Peter Labib

Experience

• 

  Banque Misr

  Jul 2013 - Aug 2013

  Summer Internship

  • Assisted in handling 50+ customers daily in customer services• Trained to access customer services computerized system• Made multiple calculations excelled for companies cheques, other Banks and Clients in Credit Department• Finishing multiple internal and external Makasa Cheques daily in credit department.

• 

  OneLink Contact Center

  Aug 2015 - Dec 2015

  Telemarketer

  • Taking 200+calls daily for credit card services lowering the interest rate• Awarded as the First top performer in August & best quality in October

• 

  Majorel Egypt

  Oct 2017 - May 2019

  Acting as Senior Talent Acquisition Specialist

  • Acted as Senior Talent Acquisition Specialist in the last 2 months•Partnering with hiring managers to determine staffing needs of more than 10 different insource and outsource Accounts• Screening resumes and Building pool of qualified candidates for several positions; to fulfill the hiring requirements• Managing , Coaching , Leading and evaluating 3 new Comers Recruiters• Awarded as the 1st Top Performer for 8 times & 3 times 2nd for VIS Accounts while 1 time overall 1st Top Performer , 1 time 2nd and 3 Times 3rd TP• Competed and Achieved taking 2 VIS Competitions (1 as the 1st,1 as the 2nd)• Presented ECCO in 5 different job fairs to promote our employer brand• Performing in-person and phone interviews with candidates• Coordinating interviews with the hiring managers in our Premises or in our Client’s Premises• Following up on the Hiring process status• Communicating employer information and benefits during screening process Show less

• 

  Telecom Egypt

  May 2019 - Feb 2020

  Technical HR Talent Acquisition Specialist

  • Partnering with the Hiring Managers to discuss their manpower needs and to schedule the needed assessments up to Supervisor Level while assisting in the upper levels• Sourcing and attracting External candidates by placing attractive job ads on LinkedIn, Social Media, Wuzzuf and Bayt hiring websites.• Posting IJPs (Internal Job Posting) 2 times a month with all the new job vacancies for all the internal candidates through our HR Portal• Checking Eligibility for all the internal Applicants on our HR Portal• Selecting and Screening CVs for the Internal and External Assessments and Shortlisting CVs to full fill the recruitment needs on time• Conducting a Competency Based Assessment interviews for all the shortlisted candidates and building a pipeline pool• Preparing and sending a sandwiched justified feedback for the internal rejected candidates and thank you emails for the external• Issuing job Offers for the accepted external candidates• Preparing ITFs (Internal Transfer Form) for the accepted internal candidates to keep on track their updates• Updating all assessment results and status daily on our tacking sheets and tracking the external hiring sheets• Provide a well analytical documented recruiting reports and sharing it with the hiring managers and our HR managers• Managed to be the Technical Operations account manager after the first month in the probation period• Achieved hiring and full fulling more than 65 hiring requests in 2 months Show less

• 

  Al-Mansour Automotive

  Mar 2020 - Jan 2024

  • Contribute to the drafting of Human Resources frameworks and tools for recruitment, performance management, diversity, employee on- and offboarding, and retention of talent, ensuring compliance with specified design principles, internal policies, and external legal requirements. Enable the attraction, development, and retention of talent at a sustainable cost.• Investigate, and propose solutions for complex Employee Relations cases and escalations in liaison with line managers and getting managerial approvals as required.• Collaborate regularly with department managers, and proactively identify future hiring needs for a given area. Attract and select candidates for mid-level and high-level jobs.• Run mid & end-of-year performance appraisals, using PMS on SF and the bell curve method for calibration.• Develop and maintain the right manpower planning for respective business units.• Create Role profiles and JDs using ‘’Korn Ferry’’ for key existing and new roles; engage with hiring managers to clarify the scope of the role and develop (evaluated 50 roles, 91 JDs created).• Contribute to stakeholder engagement through identifying stakeholders, finding out their needs/issues/concerns and reacting to these by arranging meetings and drafting supporting materials to promote understandi.• Conduct resigned employees exit interviews and make turnover analysis each quarter and proposing solutions. • Act as a business partner to all assigned department employees internal (Managing 7 Deps, 465 Employees) and manage relationships with them.• Contribute to research and analysis to support evaluation of the current state organization, development, and evaluation.• Managing the yearly TM budget and making effective cost optimization and reduction.• Deliver complex analyses of HR data, identify key trends, and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement. Show less • Work closely with hiring managers to identify staffing needs in different areas anddepartments and developing a hiring strategy for each role• Determine selection criteria for candidates by liaising with managers and other members ofstaff• Source applicants through online channels, such as LinkedIn and other professional networks• Prepare job descriptions, manage postings on Fuel’s career website as well as other relevantposting websites• Identify and define the job-specific competencies for each job to assess in the interview• Plan interview and selection procedures, including screening calls, assessments, and in-personinterviews (Competency-based interview)• Identify and refine down the most suitable talent from available candidates to provide hiringmanager with a viable pool of top calibers.• Follow up with candidates and hiring manager to obtain feedback regarding both therecruiting process and candidate job fit• Facilitate the offer process by extending the offer and negotiating employment terms• Handle all administrative tasks related to the candidate cycle• Serve as brand ambassador at various events, like career fairs or on-campus recruiting events• Tracking & improving candidate experience Show less • Manage the full recruitment life cycle and ensure smooth and positive candidate experience.• Promote employer branding.• Provide regular updates to the hiring manager, and/or partner with HR Business Partners• Position creation and candidate management within the SAP SuccessFactors ATS system.• Sourcing candidates on specialized platforms and social media.• Conducting phone, virtual, and face-to-face interviews/ Panel interviews.• Manage candidates in pre-employment, integrated online assessment process.• Own the negotiation process with final stage candidates, from offer to acceptance. Show less

  • Talent Management Partner (Business Partner, TA & OD) - SAP SF User

    Sept 2022 - Jan 2024

  • Senior HR Talent Acquisition Specialist

    Jan 2021 - Sept 2022

  • HR Talent Acquisition Specialist

    Mar 2020 - Dec 2020
• 

  Innovo Group

  Jan 2024 - now

  HR People Partner

  • Contribute to the drafting of Human Resources frameworks and tools for recruitment, performance management, diversity, employee on- and offboarding, and retention of talent, ensuring compliance with specified design principles, internal policies, and external legal requirements. Enable the attraction, development, and retention of talent at a sustainable cost.• Investigate and propose solutions for complex Employee Relations cases and escalations in liaison with line managers and getting managerial approvals as required.• Collaborate regularly with department managers, and proactively identify future hiring needs for a given area. Attract and select candidates for mid-level and high-level jobs.• Run mid & end-of-year performance appraisals, using PMS on SF and the bell curve method for calibration.• Develop and maintain the right manpower planning for respective business units.• Contribute to stakeholder engagement through identifying stakeholders, finding out their needs/issues/concerns and reacting to these by arranging meetings and drafting supporting materials to promote understand.• Conduct resigned employees exit interviews and make turnover analysis and proposing solutions. • Act as a business partner to all assigned department employees internal and manage relationships with them.• Contribute to research and analysis to support evaluation of the current state organization, development, and evaluation.• Deliver complex analyses of HR data, identify key trends, and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement. Show less