Gamal Abdel Baky

Biography

Experience KFC HR Director,MENA Region Company NameKuwait Food Company (Americana) Dates EmployedJan 2017 – Present   Employment Duration1 yr LocationDubai, United Arab Emirates In my present role, I am accountable for formulating and benchmarking functional best practices to focus on revising and implementing HR policies, procedures & services, ensuring compliance with legislation & best practice. I plan and conduct recruiting drive and overseeing recruitment processes such as screening applications, interviewing, selection of candidates, to ensure streamlining and uniformity in the quality and selection of candidates The role of my job profile includes:  • Work in close association with top management in implementing various change management initiatives • Address strategic needs of the business through continuous monitoring and improvement of HR processes to ensure attainment of performance targets, statutory compliance, and policy coherence • Improve team-work and cohesiveness within the departments. Ironing out operational and interpersonal differences resulting to smooth and uninterrupted operations; creating and implementing effective Succession Plans • Modify & implement various compensations plans, reward & recognition schemes, HR policies and communicating them across the organization at all levels Furthermore, I also guide & mentor senior and middle management employees in accomplishment of objectives; improving their performance through skills enhancement Regional Talent Management Director, MENA, Kazakhstan and Iran Company NameKuwait Food Company (Americana) Dates EmployedJan 2008 – Aug 2016   Employment Duration8 yrs 8 mos LocationDubai, United Arab Emirates As Regional Talent Management Director, I designed and developed the guest expert solution that resulted in an increase in sales volume in UAE by DHS 252,000 and in Kuwait by KD 100,000. I also designed and developed Assessment & Development Centers to identify the HIPOs at different senior levels for selection, promotion and development purposes.  The role of my job profile includes:  • Imparted training and developed assessment & development centers in-house assessors in the key markets where we operate. 52 middle and senior management vacancies were internally filled out • Managed human capital activities for 1300 restaurants representing eighteen international brands and employing 28000 people. Translated business priorities into human capital strategies, plans and actions. Boosted efficiency and cost effectiveness of human capital activities; established organization-wide competency framework • Led performance management processes for all managers and staff • Involved in bench planning and people capacity review. Leverage use of technology to automate human capital processes. Designed & developed the new competency based performance management following the balanced scorecard approach.  • Designed & developed the manning guide system that is used to determine the needed manpower for new restaurants and existing ones during the annual labor budgeting process. • Developed +20 soft skills programs to serve the training and development needs of the organization • Worked with finance department in development of training solution to tackle the rise in the food cost. The savings achieved were DHS 175,000 in 3-month period Moreover, I developed the HR success roadmap curriculum needed for the development of HR team at different levels as well as I developed the succession planning system as well as designed the competency framework that can be used for all HR practices integration. HRD Manager Company NameKuwait Food Company (Americana) Dates EmployedJan 2002 – Dec 2007   Employment Duration6 yrs •Contribute to strategic planning and decision-making at the top executive level in order to ensure that organization’s HR strategy is aligned with other business strategies and company objectives  •Responsible for driving the talent acquisition strategies by ensuring recruitment of high quality calibers “Right people in the right position at the right time, through flexible and effective workforce planning and resourcing”. •Manage placement, on-boarding activities, and probationary periods. •Administer the Performance management process, conducts calibration meetings and generates & presents executive performance reports to the top management. •Ensure proper engagement and retention practices are in place through planned employee relation’s wide variety of activities and systems such as employee satisfaction surveys. •In conjunction with Top Management, defines organizational development needs, and training and management development needs.  •Manage Designing and Delivering training solutions to build organizational capabilities required to achieve business strategy. •Manage compensation and benefits system, salary surveys, and merit increases to attract and retain talents •Manage talent pools to ensure continuity of leadership pipeline for critical positions in the market. •Manage the HR budgets •Foster effective HR strategies that accommodate culture diversity and localization requirements within the organizations. •Formulate the policies that govern the HR practices within the market. Education Edinburgh Business School, Heriot-Watt University Degree NameMaster of Business Administration (M.B.A.) Field Of StudyHuman Resources Development Dates attended or expected graduation2017 – 2019 Development Dimensions International Degree NameFacilitation skills certified assessor Dates attended or expected graduation2015 – 2015 Balanced Scorecard Institute Degree NameBalanced Scorecard professional certificate Field Of StudyStrategic planning and performance management Dates attended or expected graduation2014 – 2014                

Research Interest

Business and Management