Ahmed El-Nahas

• Develop and implement HR strategies and initiatives aligned with overall business strategy
• Maintain work structure by updating job requirements and description
• Ensure planning, monitoring and appraisal of employees
• Support current and future needs through development, engagement, motivation and preservation of human capital
• Develops and maintains human resources system that meets top management information needs
• Assess performance management system, provides analyses and recommended changes to develop
• Monitor and implement all aspects related to Employee Management, from manpower planning, recruitment and selection processes to performance review and employee development, Onboarding Process
• Analyzes wage and salary reports and data to design salary scale
• Plans and conducts new employee orientation to foster positive attitude toward Company goals
• Keeps records of benefits plans participation such as insurance, personnel transactions such as hires, promotions, transfers, performance views, terminations, and employee statistics for government reporting
• Responsible for the whole process of Recruitment & Selection, also finalizing manpower plan.

• Leading 4 Projects: Genena Mall / Trivium Business Complex Mall / Trivium Square Mall / Genena City Sharm
• Develop and maintain Grading Structure, Job Leveling, Career paths (Technical/ Managerial) and JE
• Lead restructuring projects, manpower capacity planning, change of the organization structures and operating Model to ensure that it supports the company’s future strategy & operational needs
• Creating company job profiles; Competency Model and Job Descriptions to ensure each employee (existing or new joiners) understands his/her job properly in order to achieve required objectives
• Support employees learning & Development activities, TNA, and programs' implementation by working closely with the Learning and Development Department
• Design and enhance all aspects in Performance Management System
• Design Employee engagement interventions including reward and recognition programs
• Develop appropriate HR policies, SOPs and workflows systems, and ensure that are documented and in place
• Design employer branding strategies including university relations, events management and managing employer existence in social media platforms
• Evolve Employee Experience by facilitating processes and developing new Orientation and onboarding Programs
• Manage and control Manpower Plans and support hiring process
• Monitoring and updating Payroll cycle
• Monitoring Employee Records & Finalizing Social Insurance 1/6/2.

• Formulate & develop policies and procedures to support business strategy and practice
• Create job design, job descriptions and correct grading of jobs
• Developing Performance management system
• Creating Competencies frame work for positions
• Formulate & update group organization chart
• Develop methods to improve employment policies, processes, and practices, and recommend changes to management
• Implementing Job Evaluation using HAY Survey Method
• Identify data collection tools, data sources, benchmarks, and performance targets
• Create and implement programs that connect employees with business goals
• Consult with management and other leadership to identify appropriate learning and OD programs to support business goals.

• Drive and direct all recruitment efforts and processes
• Implement strategic hiring procedures and improve upon recruitment measures
• Work with human resources department to confirm hiring needs and requirements
• Direct and oversee hiring of upper management and executives
• Create and suggest new and effective interviewing procedures and techniques
• Ensure current staff numbers are sufficient and appropriately distributed
• Engage in effective recruitment methods to determine useful applicant markets
• Directly interact with job candidates and respond to initial queries
• Process and track applicant job submissions
• Manage recruitment databases
• Conduct initial candidate screenings and interviews
• Refer qualified and selected applicants to specific department for further interviews
• Conduct and request required tests needed for hire (proficiency, background, drug, etc.)
• Manage recruitment efforts and advertising budgets
• Set clear goals and benchmarks for recruitment team
• Train and supervise recruiters in correct company processes
• Encourage open lines of communication between yourself and recruiting team
• Conduct frequent performance reviews for recruiters
• Document and present detailed progress reports of recruiting campaigns
• Attend recruiting fairs to find prospective employees
• Demonstrate to candidates positive reflection on brand and company.
• Conducting Job Evaluation practice using HAY Survey method.
• Developing Competencies Framework for all positions
• Updating Job analysis using interview method

• People Planning: Analyze current manpower inventory vs Latest changes of PICLE business requirement, Forecast requirement of manpower in future, and prepare budget for manpower
• Organizational Design: Perform health check of current structure design with department Head if it is align with current business situation, analyze, discuss and propose on new design if necessary, prepare detail justification for restructuring, get advice from HR LNG, assets on proposal, get recommendation from CEO, submit proposal to LNG Assets or respective HR divisional, follow up with HR LNG Assets on status of submission, perform position mapping, update position in HRIS
• Succession Planning: Identify successor for each key positions in PICLE, chart and track readiness of successor
• Sourcing: CV Sourcing through MSC company or recruitment portal (ie Am Cham), CV Screening by HR and Line Department, telephone Interview to assess theEnglish communication, technical Interview or Structured Interview
• Placement: Issuance of offer letter and contract employment, gathering all relevant documents from new hire, registration of new hire details in PETRONAS system (tagging the name to PID), registration of new hire details with Social Insurance, Medical Insurance and etc
• Onboarding: New Staff Briefing, registration of ID Access and IT facilities, introduction email to all
• CoBE and HRM Awareness: Create staff awareness in details on PETRONAS Code of Conduct & Business Ethics (CoBE) and other information on Integrated HR Functions through HRM portal, newsletter, engagement, HRM sharing session
• Staff Wellbeing Activities: Organize session with professional speakers to PICLE to educate staff on topics that relate to deviant behavior at workplace (address issues related to one-man show, sexism, blaming culture), Personal Savings, organize HR Open Day by inviting external private bodies to PICLE (eg ALICO, Alliance Insurance, Blood Donation, Health Check) HRM Survey: Perform survey to track and evaluate HR services in PICLE, track and monitor improvement in HR
• Work Permit: Arrange and manage execution of work permit and resident visa process for Malaysian Secondees and family.

Recruitment & Selection: conduct whole Recruitment process and Monitor Manpower plan activities for Blue Collar & White Collar, ensure that all recruitment staff Matches approved policies & procedures

• Conduct Manpower analysis, and discuss Manpower needs according to business objectives, responsible for conducting, updating & modifying all job descriptions &specifications for all positions within company, develop a pool of qualified candidates, search & recommend new sources of professional recruitment channels, screening CV and selecting short list potential candidates, conduct telephone & face to face interviews for junior/ senior & managerial posts for all positions
• OD: Creating HR Strategy, policies & procedures, execute employee handbook for all employees including the company’s policies & procedures, maintain & develop the Company HR Manual and monitor its implementation
• Participate in developing performance appraisal System for all employees in all departments, perform all organizational development functions, which include (organization charts, rotations, and transfers) as needed
• Personnel: Keep tracking on hiring papers and filing system, enrolling all the employees in and out social insurance paper 1, 6 and 2, archiving vacations and revising employees balance to avoid discrepancies
• Supervision of absences & Leaves Management tool, content and reporting
• Prepare daily attendance for all employees, handling medical insurance requirements, conducting exit Interviews, responsible of employees’ contracts.

• Recruitment & Selection: Conduct whole Recruitment process and monitor Manpower plan activities, and ensure that all recruitment staff Matches approved policies & procedures, conduct Manpower analysis and discuss Manpower needs according to business objectives, conducting, updating & modifying all job descriptions & specifications for all positions within company
• OD: Creating HR Strategy, policies & procedures, execute employee handbook for all employees including company’s policies & procedures, maintain & develop Company HR Manual and monitor its implementation
• Participate in developing performance appraisal System for all employees in all departments, perform all organizational development functions, which include (organization charts, rotations, and transfers) as needed
• Personnel: Keep tracking on hiring papers and filing system, enrolling all employees in and out social insurance paper 1, 6 and 2, archiving vacations and revising employees balance to avoid discrepancies
• Supervision of absences & Leaves Management tool.

• Recruitment: Screening CVs, shortlisted, conduct interviews and implement orientation program
• PMS: Leads implementation of Performance Management System that includes performance development plans and employee development programs, performance appraisals
• OD: work closely with managers to monitor HR policies and procedures, retain pure human relation by facilitating solutions to individual problems, keep update of Developed Organization Chart, and prepare JDs, assist as team member to develop communication channels within organization, contributing in setting company Vision, Mission and Strategic Goals, implementing Strategic Objectives of Human Resources Management
• Personnel: Receiving hiring documents, prepare personnel procedures, Monitor daily attendance and staff vacations, and conduct Exit interviews.