forms tracking, reviewing, approving & following up to be updated on the HRSS. Create payroll monthly report. Salary adjustments, Transfers & awards budget tracking. 3. Job evaluation: Assist in establishing a job evaluation mechanism to support all changes in the organization 4. Maintain competitive market position: Assist in conducting two global salary surveys per year Enhance employee satisfaction with my team services: Develop new tracking tool for received forms & ongoing projects to enhance the customer service to the utmost level. Support the HR help desk in the pilot phase & all upcoming phases. From January 2008 to February 2009 (1 year 2 months) HR Specialist @ 1. Recruitment: Conduct screening and interviewing of staff requirements up to section head level. Negotiate terms and conditions of employment up to section head level. Provide candidate assessment. Conduct employee induction programs. Represent Henkel Egypt in employment fairs. Responsible for issuing Henkel Recruitment Ads. On monthly basis. 2. Compensation & Benefits Administration: Participated in conducting all surveys (Benefits & Salaries surveys). Carry out payroll activities on a monthly basis. Responsible for medical insurance. Carry out sales incentives calculation & execution on payroll quarterly. Prepare tax reconciliation sheets quarterly. Conduct final settlement procedures. Prepare promotional / new hires announcements. Carryout car lease procedures starting from requisition till issuing payment cheques. 3. Extra activities: Employer branding activities & materials production for the HR department, (such as: Flyers, employment fairs booths, giveaways, lectures in universities & recruitment magazines). Participate in launching the "I @pply" online service on Henkel's official website. Restructure project SFF (Strong for the future) 2006 ­ 2007. Layoff 280 employee in the restructuring team under the supervision of the HR Director. Finalize legal final settlement in coordination with Legal Affairs. Execution of Henkel Egypt Induction program. Best Achievements @ Henkel: Restructuring project. Employer branding activities. Reduce recruitment lead time from 45 days to 21 days by having strong database for different jobs from different sources. Vodafone ­ Egypt From March 2006 to December 2007 (1 year 10 months) Customer Operation Service @ January 2005 ­ June 2005 From January 2005 to June 2005 (6 months)

B.A, Business Administration; Management @ AUC (American University in Cairo) From 2005 to 2006 Bachelor, Business Administration @ October 6 University From 2000 to 2004 Mohamed Nasser is skilled in: Recruiting, Job Evaluation, Job Analysis, Performance Appraisal, Job Descriptions, Talent Acquisition, New Hire Orientations, Talent Management, Employee Relations, Employee Engagement, Human Resources, Management, Strategy, Employee Benefits, System Administration