User talk:Khaledfadel7

Khaled Ahmed Mohamed Fadel is Founder of Jobeex www.jobeex.com and Talentsbeats www.talentsbeats.com

Personal Data Date of Birth: 31 / 8 / 1985. Education Masters of Business Administration (EBS MBA) (American University in Cairo) (AUC) From 8 - 2011 to present Edinburgh Business School MBA Provided by Heriott Watt University, United Kingdom - The American University in Cairo Human Resource Business Professional (HRBP)® Examination 5 - 2012 Successfully attained (HRBP) ® certificate from HR Certification Institute. Professional Post Graduate Diploma in Human Resource Management (American University in Cairo) (AUC) From 1 - 2010 to 3 – 2011 Successfully completed Human Resource Management Diploma in the Management Centre of American University in Cairo (AUC), I finished successfully. 1. Strategic Management. 2. Recruitment and placement. 3. Training and development. 4. Compensation and benefits. 5. Employee Relations & Labor Law. 6. HRIS. Graduation Project: How to create “Organizational Excellence” through identifying & developing an integrated HR Strategy. Attended (Competency Based interviews) Course 11 - 2010 Human Resources Management certificate (American University in Cairo) (AUC) 2008 Completed both (Recruitment & Selection and Labor Law) courses in the school continuing education (SCE) of the American University in Cairo which I got a wide experience in understanding the techniques and strategies for recruitment according to the organizational vision and I got also some interviewing techniques. Cairo University, Faculty of Arts (Hebrew Language) 2007 Graduated from faculty of Arts, Department of Eastern Languages (Hebrew Language). Italian courses 2004 Completed Italian language course all levels in the Salesian Institute "Don Bosko" with general grade "Excellent” Training 5S (Methodology) LEONI 6 - 2012 Participated in a project to apply 5S methodology on the HR department. Six Sigma Yellow Belt LEONI 9 - 2010 Completed “Six Sigma” Yellow Belt training in LEONI Wiring Systems Implemented “Six Sigma” project to reduce the recruitment cycle time by applying six sigma principles, and identifying the root cause of delays in hiring and finding areas of improvement Out Bound Supervision Teleperformance 5 - 2008 Completed “Out Bound Supervision” Training in Teleperformance, certified from Teleperformance Institute in France. Professional Experience LEONI wiring systems Egypt Job Title: Senior Recruitment Specialist www.leoni.com From: 6 - 2011 to Present Company Profile LEONI is a global supplier of wires, optical fibres, cables systems as well as related development services for applications in the automotive business and other industries. The group of companies, which is based in Germany, employs around 63.000 people in over 80 locations in 36 countries. LEONI Egypt with around 5000 employees belongs to the wiring system division of LEONI Group. Produces cable harnesses and complete wiring systems for cars and commercial vehicles for our customers. Currently Has five factories at Nasr City Free Zone, one factory in Badr City, and one factory in Assiut Governorate. Key Result Area Personnel marketing for Cairo, Badr and Assuit sites regarding company promotion as an Employer of Choice and implementing some SCR projects. Prepare annual recruitment plan (Manpower plan) with departments managers. Implementation of recruitment automation project in addition to training for all related departments managers. Ensure periodical updates for all staff & Managers job descriptions inside the organization. Implementing Buddy Mentor program, including program outline and awareness for concerned parties, performing periodical reports on achieved results. Prepare Turnover and recruitment efficiency reports. Annually find cost saving ideas according to set targets and publish it as best practice to be implemented in other company locations. Implementation of employee’s satisfaction survey on annual basis and figure out points of weakness, strength and areas of improvement regarding employees satisfaction Conduct organization culture questionnaire and superiors evaluation to identify the organization culture in addition to running random interviews for qualitative analysis. Implementing summer internship program including line managers communication to identify the estimated number of required interns and Setting the plan of recruitment and selection for interns. 11. Interview candidates for staff and managers vacancies whether the vacancy would be internally or externally. 12.Conduct Exit interviews with leavers to be more aware with information’s related to company turnover, and enhancing our retention plan. LEONI wiring systems Egypt Job Title: Recruitment Specialist From 5 - 2010 to 6 - 2011 Key Result Area 1. Responsible for effectiveness of internal and external Recruitment processes aiming to increase the recruitment department efficiency. 2. Meet hiring Managers to define the required qualifications for new requisitions to finally consensus on the suitable qualifications for the vacancy. 3. Handling all communications between departments and concerned parties during the recruitment process. 4. Suggest proper Medias for approaching the right calibers with the highest quality to increase the effectiveness of our talent pipeline. 5. Build networks to find qualified and passive candidates. 6. Follow up and coordinate with recruitment channels to maintain mutual communication. 7. Conducting Competency based interviews (CBI). 8. Proactive coordination with hiring managers for interviews 9. Register and Prepare for employment fairs to increase our talent pool and employer branding. 10. Calculating the monthly recruitment efficiency and ensure that we’re meeting our targets. 11.Conduct exit interviews with leavers to be more aware about the information related to the company turnover and enhance our retention plan. Projects Accountable on different project:- 1. (Time study) for Recruitment Processes 2. Developing Organizational Competency Model. 3. Assessment Center. 4. Buddy Mentor Program. 5. Employee’s Referral project. NUQUL GROUP (FINE) Job Title: Recruitment Coordinator From: 2 - 2010 to 4 - 2010 Key Result Area www.nuqulgroup.com 1. Responsible for recruitment process for staff and shop floor to meet the production needs. 2. Preparing pool of qualified candidates in advance to increase the recruitment efficiency. 3. Find new sources of active and passive candidates. 4. Organize Walks-Ins applicants to avoid any waste of time and prevent data duplication. 5. Accountable on pre-screening process to select the appropriate candidate to be interviewed. 6. Proactive coordination with hiring managers for technical interviews. 7. References Check to avoid negligent hiring. 8. Submit candidate’s offers and follow up until placing. Teleperformance Job Title: Team Leader From: 5 - 2007 to 9 - 2008 Key Result Area www.teleperformance.com 1. Opening the campaign to ensure that all agents assign their timesheets and all workstation are ready for production. 2. Controlling objectives to make sure those results are in line with both client and TP’s economic model. 3. Determine the objective for the following hour and identify any operational problems. 4. Calculating gross margin on hourly basis as it is the main indicator for the profitability of the campaign. 5. Coaching and briefing. Teleperformance Job Title: Telesales From: 12 - 2007 to 5 - 2008 Key Result Area 1. Selling credit cards and Loans for Citibank. 2. Ensure effective communication with the bank customers. 3. Handling customer’s complaints. Languages English: Excellent command of both written and spoken. Italian: Very good command of both written and spoken. Hebrew: Good command of both written and spoken. Bold text