1- Human Resource Manager Echo Media from January 2019 until now  Manages all human resources and payroll functions; handles workers’ compensation and benefit plans, applies Kaizen systems to HR/Payroll operation.  Put all the policies and regulations of the company  Create a company employment plan  Identification and review of job descriptions for all existing jobs within the company  Determine the annual increase for all employees within the company  The preparation and development of operations plans for the training of company employees to achieve high efficiency and capacity of staff to meet the terms of reference and responsibilities of their jobs and upgrade them.  Supervising the work of identifying and analyzing the training needs of workers  Supervising the process of attracting new employees  Supervising the advertisement of vacancies  Do the final interviews for the candidates  Follow up the recruitment steps for new employees  Follow up on the completion of appointment papers and files of new employees  Work contracts for new employees  Develop a plan for the performance appraisal department  Performing performance appraisal for employees in coordination with department managers  Supervising the monthly salaries  Follow-up attendance and departure of company employees with the human resources official  Follow up on social and medical insurance for the company’s employees with the Human Resources Officer 2- - Human Resource Manager Media Line Advertising From May 2014 to December 2018  Assignments, do personal interviews, prepare the necessary reports, and also interview those who left the job.  Future planning for manpower inside the organization and providing training for workers in their field of work to raise their professional level.  Prepare the organizational structure of the institution, job placement and job analysis.  Supervising the collection, recording and analysis of personnel data.  Supervising the preparation, completion, and archiving of personnel files.  Keep records and cards of employees such as sanctions and benefits records  Supervising the preparation of statistics, data, attendance statements and leave for workers.  Review salaries, wages, allowances, bonuses, incentives, bonuses, and the like  Follow-up and review of the financial settlements and due differences.  Supervising the social insurance business and making pension adjustments.  Preparing procedures for annual reports on company employees.  Supervising the implementation of all work related to the personnel affairs assigned to it.  Carrying out other similar works assigned to it. 3- Deputy Director of Human Resources the newspaper and the site of Yom7 From March 2013 to January 2014  Responsible for all recruitment activities for all departments(internal & external recruitment).  Planning for manpower requirement for the company.  Responsible for training programming & employee evaluation.  Attending regular & irregular high management meeting.  Responsible for applying company's roles & policies.  Responsible to prepare &updated organization structure for the company.  Responsible to prepare (job descriptions-job evaluations) for company's (departments , sections & units). 4- Head of the Human Resources Department El-Sewedy Electrical Insulators Manufacturing Company From January 2010 to March 2013 5- Human Resource Specialist El-Sewedy Electrical Insulators Manufacturing Company From February 2006 to December 2009  Prepare the organizational structure of the institution, job placement and job analysis.  Assignments, do personal interviews, prepare the necessary reports, and also interview those who left the job.  Future planning for manpower inside the organization and providing training for workers in their field of work to raise their professional level.  Follow-up of the movement of the attendance and departure of workers on fingerprint machines.  Balance (leave, sick, .....).  A daily balance of attendance of managers.  Daily absence daily work with review.  Follow the movement of the labor force (inside, outside).  Weekly absence journal with review.  Transfer fees for employees / grants / visits to the clinic.  Prepare the monthly incentive  Extra workers (monthly, official holidays).  Salary effects.  Validity report (3 months, 1 year).  Review the personnel files.  New employment registration.  Monthly report (attendance of managers, influences, grants).  Targets (absence, pathology, injury). 6-Administrative official at the European 2000 company for cleaning works from 2002 to 2005  Monitor the movement of workers' attendance and departure  Daily work absenteeism with audit.  Follow the movement of the labor force  Monthly reports of entry and exit of employment  Renting apartments for workers and following up on the commitment to administrative housing 7-Sales Man for Power Air Conditioning Company From 1998 to 2001  Marketing, selling and concluding sales contracts for all types of adaptations