Nermin Fathy

notafy@yahoo.com

Phone: +971 55 548 2706

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Career Objective:

A senior human resources professional from being Talent Management expert to Managerial role with 10+ years of
experience in GCC across various horizons including medical and healthcare, F&B, FMCG, engineering and
contracting, retails groups etc.

Professional Summary:

- Previous exposure to Multinational and Private Firms having a systemized organizational structure.
- A systematic, organized, hardworking and dedicated team player with an analytical bent of mind, determined
to be a part of a growth-oriented organization.
- Implementation of HR SOPs for all areas and compliance of the same in daily operations.
- Implemented SAP modules into various HR vaults.

Skills and Competencies:

 Human Resources Management  Legal Compliance and Industrial Relations

 Auditing and Budgeting  Strategic HR
 Talent Acquisition and Development  Oracle HCM and SAP
 Performance Appraisal  Business Planning
 Employee Relations, Engagement and Wellness  Policies, Procedures, SOP’s and Process Map
 Organization Design and Restructure  Onboarding and labor relations

Organizational Experience:
HR Consultant, Freelancer, Dubai (2022 – Present)

Company: Gulf Drug, Dubai (2018-2022)

Position: Deputy HR Group Manager

Company: Tabco Emirates - Elevation Burger, Dubai (2016- 2018)

Position: HR Manager

Company: KCC Engineering and Contracting, Kuwait (2015- 2016)

Position: Senior HR Generalist

Company: El Khat International Group, Kuwait (2014- 2015)

Position: Assistant HR Manager

Company: M.H Al Shaya Co., Kuwait (2012- 2014)

Position: Recruitment Specialist

Company: Tut Ankh Amun Tourism, Egypt (2010- 2011)

Position: Admin and HR officer

Role/ Key Result Areas:

HR Policies & Procedures

- Development and implement the Human Resource and Administration Policies and Procedures
- Provide leadership to drive people - integration and work in close collaboration with the senior management
to develop policies and procedures to continuously improve and maximize delivery and productivity

Manpower Planning & Recruitment

- Formulate the plans for meeting the company's manpower requirement and ensuring proper utilization of
existing human resources to meet organizational objectives. Establishing and developing manpower
planning policies & procedures. Managing manpower planning process and implementation of the
manpower plans
- Managing complete lifecycle staffing process of the organization along with account management, vendor
engagement & management
- Developing and monitoring key metrics for recruiting effectiveness and building systems of accountability for
talent acquisition though scorecard
- Coordinating with hiring managers for assuring staffing methods are followed to incorporate timely feedback
- Stimulating time-to-fill, interview-to-placement ratio and cost-per-hire; providing hiring metrics as required
- Managing the review of the Organization structure and updating approved changes in the structure/layout.
Reviewing and advising managers on job description writing for all positions and ensuring they are updated
and maintained. Ensures that manpower requisitions and staff movements are in accordance with the
approved organization chart and staff establishment.
- Creating recruitment related policies & documents such as rehire policy, staffing manual, SOP’s, vendor and
offer checklists, job description manual and databases
- Creating strategies for Talent Acquisition, negotiation, initial screening of profile and conducting preliminary
interview, negotiating compensation, background verification, rolling out the offer letter, completion of joining
formalities.

Talent Management

- Identify and Develop Talent Pool across the group to create Leaders for the Future Requirements
- Lead the implementation, delivery, and evolution of an external and internal talent pipelining strategy to
ensure the organization has an active candidate pipelines for a broad range of positions

Performance Management

- Manage the performance management process (Balance Score Card method) for the entire year, in all the
internal departments within the organization.
- Supporting the HOD through performance review process, Compensation reviews, Salary & wage revision &
job evaluation and preparing HR policies
 - Design the educational campaigns in view of providing the staff with a good understanding of the relevant
processes and of the instruments used, and implement these campaigns in the stages prior to the key
moments of the performance management process.
- Manage the promotion processes for the Manager, Senior Manager, Director and Partner positions.
- Manage the promotion processes for all employees across the organization.
- Train the junior staff in the HR department on the Performance Management process; be actively involved in
the professional development of the more junior staff through professional counseling, delegation,
monitoring, evaluation, etc.
- Played an integral role in evaluating compensation and performance and creating recommendations to drive
higher productivity.

Organization Development, Talent Management and Compensation & Benefits:

- Translating business and HR strategies, communicated, engaged and implemented at the unit level
- Leads continuous improvements while building the Organization Design and Manpower Planning Policies,
Processes, and Strategies within the overall guidelines of corporate HR.
- Oversees the development and maintenance of Organization Design/Creation, by understanding the
operations and best practice of workflows.
- Manages and controls of HR planning process by regular review of Top Management needs, analyzing, and
recommending necessary changes. Utilizes the outmost of HR Technology and System to achieve the
highest level of accuracy and Organization satisfaction, by automation of key areas such as manpower
planning, organization design, job descriptions, organization changes, etc.
- Ensuring the development, and consistent application of HR policy, recognition and reward & HR standards
across the Division
- Review current business practices and recommended solutions for higher efficiencies such as evaluating
succession plans (Performance/ Potential – 9 Box grid method), preparing for growth or reductions in force.
- Rolled out and ensuring of adherence to Talent Review Management process (I Grow) across the units in
regular intervals.
- Lead researching and communicating with other organizations – locally, regionally, and internationally - to
Benchmark the key HR areas and reports on the findings on areas of improvements.
- Established successful relationships with C-level and management to enable change and drive employee
engagement.
- Organizing training needs survey to design training programs and specific on job trainings, Induction
schedules, post- gathering inputs & requirements from the Business Heads.
- Estimated costs of training operations and subsequently managed them in accordance with the budget to
ensure maximum Return On Investments(ROI)
- Experienced in compensation programs, including performance-based annual bonus, performance
management process, salary reviews, salary surveys, job analysis and evaluation, and reward & recognition
- Rolled out and facilitating Rewards & Recognition Programs which proved to be an effective staff motivation
tool
- Responsible for Salary & Wages budget, Admin overhead budget, Wage rate etc. along with HR MIS
- Supporting the resolution of escalated Employee Relations (ER) issues, managing risk to the business by
taking proper remedial actions
- Sharing information with other processes & ensured consistent application of policies, procedures &
practices across the company; ensuring that employees are aware of the same
- Obtaining trainee feedback for determining the effectiveness of training programs & shared the same with
the Trainer and Business Manager
- Implementing training & development initiatives to enhance the productivity, building capability, quality
assurance and customer satisfaction measurement matrix

Learning and Development:

- Develop a training and development strategy for the company to support the company’s business plan and
to ensure that drivers have the necessary skills to meet their objectives and the opportunity to develop to the
maximum of their potential.
- Conduct LNA (Leaning Need Assessment) to identify training requirement aligned with the business
operators in their learning needs.
- Regular interaction with subject matter experts to identify and develop trainings, needed to meet business
requirement and leveraging on best practices
- Analyzing Training Programmed using Kirk Patrick Learning Evaluation Method
- Introduce Senior Management Development Programmer with the Top Management Institutes
 - Developing and implementing Competency Framework and Individual competency assessment with the
Development Plan on a Group Level
- Direct and control the staff of the department to ensure that they are appropriately motivated and trained to
be able to carry out their responsibilities to the required standards.

Payroll & Administration:

- Fixation of salary of new employees on joining. Perform internal due-diligence steps for all employee-related
transactions such as Loan, advance, bonus, gratuity, timely disbursement of salary wages Full & final
settlement, Personal file of employees & other allowance as per entitlement. To conduct wage survey of in
different industries to propose revision of wage to the management.
- Managing the annual salary review process for the company, Promoting equality and diversity in the
recruitment process. Controlling costs and ensuring that they do not exceed budgets, managing pay-roll
operations & advising on staff promotions, Supervise & process immigration paperwork for work permits
- Compiling monthly payroll & leave status using MIS Reports; collecting & providing all the information
related to payroll and submitting the details to the Finance Department
- Driving, influencing and supporting the cultural and people aspects of organizational change; identifying high
flyers and high potential candidates and reviewing the business
- Responsible for attrition control, employee welfare & wellness programs, New HR initiatives & projects
- Responsible for Medical Insurance renewals, addition & deletion - amortization of employees, Workmen
compensation etc.
- Responsible for 100% adherence to Labour laws , GMP requirements

HR Analytics:

- Accountable for various HR Analysis on Group level and submission to the Management for the Business
Decision Making (Manpower & Payroll Report, Employee Performance Analysis, HR Budgets, Corporate
Social Responsibility Report, Group HRAD WIP Reports, HRAD Productivity Analysis, Attrition Analysis,
Manpower Rightsizing Analysis, Admin and Cost Analysis)

Employee Engagement:

- Manage the relationship between an organization and its employees appropriately within a clear and
transparent framework underpinned by the organizational practices and policies, and relevant employment
law
- Act as the first point of contact for HR policy interpretation, HR process related queries (appraisal,
compensation, promotion, training),and administration related queries (leave, comp-off, reimbursement)
- Organizing Open House Session with Top Management and Staff Members
- Develop and Implement Employee Service Recognition Program on a Group Level

Educational Qualifications:

 CIPD – Level 5 Diploma from Oakwood International.

 Completed Developing Management Skills Course (ILM Endorsed) from Spearhead Training in 2021.
Completed MBA in Human Resources Management 2014.
 Completed Professional Diploma in Human Resources Management in 2012.
 Completed Training on Human Resource Management and Services from Walden University in 2010.
 Completed Mini MBA Program – Business Administration in Missouri State University, Egypt in 2010.
 Completed Bachelor of Accounting from Cairo University, Egypt in 2011

Personal Details:
Marital Status: Married
Nationality: Egyptian
Visa status: Sponsorship Visa
Date of Birth: 27th June 1987
Languages: English, Arabic
Location: Albarsha1