Mohammed Khalil
HR Manager
Summary
Results-driven HR manager with 18 years of progressive experience in developing and implementing strategic human resources initiatives. Proven track record of driving employee engagement, optimizing talent acquisition and retention, and fostering a positive and inclusive work culture. Skilled in aligning HR strategies with organizational goals to enhance overall performance. Expertise in talent management, employee relations, performance management, and policy development. Adept at leading cross-functional teams, fostering effective communication, and delivering HR solutions that support business objectives. Committed to promoting a diverse and equitable workforce and ensuring compliance with employment laws and regulations. Demonstrated ability to build strong relationships with stakeholders at all levels. Seeking to leverage my extensive HR experience and leadership skills to drive operational excellence and contribute to the success of an organization.
Overview
16
16
years of professional experience
1
1
Certification
Work History
Strategic People Lead
Mondelez
07.2023 - Current
- Provided updates on HR policy changes to employees to satisfy compliance and state laws.
- Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
- Directed hiring and onboarding programs for new employees.
- Designed robust compensation and benefits packages to attract top employees.
- Coordinated work activities for HR managers, specialists and recruiting agents.
- Educated employees on company policy and kept employee handbook current.
- Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
- Structured compensation and benefits according to market conditions and budget demands.
- Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
- Evaluated human resources structure and plan for continual improvement and offered individuals professional and personal growth opportunities.
- Collaborated with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects.
- Developed succession plans and promotion paths for staff.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
- Partner and build relationships with key stakeholders, understanding the commercial/supply chain impact of people decisions to fulfill business objectives, providing an outside-in lens (plant roadmap, people plan, factory of the future)
- Oversee site labor relations strategy including elements of communication and works council relations and compliance.
- Drive engagement on the plant culture agenda; coach leaders on the key cultural elements and organizational values – being the custodian of high-performance work systems and ensure an effective plant learning management.
- Partner with leadership teams on strategic priorities from workforce planning insights and decisions to talent acquisition, leadership development, early career programs, career pathing, succession planning and mobility, and strategic talent reviews.
- Leverage data analytics to drive solutions and decisions that translate into actionable plans to impact the bottom line and enable business strategy. Inform and update People Services of any local, legal, and regulatory changes in market.
- Support plant leadership with effective management of time and attendance systems and attendance policies as necessary, coaching plant directors and plant leadership pillar in line with plant needs/Key Performance Indicators – support performance calibration where applicable.
- Lead people process'/impact of any plant transformation with effective change management
- Strong experience of working with trade unions to deliver change.
- Experience working with Lean Six Sigma to drive high performance.
- HR leader with an active curiosity, insight orientation and external perspective about people and business performance
- Interpersonal savvy, planning, and dealing with ambiguity.
- Future focused by thinking ahead and anticipating new opportunities, leverages an outside in perspective through understanding of market trends.
HR Manager Egypt
Energizer Holding
06.2018 - 06.2023
- Leading HR Different Functions at Egypt and coordinate other countries including China, Singapore, Guatemala, Indonesia, and Brazil
- Perform a specialized type of HR work focused on HR consulting to the business including:
- HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.)
- Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.)
- HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.)
- Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.)
- Exercise latitude and independence in assignments. Responsibilities typically including:
- Policy and strategy implementation for short-term results (1 year or less).
- Problems faced are difficult to moderately complex. • Influences others outside of own job area regarding policies, practices, and procedures.
- Design and implement Culture Change Activities for plants across the region.
- Design, adjust and build salary structure and best market benefits practice.
- Handle and supervise HR Operation Tasks including “Social Insurance, Labor office, Legal requirements with service provider.
- Ensure that all Energizer HR activities is abide to county laws and regulations!
- Improve employee satisfaction and measure improvement tools.
- Implement PMS, ensure positive application for 360 Feedback and Monitoring performance.
- Implement and Develop all Talent Acquisition techniques and assessment tools.
- Lead the communication and cooperation with the syndicate to build trust.
- Define, design, and implement talent development short- and long-term plan.
- Act as strategic partners to support management to achieve and excel company goals.
- Ensure that all organization values and core competencies are in place.
- Design and Deliver OJT for interpersonal skills and basic managerial skills for all teams virtual or on different work locations.
Corporate Capability Manager
SIAC, Industrial Construction & Engineering
11.2016 - 01.2018
- Provide strategic advice to the CEO and Executive Team, in line with the strategic directions of SIAC, across the range of HR functions including, workforce planning, performance Management, organizational structure, Career Progression, organizational and staff development, engagement, and Policies and procedures.
- Lead and manage contemporary Human Resources Practices suited to present and future needs.
- Lead and support the further development of the organizational culture to emphasize SIAC's values.
- Influence, facilitate and lead organizational change and development using effective HR expertise and change strategies.
- Formulate, implement, and manage a suite of strategies to ensure that the organization attracts and retains the optimal capacity and capabilities in its human resources.
- Develop and manage the HR strategy ensuring the organization has the right capacity and capability in its human resources, including developing a workforce plan.
- Develop, implement, and review HR policies including but not limited to recruitment and selection, performance planning and evaluation, code of conduct and training.
- Ensure HR policies, management standards, and processes are relevant and up-to-date reflecting current legal and statutory requirements while meeting the needs of SIAC.
- Guide, support, and inform managers regarding equitable, appropriate, and suitable mechanisms to develop, manage, and mentor staff.
- Provide elevated level, timely and professional advice to the executive, senior managers, and staff, in interpreting the enterprise agreement, individual contracts, and national awards.
- Review and assess the current array of employee welfare services and strategies to ensure the continued health and safety of the workforce, including return to work.
- Manage and provide advice on all workplace health & safety matters, including Work Cover renewals, incident investigations, and compliance with internal policies and management standards and industry best practices.
- Undertake and review employee engagement surveys to measure a broad range of human resources topics.
- Employ strategies to align the organization's culture with its strategic plan and organizational values.
- Function as a point of contact for managers, supervisors, and staff at all levels in the key areas of conduct, performance, training & development, and health & well-being.
Organization Development Manager
Savola Group
12.2014 - 11.2016
- Manage, review, and adjust ASC Manpower plan based on departmental needs of technicality and specialty. Specify the actual need of the whole company workforce and their disciplines.
- Identify and Analyze Job Families competencies (Managerial, Functional and Behavioral) and Training needs for ASC staff. Conducting TNA and addressing the needs through training and development, to ensure staff competency level.
- Manage the process of implementing Personal Development Plans (PDP), by coaching and coordinating all associated activities in ASC (e.g., PDP sessions, meetings between LM and HR, required training recommendations). Ensuring that every employee matches needs to develop his/her competencies.
- Evaluate training effectiveness and reaction, evaluating the trainees, monitoring trainees on the job behavior, and comparing trainees' performance before & after training, to ensure training objectives are achieved.
- Create, Develop, and verify all the Job Analysis and Job description. Evaluate jobs through HAY and adjust Weights in relation to Salary structure.
- Create, Manage, and monitor Annual Training plan and budget. Monitoring implementation process. Coordinating with training providers (Internal / External) to ensure effectiveness of delivered programs.
- Revise and update training records for ASC Employees, by updating the database regularly to ensure data accuracy and availability.
- Manage the Performance Management process across ASC, by monitoring the proper execution of the entire performance management cycle.
- Create and implement ASC Succession Planning by implementing and maintaining succession planning process and programs including continually evolving development activities for senior managers and high potentials.
- Assist the implementation of a company-wide development strategy, by designing various training and development programs, based on succession planning needs, future growth plans and current workforce gaps, to enhance organizational performance.
- Ensures Environmental, Health & Safety requirements related to his job & ASC Policies are conducted.
- Create and deliver Fast tracking, summer internship and Fresh Grad program.
- Plan effective related Training with low cost.
- Create a pool of internal Trainers with high capabilities.
- Develop PMS through an automated System and more objective measurement.
- Develop and create ASC policies and procedures.
- Plan casual workforce, hire, and follow up casual employees.
- Evaluate and analyze Training providers performance and ranking.
- Create Online Library for Technical Training
- Develop new channels of recruitment and training for the organization.
- Create and develop behavioral competency Matrix to ASC
- Review current Job weights and adjust the Salary structure.
- Determine yearly promotion and internal hiring or internal transfer
Senior HR – Talent and Capability Management
Egyptian Liquefied Natural Gas - ELNG
08.2009 - 11.2014
- Create and Deliver Soft Skills and Management programs for all Employees.
- Create Yearly Training plan in alliance with Performance appraisal and Strategic Objectives
- Review and discuss PA outputs with line managers.
- Review and negotiate Manpower Plan and Recruitment budget.
- Interview and select key positions and Middle Management
- Create Cost per Hire report and Follow ROI Report
- Controlling Training and Recruitment budget and annual distribution based on business needs.
- Create and review yearly Training Budget Plan with Board and HR Director
- Create, implement, and follow up Learning Management System LMS – Oracle
- Evaluate, select, contact, and negotiate local and overseas vendors.
- Maintain a Win - Win relation and evaluate with High ranked vendors.
Deputy HR Manager
Vitabiotics
08.2008 - 08.2009
Education
MBA - Human Resources
Arab Academy For Science And Technology
Alexandria, Egypt02.2013
Bachelor of Arts - Licentiate of Arts English Dep
Tanta University
Tanta06.2004
Skills
- Coaching abilities
- Meeting facilitation
- Strategic Thinking
- Documentation And Reporting
- Work Planning
- Coaching
- Team Supervision
- Mentoring
- Performance Improvement
- Performance Evaluations
- SMART goals
- Attention to Detail
- Complex Problem-Solving
- Onboarding and Orientation
- Staff Training
- People Management
Certification
- CEB – SHL Assessor Level A & B Ability and Personality.
- Certified Psychometric Assessment - Carlton Advanced Management Institute - USA
- Certified HR ANALYTICS & METRICS – Carlton Advanced Management Institute - USA
- HAY Job Analysis and Job Evaluation – HAY Group 2015
Travelling, Reading, Social networking
Self Development
Psychology
Human Resources
https://www.linkedin.com/in/mohammed-khalil-67a88334/
LinkedIn Profile
Timeline
Strategic People Lead
Mondelez
07.2023 - Current
HR Manager Egypt
Energizer Holding
06.2018 - 06.2023
Corporate Capability Manager
SIAC, Industrial Construction & Engineering
11.2016 - 01.2018
Organization Development Manager
Savola Group
12.2014 - 11.2016
Senior HR – Talent and Capability Management
Egyptian Liquefied Natural Gas - ELNG
08.2009 - 11.2014
Deputy HR Manager
Vitabiotics
08.2008 - 08.2009
MBA - Human Resources
Arab Academy For Science And Technology
Bachelor of Arts - Licentiate of Arts English Dep
Tanta University
- CEB – SHL Assessor Level A & B Ability and Personality.
- Certified Psychometric Assessment - Carlton Advanced Management Institute - USA
- Certified HR ANALYTICS & METRICS – Carlton Advanced Management Institute - USA
- HAY Job Analysis and Job Evaluation – HAY Group 2015
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