Mohamed Elsheikh

A Human Resources professional, DBA& MBA & HRD holder with 20 years of on hand experiencein the areas of:

Human Resource covering: Compensation and Benefit, Recruitment, Manpower Planning, Organizational Development / ChangeManagement, Polices and Procedures development, HR operation MGT

My HR Area of excellency: compensation and Benefit & HR operation MGT & HR analysis 

June 2020-Now

Strategic HRBP Mgr. reporting to group HR Director

Borg Scan(8branches), A-Lab (Mega lab)) And 2 Histopathology labs in Egypt 

Active Headcount at span of control is 1200 Employee 

Main Responsibilities:

• Analyze HR metrics and data to identify trends, risks, and opportunities for improvement.
• Oversee compensation and benefits processes in collaboration with the Total Rewards team
• Ensure compliance with labor laws, HR policies, and company procedures
• Support talent management, including succession planning, career development, and internal mobility
• Manage performance management cycles, ensuring fairness, consistency, and alignment with company goals.
• Collaborate with the Talent Acquisition team to attract and retain top talent.
• Serve as a liaison between HR centers of excellence (COEs) and the business units to deliver integrated HR solutions

Achievement Borg Scan (2020 Till Now)

• Designed the Headcount Plan and work structures supporting the expansion from 2 to 8 branches.
• Developed and implemented consultant fees calculation and analysis models.
• Executed the HR requirements for ACR (American College of Radiology) accreditation.
• Designed and updated the compensation plan and attendance system for radiology staff.
• Prepared the personnel budget for all radiology centers.
• Created and implemented KPIs and annual objectives for radiology staff.
• Conducted consultation fee analysis based on revenue performance.
• Design consultation doctors KPIs Upon revenue streams 
• Established structured communication channels tailored to staff categories

 Achievement Radiotherapy (Aug,2025 Till Now)

• Designed the initial radiotherapy Headcount Plan and organizational structure.
• Drafted job profiles, working systems, and the compensation plan for the project.
• Identified and aligned key staff positions with operational priorities.
• Integrated all radiotherapy project staff into the IDH HR system (SAP).
• Developed the Radiotherapy Center KPI Policy, aligned with the IDH KPI Framework

Achievement Mega Lab (2020 Till 2022)

• Developed and implemented a competitive salary structure for doctors and chemists across all units.
• Restructured and standardized staff KPIs and annual objectives.
• Identified key personnel and designed customized compensation policies to retain talents upon business needs 

Achievement Pathology Lab (2020 Till 2025)

• Restructured Mokhtar & Borg Pathology Units to consolidate and streamline workflow processes.
• Designed and implemented a performance-based payment system for consultants linked to report delivery.
• Created new KPIs to address and reduce reporting delays.
• Developed and updated job profiles and work structures for doctors, technicians, and team leaders across all units.

Achievement among IDH operation areas (2020 Till 2025)

• Conducted detailed turnover analysis for operational employees and provided strategic recommendations for improvement.
• Monitored and enhanced communication strategies between the HRBP team and operational staff.
• Drafted and managed the annual Headcount Budget across all operational divisions
• Analyzing and developing the 2026 headcount plan for more than 600 branch with concerned parties

Jun, 2016 – Jun, 2020:

Egyptian Red Crescent Society (ERC): is one of the biggest Non-governmental organizations in Egypt, performing its activities within the principles of the International Mov. of Red Cross and Red Crescent.

Jan, 2018-Now: Senior HR Manager reporting to the SecretaryGeneral

Jun, 2016-Jan, 2018:HR Manager reporting to the General Manager

At Jan,2018. I've start handling some financial tasks beside my main responsibilities as HR Manager

Responsibilities assigned and achievements made have been as follow:

Responsibilities:

• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Set up the components of an effectiveperformance Management system
• Use appraisals tool relays on MBO (Management by Objectives)
• Maintain an up to date organization structure
• Develop and implement the compensation /Benefitprogram.
• Propose and ManageSalary Structure & Gradingsystem and work processes.
• Management of wages budget.
• Ensuring the legislation of ERC workingprocess related to HR
• Recommend &Develop new policies, approaches, and procedures relatedto HR
• Oversee recruitment cycle for all Human Capital.
• Work as a liaison betweenERC Management &staff

Extra Financial Responsibilities

• Member of the steeringteam for the development of financial plans,budgets and forecasts.
• Plan / operatesthe ERC cash deposits portfolio.
• Plan the changein policies, procedures, teams at HR and financedept.

Achievements:

• Established a first versionof organization structurebased upon functions.
• Initiateda new unit for human resources.
• Supervised the initiation of a new unit for legal affairs,procurement, and disastersmanagement. Volunteers activities.
• Created a salary structure.
• Organized/setup a new system for Comp &Ben calculations.
• Establisheda new system to raise employees' capabilities.
• Developed/launched an electronic a database for ERC employees organizing all core functions.
• Rebuilt the achieving systemof emp. Files.
• Implemented a new system for job analysis to support the establishment of performance Mgt. System.
• Prepared the financial budgets for the collective activities
• Designed and implemented a plan for developing financial performance and increasing cash revenues at ERC cash deposits portfolio, achieved a 300% increasein revenue.
• 
  Financial representative for cash transferprograms (CTP) projectsfunded by IFRC.

Aug, 2015 Till June,2016:

Maa-Althahab is one of the fastest growing perfumery franchise in the middle east with over 120shops that offers the high standards of the professional performance and service excellence needed in the perfume industry.

HR Manager reporting to the General Manager.

Responsibilities assignedand achievements made have been as follow:

Responsibilities:

• Support company staff by establishing a recruiting, testing,and interviewing program.
• Develop and manage a completive compensation and benefitstrategy.
• Sync all HR legislation to country legislation.
• Set up a HR functions practiced by efficient tem.

Achievements:

• Implementedthe growth strategyby an effective recruitment Plan.
• Suggestedthe employee's salary structure.
• Built up the HR team. 
• Developed HR Database.
• 
  Edited the first version of HR policies and procedures.

Mar, 2000 Till Aug, 2015

Swiss Garments Company (SGC) is a private free zone plant Subsidiary and the Umbrella of Arafa Holding is (The biggest readymade manufactures in Egypt and Middle East ) located at 10th of Ramadan City has more than 3000 worker specialized at garments manufacturing.

During my career at SGC I held:

Jan, 2012-Aug, 2015:HR SectionHead reporting to the HR Director/General Manager

Sep, 2010-Jan, 2012:Compensation and Benefit Section Head reporting to the HR Director

Nov, 2005-Aug, 2010: Compensation Specialist reporting to the Comp& Ben Head

Mar, 2000-Oct, 2005:Inventory Control Accountant reporting to the Accounting Manager

Responsibilities assigned, achievements made have been as follow:

Responsibilities (HR):

• Supervisethe Comp & Ben.
• Manage the recruiting processes of white collar. (local,outsourced & foreignexperts)
• Maintain the performance system management system and its tools. (appraisals, succession plan & job analysis)
• Implementjob evaluation for new positions.
• Conduct the exit interviews functionand developing an analysis and corrective actionfor its outcome.
• Provide the technical analysis/ advices relatedto Manpower planning.
• Develop the surveysprocess. (job satisfaction, retention….)

Achievements:

• Enhanced   payroll cycle &salary structure   
• Efficientimmigration of payrolldata. (Manual systemto electronic system.)
• Provided a proposedretention plan for blue collar.
• Developed  a study facilitates a career path for blue collar.
• Determinedthe main guidelines to measure Systemfor blue collar a performance in a systematic way.
• Edited the initial version of employee's handbook.

Developed many access databases to organize the work processes at different admin areas