·         Study and analyse each company’s work cycle, to understand the business thoroughly and help design the optimal organization chart accordingly.

·         Work closely with GMs to understand their requirements, problems, bottlenecks, and suggest HR solutions.

·         Develop clear and measurable metrics to assess the performance of departments and individuals with the help of the GMs, for periodic review.

·         Use these metrics to assess whether talent is performing as expected, and report regularly to GMs and Board when an employee or department is excelling, or underperforming.

·         At the end of the year, this will form the picture that will allow the Board to decide on any bonuses or salary increases.

·         Manage the process of identifying and recruiting talent, and mapping out career trajectory paths for new employees.

·         Perform training needs assessments in each company in order to organise and provide internal and external employee training, where needed.  Analyse the effectiveness of previous training programs, to continuously refine and improve the training effectiveness.

·         Develop salary scale and grades for different levels of position to prevent severe mismatches or imbalances for comparable positions.

·         Ensure that key or critical positions have an effective second line for internal succession planning.

·         Manage personnel, payroll, social insurance, health insurance, sick leave & emergency leave policy, and vacation policy to minimise unused vacation balance.

·         Establish emergency response plans, fire safety etc.

·         Keep meticulous records of all employee data.  Including but not limited to personal data, employment contracts, vacation balances, previous salaries, increases, bonuses, etc.  All this data must be treated as highly sensitive and classified.  Protection of this data is HR responsibility.

·         Manage employee relations, design and apply a process for internal conflict resolution.

·         Monitor and maintain our Group culture and morale through the establishment of shared principles, assess employee satisfaction, and improve employee engagement with the work.  This is somewhat intangible and the Board will work closely with HR on this to make sure we are all aligned.  We need suggestions on how to go about this from HR however.

·         Ensure legal compliance with all relevant employment laws in every relevant jurisdiction in which we operate, working closely with the legal department.

·         All HR matters that have a financial impact, including but not limited to salary scales, training plans, bonuses, benefits, or any other matter requiring a budget; HR must work closely with the CFO and the Finance Dept to ensure all financial impacts are accounted and budgeted for correctly, and fits within the overarching financial plans for Bahna Engineering Group.

Requirements

• Education: Bachelor’s degree in human resources, business administration, or a related field.

• HR certification (e.g., SHRM-CP, PHR) preferred. 

  - Experience: 10+ years of HR experience,

  - Skills: Excellent communication and interpersonal skills,

•  proficiency in HRIS systems,

• Cairo Residents is mist