Mohamed Hesham

Responsible for building the People & Culture Framework, with a particular focus on Talent Management, Organizational Development, Internal Communications, Employee Engagement, Performance Management, and On/Off-boarding processes.
Accountable for setting the People & Culture department budget, identifying activities and budget lines, and forecasting expected activities throughout the year.
Accountable for the employer branding strategies setting.
Collaborating with top management and department managers to determine departmental objectives and cascading them to staff-level objectives.
Responsible for setting People & Culture Policies, forms, manuals, and their communication plans across New Era Education & UPPINGHAM Cairo.
Setting the competencies framework and competencies matrix, aligning core values with core competencies.
Formulating the performance management system based on OKRs and implementing strategies to efficiently assess employees’ performance and address development areas.
Responsible for setting the variable payment scheme of blue collars, and participated in white collars scheme
Conducting job analysis and job profiling.
Establishing flowcharts and process manuals for the People & Culture department and other departments to ensure seamless processes and enhanced efficiency.
Managing expats and local staff onboarding & offboarding processes, ensuring effective implementation of safeguarding measures and a smooth onboarding process.
Responsible for setting the MPP and the hiring plan according to hiring periods and departmental needs.
Developing sourcing and interviewing strategies, and headhunting expatriates.
Sourcing, filtering, and interviewing candidates for senior positions, and conducting necessary assessments.
Taking charge of Learning & Development, setting the L&D strategy for the Academic Year 24/25 & 25/26.
Developing the TM & OD team structure for the Academic Year 24.25.

Led the MPP (Academic & Professional Staff) discussions to ensure requisitions align with The Knowledge Hub Universities' strategic objectives.
Oversaw recruitment, workforce planning, talent sourcing, interviewing, and onboarding.
Achieved 90% requisition fulfillment within 80% of the budget.
Led talent acquisition and management strategies to attract, retain, and develop top talent in line with organizational goals.
Planned and developed talent management programs for internal and external candidates.
Collaborated with department heads and senior management to align talent strategies with organizational objectives.
Managed talent analytics, making data-driven improvements and reporting to top management weekly.

Developed Assessment center for promotion and development.
Automated Organizational Chart to optimize workload distribution.
Executed organizational development strategies, including assessments, gap identification, and interventions, while aligning with senior leadership to promote a culture of improvement.

Formulated TKH L&D Policy.
Launched L&D initiatives, including computer and soft skills courses for 50% of TKH Professional Staff.
Oversaw design and execution of learning programs to boost employee skills, aligning with strategic goals and budget constraints.
Evaluated training effectiveness using performance metrics and feedback, fostering a culture of continuous learning and development.

Formulated and implemented internal communication strategies to keep employees informed and engaged in company initiatives.
Created communication plans utilizing both formal and informal channels to enhance engagement levels.

Oversaw Employee engagement activities.

Developed and automated the performance management process, to eliminate bottlenecks, minimize
wasted time, and optimize costs for enhanced efficiency.
Led efforts to recognize and reward outstanding employee contributions through various recognition programs.
Planned sessions for line managers and employees to introduce

OKRs, linking departmental objectives with individual goals.

Established and supervised annual budgets for talent management, ensuring cost-effectiveness aligned with strategic priorities.
Led and guided the Talent Management team, promoting a collaborative and high-performance work environment.
Defined strategic objectives, KPIs, and performance metrics for the team, regularly reviewing progress
and adjusting strategies as needed while maintaining team autonomy.

Conducted weekly meetings with business units, offering HR guidance to line management based on trend analysis & metrics with the HR group.
Managed KSA headcount in all matters related to Human resources.
Source, interview and hire staff according to KSA MPP.
Managed complex employee relations issues, conducted thorough investigations, and ensured legal compliance.
Developed Retail Development Program.
Supported assessment centers, developed competency-based case studies, and participated in assessments.
Managed sourcing, screening, and conducted HR interviews for applicants.
Analyzed PXT psychometric assessments and took relevant actions based on results.
Partnered with BU heads in the performance management cycle, ensuring fairness.
Implementation of Performance Management System.
Identified training needs and executive coaching requirements, conducted TNA, and handled the development Programs till execution.

Developed and maintained business unit infrastructure, creating job descriptions, conducting job analysis, and drafting organizational charts.
Collaborated with business unit heads and line managers to formulate manpower plans, promotion/transfers lists, and offered operational and strategic consultation to align efforts with departmental goals.
Managed day-to-day HR operations, served as the focal point for employee inquiries on payroll, medical, car subsidies, allowances, and company policies.
Ensured the Oracle system was updated with accurate employee and position data, monitored the performance management cycle, intervened and investigated as needed, conducted exit interviews,
and documented reasons for employee departures, followed up on yearly recruitment plans, conducted HR interviews as necessary, and finalized new hires' contracts and related documentation.

Developed new HR policies and forms, encompassing attendance and benefits.
Conducted weekly meetings with top management to establish MPP and hiring plans.
Advised on organizational charts, reporting lines, and workload allocation.
Managed HR interviews, recruitment, and contract signing for new hires.
Conducted HR interviews for El Ghalban’s employees, identifying talents and creating development
plans.
Provided Oracle system support and crafted a competency model for job and person profiles in the new venture.

Contributed to OD interventions, encompassing structural change, work redesign, survey feedback,
performance appraisal systems, job analysis, and job descriptions, including job mapping, family assessments, and career path plans.
Created and updated organizational charts, coordinated day-to-day Assessment Center operations, facilitated feedback sessions, and analyzed, updated, and created HR manual policies and process charts.
Extracted and provided Korn Ferry feedback sessions, and participated in formulating GB Corp’s policies.

Analyzed, updated, and created HR manual policies and process charts, extracted and provided Korn Ferry Monitor the Performance Management System (PMS).
Updated and drafted organizational charts.
Identified Hi-Pots and critical positions and analyzed/updated promotion and salary adjustment sheets.
Met with various managers to identify GB Corp’s talent pool and assisted in developing GB Corp’s Induction Program, including analyzing Hay Group Psychometric Assessments for the talent pool,
creating job profiles for Oracle Fusion, and reviewing/updating GB Corp’s job descriptions.
Updated GB Corp’s recruitment manual, unifying processes, updating forms, developing and drafting pre-employment tests.
Supported in sourcing and screening applicants, scheduling, and conducting HR interviews, implemented Competency Based Interviews, ensured the consistent application of HR policies and procedures, and represented GB Corp at employment fairs to attract top-tier talent for the Ignition
Program.
Created forms for probation period evaluation and employee checklists, focusing on standardizing and enhancing evaluation processes.
Developed a program to enhance GB Corp's sales activities, shift organizational culture, and strengthen the company's position in the Egyptian Automotive Industry by attracting and investing in potential candidates to standardize sales processes.