Nazly Soliman

• Managing short and long-term recruitment priorities and executing recruitment process from A-Z
• Coordinated new hire orientations and provided onboarding and training for new employees.
• Developed succession plans and promotion paths for staff.
• Coordinated technical training and personal development classes for staff members.
• Oversaw exit interviews and off-boarding process for resigned and terminated employees.
• Was highly involved in strategic development plans for the company and responsible to align HR department's direction with them.
• Worked with Admin Manager to implement private Medical Insurance for the first time with in the company.
• Liaised between multiple business divisions to improve communications.
• Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Lead the development of a Performance Management System for EACO. A collaboration between an internal team at EACO and an outsourced expert, lead to the birth of EACO's first professional PMS for employee evaluation.
• Organized company-wide events designed to better explain the newly implemented PMS and promote employee engagement.
• Worked closely on the amendment of company internal admin regulations along with Administration Manager.
• Responsible for recruitment and on-boarding of current Human Resources Manager

Marketing Tasks:

• Setting and supervising the implementation of Marketing Research Plan; a follow-up of the Project initiated during my internship in December 2010
• Heading a total image re-building project for company products.
• Working closely with in-house design team on developing new designs for product inner and outer packaging in addition to collaborating on the design of new promotional material for the company.
• Closely supervising the printing and execution processes for new promotional material.
• Initiating a project to update company website.

Human Resources Tasks:

• Initiating the Human Resources Department Foundation from scratch.
• Responsible of reviewing and updating existing admin and personnel rules and regulations.
• Managing recruitment system; from identifying vacancies all the way to supervising the induction of new hires.
• Weighing-in on strategic decisions regarding the organizational hierarchy; which includes priorities for short-term recruitment, succession planning and long-term recruitment plans that align with company strategy.
• Revising and updating all job descriptions in collaboration with QA department through one-to-one meetings with employees and surprise on-the-job inspections.
• Creating ISO procedures for the HR department with the help of QA department.