Heba Zaki

Talent Acquisition:

• Build and report on quarterly and annual hiring plans
• Create and publish job ads in various portals
• Network with potential hires through professional groups on social media and during events
• Collaborate with hiring managers to set qualification criteria for future employees
• Screen resumes and job applications
• Conduct initial phone screens to create shortlists of qualified candidates
• Interview candidates in-person for a wide range of roles (junior, senior and executive)
• Track hiring metrics including time-to-hire, time-to-fill and source of hire
• Design, distribute and measure the results of candidate experience surveys
• Train and advise hiring managers on interviewing techniques and assessment methods
• Host and participate in job fairs
• Follow up with candidates throughout the hiring process
• Maintain a database of potential candidates for future job openings

OD:

• Employer Branding: Develop and promote the employer brand to attract top talent. Create compelling job descriptions, manage career site content, and participate in employer branding initiatives.
• Onboarding and Orientation: Facilitate the onboarding process for new hires, ensuring a smooth transition into the organization. Coordinate orientation sessions, prepare orientation materials, and facilitate introductions to key team members.
• Performance Management: Support the performance management process by providing guidance to managers and employees on goal setting, performance evaluations, and development plans. Track performance metrics and provide insights to drive continuous improvement.
• Employee Development: Identify learning and development needs across the organization and design training programs to address them. Coordinate training sessions, workshops, and other learning opportunities to enhance employee skills and competencies.
• Succession Planning: Collaborate with leadership to identify high-potential employees and develop succession plans to ensure a pipeline of future leaders. Implement talent development initiatives to groom employees for key roles within the organization.
• Employee Engagement: Implement initiatives to enhance employee engagement and satisfaction. Conduct surveys, analyze feedback, and recommend actions to improve employee morale and retention.
• Talent Analytics: Utilize data and analytics to track talent metrics, identify trends, and make data-driven decisions. Generate reports and dashboards to provide insights into talent management effectiveness.
• Compliance: Ensure compliance with relevant employment laws and regulations. Stay updated on changes in legislation and update policies and procedures accordingly.
• Collaboration: Collaborate with HR business partners, department managers, and other stakeholders to align talent management initiatives with organizational goals and priorities.

• Design and implement compensation and benefits programs that align with the organization’s goals.
• Conduct job evaluations and market analysis to determine competitive compensation structures.
• Manage employee benefits like health insurance, retirement plans, and paid time off.
• Communicate compensation and benefits programs to employees and guide them on related issues.
• Keep up with industry changes and laws to ensure the organization’s benefits remain legal.
• Work with different departments and outside groups to get better pay and benefits programs.
• Analyse data to measure the effectiveness of programs and give recommendations for improvements.
• Provide support and education to employees on using benefits and compensation programs.
• Develop and maintain accurate and up-to-date record-keeping systems and processes.
• Perform regular audits to ensure program accuracy and compliance with regulations