AHMED NOUR

Talent Acquisition:

• Design the hiring plan and recruitment budget based on the workforce plan and hospital needs, and define the specification standards and guidelines as per the People Management policy for recruitment and selection to ensure that highly qualified candidates are considered.
• Liaise with business units and departments to effectively respond to internal queries, to ensure smooth processing of all recruitment transactions.
• Coordinate with division heads on a regular basis to obtain a better understanding of their current and future recruitment needs.
• Manage the shortlisting process of various candidates, and compile standard recruitment documents to remain aligned with set policies, standards, and procedures.
• Build talent pipelines for current and future job openings.
• Lead all sourcing strategies.
• Manage our external partnerships with colleges, job boards, and HR software vendors.
• Implement online and offline employer branding activities.
• Oversee all stages of the candidate experience, including application, interviews, and communication.
• Forecast hiring needs based on business growth plans.
• Manage, train, and evaluate our team of recruiters.
• Participate in and host recruitment events to drive awareness of our company.
• Develop a network of potential future hires.
• Measure key recruitment metrics.

Organization Structure, Manpower Planning, and Budgeting:

• Recommend an optimum organizational structure for the department, in coordination with the human capital department, to ensure efficient and effective workflow of operational processes, and optimal utilization of resources.
• Coordinate with the departments for organizational structure, manpower planning, and the budgeting process for the respective division.
• Overseeing costs and activities is monitored on a regular basis, highlighting any relevant opportunities and issues to facilitate appropriate decision-making in line with changing priorities.

HR Strategy and Employee Engagement:

• Implement an integrated People Management strategy that will transform the culture and operating performance through defined processes, policies, and practices that are aligned to its strategic agenda, and which lead to differentiation as an employer of choice.
• Enforce and manage employee engagement strategies at the organization, and oversee all relevant programs and initiatives to foster employee engagement, enhance the culture, and create a positive work environment for employees.

People Management:

• Manage employee performance and development by assigning individual performance targets and development objectives at least on an annual basis.
• Direct and supervise the activities and work of subordinates by providing formal and informal feedback regularly and in a timely manner, to ensure that all work is carried out efficiently and in accordance with the individual targets set.
• Maintain professional growth and development to keep abreast of the latest trends in work scope.

Learning and Development:

• Lead the transfer of knowledge and best practices throughout the hospital to ensure there are plans for transfer, attending conferences, and updating leaders and the People Management team on new developments.
• Direct, effective collaboration with hospital CEOs and people management business partners, and oversee the identification of training and development needs.
• Ensure evaluating the effectiveness of all learning and development programs and initiatives to determine whether the training has met the program objectives, and take appropriate measures.

Leadership:

• Build and lead a motivated, engaged, and competent workforce throughout the division by setting priorities and objectives, managing performance, and providing ongoing feedback and coaching to meet the departmental challenges and goals.
• Manage department staff and teams by overseeing their performance management, recruitment, training, and development to ensure high levels of engagement, competence, and a motivated work environment.

Corporate Strategy:

• Develop the annual business plans for the department, ensuring alignment to the function's strategic plan.
• Report on the progress of activities against the annual business plans, opportunities, challenges, issues faced, mitigations taken, etc. As required, to facilitate informed decision-making.
• Contribute to the formulation and implementation of the strategy in line with the organization's vision, mission, and business focus areas.

• Oversee the overall People Management transactional services, onboarding, travel and logistics management, medical insurance administration, record keeping, maintenance of personnel files, consolidation of attendance records, resolving employee queries…etc. at the organization to facilitate efficient operations of the People Management function.
• Ensure the accurate preparation and processing of payroll information and data for the employees at the organization including allowances, benefits and other entitlements and deductions.
• Liaise and establish effective relations with Governmental bodies that affect operations to ensure that these relationships are managed and maintained by the respective personnel within the People Management Operations department.
• Manage the structured data regarding employee performance, career, activities, education etc. to have visibility regarding employee profile and help the leadership at the hospital in the decision-making regarding staffing and career path.
• Manage all People Management services required by employees relating to security clearance, time and attendance, leave management, health and insurance, end of service, and employees references resolving employee queries…etc. to ensure employee satisfaction.
• Lead and manage all organizational design changes and all HR/ staff-related actions to ensure they are accurately reflected in the People Management Operations systems and processes at the branch level.
• Manage the day-to-day activities related to People Management team at the hospital while coordinating with other functions at the hospital within SGH to ensure that the ongoing projects are properly promoted, communicated, and executed.
• Manage the administration of all payroll activities as required to ensure the accurate execution of all payroll requirements.
• Guide, train, supervise personnel staff and orient new employees joining the hospital to achieve employee adherence and awareness of the hospital policies and procedures.
• Ensure all inputs from various sources related to overtime, incentives and other payments are correctly reflected and processed on the payroll system to guarantee employees' rights.

• Develops and administers human resources programs and policies including staffing, compensation, benefits, Recruitment, employee relations, training, and health and safety.
• Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
• Supervises human resources daily processes to ensure efficient operations for the organization.
• Advice and coach managers on HR policies and programs including employee relations issues.
• Completes human resource operational requirements by scheduling and assigning employees, following up on work results.
• Contributes to team effort by accomplishing related results as needed.
• Bridging management and employee relations by addressing demands, grievances or other issues.
• Assess training needs to apply and monitor training programs.
• Report to management and provide decision support through HR metrics.
• Ensure legal compliance throughout human resource management.
• Supervise and participate in performance management planning, monitoring, ongoing feedback, coaching, evaluation, and improvements in cooperation with concerned section heads and as per company's strategic goals.
• Supervise onboarding and orientation process for the new joiners, mobilization to sites.