Hassan Youssef Alfar is an experienced HR & Admin Manager with over 20 years of experience, including 10 years in Qatar. He has held roles such as HR & Admin Manager, HR & Legal Director, and Planning and Follow Up Manager for various companies in Qatar, Saudi Arabia, and Egypt. Alfar has expertise in areas such as performance management, succession planning, compensation & benefits, training & development, and people management. He holds a B.Sc. in Economics and Political Science as well as professional diplomas in HR Management and Computer Science.

1. Curriculum Vita
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HASSAN YOUSSEF ALFAR
HR & Admin Manager
PERSONAL DETAILS
Hassan Youssef Alfar
Doha, Qatar
Mobile: +974 33 64 8661
+974 6603 9764
Email Address
hyoussef_95@hotmail.com
Driving License (Yes)
Nationality (Egyptian)
AREA OF EXPERIENCE
Performance Management
Organizational Development
Succession Planning
Performance Appraisal
HR Policies
Job Analysis
Job Description
Job Evaluation
HRIS
Team leadership
Employee Training
Employee Relation
Compensation & benefits
IN ADDITION
An Expert in corporate Affairs
Especially Public Shareholding
Companies;
PERSONAL SUMMARY
An experienced HR & Administration Manager with a consistent track record of
successfully employing best business practices that improve efficiency, reduce
operating costs whilst increasing productivity, all to tight time scales and within
budget. Having a professional attitude and an ability to be flexible and handle change
in a positive manner.
Possessing excellent communication, leadership and organizational skills, Hassan is
presently looking for an HR & Admin Manager/Director position with a forward
moving.
JOB SUMMARY
Oversee the activities of workers; hire, train and evaluate new employees; and ensure
that the company or departments are on track to meet its financial goals;
Develop and implement budgets, prepare reports for senior management and ensure
departments comply with company policies, ensure workers have the resources to
complete their work;
Originates and leads the Human Resources practices and objectives that will provide
an employee-oriented, high performance culture that emphasize quality, productivity
and standards, and the recruitment and ongoing development of a superior
workforce. Coordinates implementation of services, policies and programs through HR
staff. Assists and advises company managers about human resources matters.
ROLES KEY JOB DUTIES & RESPOSIBILITIES
MANPOWER PLANNING AND RECRUITMENT
• To ensure manpower planning exercise is in line with the business goals of the
company
• Responsible for developing a cost effective manpower planning chart
ensuring optimization of resources for all functions.
• To conceptualize, create and ensure implementation of recruitment strategy,
to launch new initiatives to help in easy and cost effective sourcing; to analyze
competitors & their activities.
• To manage manpower cost vis-a-vis profitability of the company, ensure most
competitive resources are attracted in the budgeted cost

2. Companies Law;
Qatar Exchange (QE);
Government authorities;
Medias,
Board of directors meetings;
Meetings of the General
Assembly and extraordinary;
Operational management
Business Administration
People management
Facility Management
Public Relation Mgmt.
PROFESSIONAL
HRM
Labor Law
IT
SUCCESSION PLANNING MANAGEMENT
• To design and develop succession planning for a seamless transition of the
company’s leadership from generation to generation.
• To proactively ensure development of second line leaders and empowerment,
transparency in operations
EMPLOYEE RETENTION AND ATTRITION MANAGEMENT
• To design proactive retention strategies, ensure attrition for top talent is at
the minimum.
• To review retention policies timely and ensure implementation at all
locations.
• To guide and manage the overall attrition and ensure strategies for retention
are implemented in all functions and locations.
• To develop best practices approach for minimizing employee turnover at all
locations.
CHANGE MANAGEMENT
• To strategize, direct and ensure timely and correct implementation of new
policies and procedures which are in line with the business goals.
• Provide leadership, strategic direction and establish guidance for the
administration of HR, benefits, and payroll.
• Define HR business system-dependent schedules procedures Payroll, HR,
Benefits, including holiday schedules etc.
• Develop open and transparent communication channels in the organization
and ensure translation of policies and procedures to the last level.
PEOPLE MANAGEMENT
• Responsible for proactive communication with senior management on the
performance of personnel and development of a reward structure.
• Responsible for obtaining Senior Management Team approval and funding for
proposed strategies and plans and welfare projects.
• To create an empowered and enjoyable workplace, and performance based
culture, stay abreast with the latest in human resources globally and
implementing the best people management practices.
• Responsible for critical interfacing internally with all departments and
functions.
INDUSTRIAL RELATIONS MANAGEMENT
• To develop processes which ensure compliance at all legislative and local
governing agencies.
• To ensure all legal proceedings are completed for court cases related to
employee grievances timely.
• Respond to and resolve difficult and sensitive employee inquiries and
complaints.
• Plan, direct, coordinate, through subordinate level managers, the
department's work plan; assign projects and responsibilities; review and
evaluate work methods and procedures; meet with management staff to
identify and resolve problems.
• Explain, justify and defend department programs, policies and activities;
negotiate and resolve sensitive and controversial issues.

3. • Design and develop training and development function, ensure training
strategy is being implemented by training manager effectively.
• Oversee and participate in the development and administration of the
department annual budget; approve the forecast of funds needed for staffing,
equipment, materials and supplies; approve expenditures and implement
budgetary adjustments as appropriate and necessary.
• Ensure that all functions within Human Resources function is delivering
service at excellent customer service levels.
COMPENSATION & BENEFITS
• To design and develop employee friendly, fair and equitable compensation
policies.
• Overview compensation and benefits function, including developing and
implementing appropriate compensation and reward strategies, conducting
external benchmarking exercises, recommending relevant changes to the
compensation policies and practices, and administration of compensation
benefits.
• Constantly evaluate the effectiveness of overall compensation as also various
incentive, R&R and retention plans and modify wherever necessary.
• Performs any extra duties assigned by the Managing Director.
HUMAN RESOURCES INFORMATION SYSTEM (HRIS)
• Ensure record retention policies for employee data are maintained;
• Manages the development and maintenance of the Human Resources Section
of both the internet and intranet e.g. recruitment.
TRAINING AND DEVELOPMENT
• Works with company managers to identify the non-technical training
requirements;
• Sources the necessary education and materials to managers and employees
including workshops and manuals;
• Leads the implementation of the performance management system that
includes performance development plans and employee development
programs;
• Assists managers with the selection external training programs and
consultants;
• Monitors and advises managers and supervisors in the progressive discipline
system in the company;
• Monitors the implementation of a performance improvement process with
non-performing employees.
PEOPLE:
• Contribute towards people development initiatives within the organization
Experience
• More than 20 years of relevant experience (Almost 10years in Qatar).
KEY SKILLS AND COMPETENCIES
Managing time, establish priorities and delegating effectively.

4. Able to prepare budgets and cost estimates.
Liaising with local authorities and regulatory bodies on business related issues.
Experience of setting targets and monitoring performance.
Excellent communication skills and ability to present across all media.
Can identify key opportunities & efficiencies for greater profitability.
Providing the necessary coaching, support & guidance to assist new staff.
Ability to function in a fast-paced environment.
ACADEMIC QUALIFICATIONS
B.SC. Economics and political science
Cairo University, Giza, Egypt
Professional Diploma Human Resources Management
American University in Cairo
Professional Diploma Computer Science in Commercial Application
Ain Shams university, Cairo, Egypt.
EMPLOYMENT HISTORY ( GCC RESEARCH EXPERIENCE )
STATE OF QATAR
Gulf Cement Co; Gulf Holding Co.
For manufacturing Cement
HR & Administration Manager 2006-2009
Alfeej Consultancy & Design Co.
Alfereej Group
HR & Legal Director 2010-013
International Resources Company
HR & Admin. Manager Nov.2013 – Present
KINGDOM OF SAUDI ARABIA
JAX Group of Companies
Building & Road Construction, infrastructure and manufacturing Group
Planning and Follow up Manager 1993-1995
Employment History ( Egypt Research Experience )
ICOPACK, EGYWRAP& COPACK for Manufacturing Packaging&
wrapping Materials from polypropylene –Egypt
Planning Manager (1990-1993) & (2004-2006)
Al-Ahly Computer Equipment (ACE) – Egypt
For the maintenance of large, medium and small computer systems
Assistant Chairman& MD 1998-2004
Lokma Group of Companies

5. For manufacturing all types of water and sewage pipes – Egypt
Planning and Follow up Manager 1995-1998
Cairo Contracting Co. (Subsidiary of Construction and development Ministry)
Construction and Development – Egypt
System Analyst 1987-1990
References – available on request

6. For manufacturing all types of water and sewage pipes – Egypt
Planning and Follow up Manager 1995-1998
Cairo Contracting Co. (Subsidiary of Construction and development Ministry)
Construction and Development – Egypt
System Analyst 1987-1990
References – available on request