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Mohamed Adel Nagi, MBA.
CAREER PROFILE
 A Human Resources Project Manager with extensive experience in multi-national and local companies
augmented by a strong academic background in Human Resources. Experienced in Compensation and benefits
Administration, Talent/Performance Management, Recruitment/Selection, Training/Development, HR Policies
and Organizational Design, Contract Negotiation, Job Costing Analysis, People Management, Progress
Improvement, and Strategic Planning. Sound knowledge of Labour Relations, and other related labour laws.
Strong ability to function as a Strategic HR Business Partner and develop and implement successful human
resources management strategies to support corporate success.
Creative and innovative thinker with effective human resources management and goal setting abilities
combined with superior leadership, team building, communication, interpersonal, and presentation skills. Self-
motivated with the ability to excel in a fast-paced environment; communicate effectively at all levels; manage
competing priorities; and adapt readily to new challenges.
CAREER SUMMARY
ASCOM FOR CARBONATE AND CHEMICALS MANUFACTURING (CITADEL GROUP.)
Jan 2014 to Present HR. Project Manager
 In consultation with C.E.O, and Project heads; determines sequencing of tasks, estimates timing and
schedules, sets project communication cadence, and distributes work among team members
 Identifies skills required, assigns roles and responsibilities, and sets expectations for team members
 Develops and maintains comprehensive and detailed project plans and related documentation to include:
charts, timelines and other relevant supporting resources.
 Consults to create and deliver effective change management strategies related to projects
 Facilitates and ensures appropriate rhythm of project related meetings
 Fosters teamwork and collaboration, ensures a positive work environment for team members
 Provides feedback to project team members as necessary for high performance
 Develops contingency plans and removes obstacles that may negatively impact the project
 Monitors ongoing progress of the project and ensures project remains on schedule to meet established
deadlines and deliverables
 Acts as a mediator, facilitates the resolution of conflicts, and resolves or escalates issues that arise
throughout the lifecycle of the project
 Ensures projects are completed on time, within budget, and that all deliverables and requirements are
met
April 2012 to Dec 2013 HR. Section Head
 Establish and implement with department heads the short and long-range departmental goals, objectives,
policies, and operating procedures.
 Confers with management to identify personnel needs, job specifications, job duties, qualifications, and
skills.
 Supervise regular recruitment and conduct new hires orientation to insure the employees' full awareness
with their job description, career path, policies and procedures and objectives.

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 Coordinate internal communication between HR department and various departments to ensure
announcement of new hires is done properly and on time.
 Advise management in appropriate resolution of employee relations issues and on personnel policies and
matters and recommends appropriate decisions.
 Administer performance review program to ensure effectiveness, compliance, and equity within the
company.
 Develop/Administer remuneration programs to ensure compliance and equity within the company.
 Develop/Administer benefits programs such as health insurances, pension plans, vacation, sick leave,
leave of absence, and employee assistance.
 Conduct wage surveys within labor market to determine competitive wage rate.
 Anticipate and identify payroll problems to minimize financial risks to the department.
 Prepare employee separation notices and related documentation and conducts exit interviews for key
persons to determine reasons behind separations.
 Formulate training policies, programs and schedules, based on knowledge of identified training needs,
company internal operational processes and systems.
 Recommend and maintain an organizational structure and staffing levels to accomplish company goals
and objectives.
 Ensure proper documentation and record keeping for all personnel files and training evaluations.
KPMG HAZEM HASSAN
June 2010 to March 2012 HR. Assistant
 Participate in preparing and implementing the annual HR Plan to support the overall strategic aims and
objectives of the company
 Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent
management of staff throughout the company, and ensure that the staff handbook is comprehensive and
up-to-date.
 Work closely with line managers, providing them with expert guidance, coaching and support on the full
range of HR activities (including policies and procedures, terms and conditions of employment,
performance management, etc.), in order to ensure a consistent and fair approach to people management
throughout the company.
 Monitor and review the system of performance appraisal and continually develop as necessary,
conducting periodical orientation to the process.
 Managing the performance appraisal cycle, including goal setting, interim and final review in order to
ensure that annual appraisals are carried out in a timely manner and followed up.
 Lead the recruitment strategy to meet the staffing requirements of the company. Supervise proactive
reviews for headcount for anticipated contract terminations and attrition as well as recruits for vacancies
and anticipated vacancies. Liaise with all recruitment sources to avail quality recruitment services;
leading the selection process using different interviewing techniques. Develop and implement
orientation programs. Maintain career path .Set up succession plans for key positions in the company.
 Conduct job analysis and job evaluation studies, and makes recommendations based on analysis of
results.
 Prepare detailed job descriptions and classification systems and define job levels and families, in
partnership with other managers.
 Lead and supervise setting the annual training plan using job competencies and annual evaluation and
organizational goals.

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 Set mentoring, coaching programs starting by awareness sessions based on the mentoring and coaching
reviews in addition to development plans for employees based on the result of their performance.
Execute ROI to measure training effectiveness.
 Gather and analyze market data using market salaries surveys to measure the competitiveness of the
employee's compensation and benefits package, and make yearly recommendations as appropriate.
 Analyze statistical data and reports and monitor HR metrics to identify and develop recommendations
for improvement of company's personnel policies and practices.
 Ensure that staff are informed and updated on key business and organizational issues.
CHEMICALS FOR MODERN BUILDING GROUP
January 2007 to May 2010 HR. Specialist
 Supervise the recruitment process from building up pool of candidates, screening C.V's, conducting HR
interviews and tests, checking application forms and handling the hiring and orientation procedures.
 Analyze organizational training needs, incorporating succession planning, organizational needs and
Individual development plans.
 Prepare documentation needed for new hires, or effective changes in pay, status, or benefits.
 Manage sensitive and confidential matters like personnel relations, employee relations, and
organizational changes, planning and protecting the security of information, data and files.
 Maintain employee file records up-to-date by handling changes in employee status in timely manner.
 Prepare paperwork needed to create new employee profile and to place new employee on payroll.
 Handle employee inter and exit process (form 1, form 6,annual form 2).
 Ensure proper implementation of the human resources process according to ISO 9001-2008 procedures
( Competence, Awareness and Training).
 Prepare monthly payroll for Finance Dept.
 Assist in coordinating and applying suitable incentive plans with payments according to the targets
achieved for every employee.
 Dealing with governmental institutions (Social insurance- labor offices).
PROFESSIONAL CERTIFICATES
 Master of Business Administration (MBA). 2010 - 2013
Arab Academy for Science and Technology and Maritime Transport.
 Compensation and Rewards Management International Workshop. Mr. Robert Mosleey Oct, 2013
Job master Co.
 Professional Certificate in Human Resources management. Aug, 2008 to July, 2009
American University in Cairo
 Diploma in Neuro – Linguistic Programming ( NLP ) . Sept 25, 2009 to Oct 5, 2009
Canadian Training Center of Neuro – Linguistic Programming Inc.

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 Certificate of complementation for courses in :
 Time Management.
 Success Secrets.
 Secrets of Effective Personality.
 Positive Thinking.
 Planning.
 Mind Maps.
 Self Motivations.
 Target Achievement.
"Smart Mind Center for Human Resources Development."
 Professional Certificate in Legal Translation & UN Documents. June, 2007 to April, 2008
American University in Cairo
 Professional Diploma in Microsoft office 2007 Package. Sept, 2007 to Dec, 2007
YAT Education Center
EDUCATION
 BSC of Laws, Faculty of Law, Cairo University.
2002-2006
LANGUAGES
 Arabic (Mother Tongue)
 English (Fluent)
PERSONAL INFO.
Marital status: Single
Date of Birth: March 18, 1986
 +2 01003770846  +2 25258899
 mohamed.nagi41@yahoo.com
REFERENCES
 Furnished upon request.