Lobna El Mansoury 6th of October City ,

Dreamland Compound, Cairo,

Master of Business Administration -
Egypt
Wollongong University - Australia
Mobile: +971508974427/
Administration & HR Manager
002 019 322 6278

Email: emansoury@gmail.com

Career Goal To obtain a senior challenging position in Human Resource at

a progressive organization to enable me use my experience in
providing superior quality Human Resource management
services to the company to positively affect the recruitment,
selection, placement, development and retention of
employees, adding value services to our clients.

Character Qualified, career oriented person, experienced in HR, Hotel

Profile Operation and Corporate-structured Organization with an
excellent knowledge of business’ concepts. Managed &
supervised staff in multinational and national company
environments. Possesses a successful career record of
working with senior management of prestigious Hotels and
organizations in Egypt and UAE. Manages work situations
with creative and diplomatic operational style. Has developed
quality assurance and time management systems. Used to
work with tough cost and revenue targets. Able to prioritise
flexible workloads efficiently ensuring balanced resource
utilisation. Good at working in a pressured high profile
environment

Education Bachelor of Commerce, Business Administration from Ain

Qualifications Shams University Cairo, Egypt in 1996.
Diploma of English Translation form American University
Cairo, Egypt in 2000.
BSc in Hotel Management
Faculty of Tourism and Hotel Management of Suez Canal
University in 2004.
Master of Business Administration from Wollongong
Australian University, HR Major in 2008.

Training Process and performance improvement

Programs Time Management.
Performance Evaluation of senior staff
Market research, and campaign creation.
Legal and business translation.
Customer care and quality assurance.
Project management.

Current HR Deployment Mechanism (self efforts)

Research

Languages Arabic mother tongue

English fluent
Italian good level
French good level

Experience January 2009 – Present

Director of Human Resources

Beverly Hills for Properties Management

Established in year 2000 in Cairo, Egypt under the umbrella of
SODIC Development.

Job Profile:

originate and lead Human Resources practices and objectives

that will provide an employee-oriented, high performance
culture that emphasizes empowerment, quality, productivity and
standards, goal attainment, and the recruitment and ongoing
development of a superior workforce.

coordinates implementation of services, policies, and programs

through Human Resources staff; serves on the executive
management team; and assists and advises company managers
about Human Resources issues.

Oversee the implementation of Human Resources programs

through Human Resources staff. Monitor administration to
established standards and procedures. Identify opportunities for
improvement and resolve any discrepancies.

Oversee and manage the work of reporting Human Resources

staff. Encourage the ongoing development of the Human
Resources staff.
Develop and monitor an annual budget that includes Human
Resources services, employee recognition, sports teams
support, and administration.

Select and supervise Human Resources consultants, attorneys,

and training specialists, and coordinates company use of
insurance brokers, insurance carriers, pension administrators,
and other outside sources.

Conduct a continuing study of all Human Resources policies,

programs, and practices to keep management informed of new
developments.

Lead the development of department goals, objectives, and

systems.

Establish departmental measurements that support the

accomplishment of the company's strategic goals.

Direct the preparation and maintenance of such reports as are

necessary to carry out the functions of the department. Prepare
periodic reports for management, as necessary or requested, to
track strategic goal accomplishment.

Develop and administer programs, procedures, and guidelines

to help align the workforce with the strategic goals of the
company.

Participate in executive, management, and company staff

meetings and attend other related meetings and seminars.

Manage the development and maintenance of the Human

Resources sections of both the Internet, particularly recruiting,
culture, and company information; and Intranet sites.

Utilize Great Plains software to the company's advantage.

Define all Human Resources training programs, and assign the

authority / responsibility of Human Resources and managers
within those programs. Provides necessary education and
materials to managers and employees including workshops,
manuals, employee handbooks, and standardized reports.

Lead the implementation of the performance management system that

includes performance development plans (PDPs) and employee
development programs.
Establish an in-house employee training system that addresses
company training needs including training needs assessment, new
employee orientation or on boarding, management development,
production cross-training, the measurement of training impact,
and training transfer.

Assist managers with the selection and contracting of external

training programs and consultants.

Assist with the development of and monitors the spending of

the corporate training budget.

Establish and leads the standard recruiting and hiring practices and
procedures necessary to recruit and hire a superior workforce.

Interview management- and executive-level candidates; serve

as interviewer for position finalists.

Chair employee selection committees and meetings.

Formulate and recommend Human Resources policies and

objectives for the company with regard to employee relations.

Partner with management to communicate Human Resources

policies, procedures, programs and laws.

Determine and recommend employee relations practices

necessary to establish a positive employer-employee
relationship and promote a high level of employee morale and
motivation.

Conduct investigations when employee complaints or concerns

are brought forth.

Monitor and advises managers and supervisors in the progressive

discipline system of the company. Monitor the implementation of a
performance improvement process with non-performing
employees.

Review, guide, and approve management recommendations for

employment terminations.

Lead the implementation of company safety and health

programs.

Review employee appeal through the company complaint

procedure.

Establish the company wage and salary structure, pay policies,

and oversees the variable pay systems within the company
including bonuses and raises.

Lead competitive market research to establish pay practices and

pay bands that help to recruit and retain superior staff.

Monitor all pay practices and systems for effectiveness and cost
containment.

Lead participation in at least one salary survey per year.

Obtain cost effective, employee serving benefits; monitor national

benefits environment for options and cost savings.

Lead the development of benefit orientations and other benefit

training.

Recommend changes in benefits offered, especially new

benefits aimed at employee satisfaction and retention.

Lead company compliance with all existing governmental and

labor legal and government reporting requirements including
any related to, the Family and Medical Leave Act, Employee
Retirement , the Department of Labor, worker compensation.
Maintain minimal company exposure to lawsuits.

Direct the preparation of information requested or required for

compliance with laws. Approve all information submitted. Serve
as the primary contact with the company employment law
attorney and outside government agencies.

Protect the interests of employees and the company in

accordance with company Human Resources policies and
governmental laws and regulations.

Design, direct, and manage a company-wide process of organization

development that addresses issues such as succession planning,
superior workforce development, key employee retention,
organization design, and change management.

Manage employee communication and feedback through such

avenues as company meetings, suggestion programs,
employee satisfaction surveys, newsletters, employee focus
groups, one-on-one meetings, and Intranet use.

Direct a process of organizational planning that evaluates

company structure, job design, and personnel forecasting
throughout the company. Evaluate plans and changes to plans.
Makes recommendations to executive management.

Identify and monitor the organization's culture so that it supports

the attainment of the company's goals and promotes employee
satisfaction.

Lead a process of organization development that plans, communicates, and

integrates the results of strategic planning throughout the organization.

Manage the company-wide committees including the wellness, training,

environmental health and safety, activity, and culture and communications
committees.

Keep the CEO and the executive team informed of significant problems that
jeopardize the achievement of company goals, and those that are not being
addressed adequately at the line management level.

Feb 2008 – Nov 2008.

HR & Administration Manager

Al Faraa Properties – Dubai, UAE (one of Al Faraa Group)

Established on 1980 in UAE as Construction Company
Luxurious projects in Abu Dhabi and Dubai ; Bellatora in
Maritime City Dubai, Burj Al Faraa, Le Grand Château and
Manhattan.
15000 Employees between white and blue workers.

Job Profile:

Plan, develop and implement strategy for HR management and

development (recruitment and selection policy/practices,
discipline, grievance, counselling, pay and conditions, contracts,
training and development, succession planning, morale and
motivation, culture and attitudinal development, performance
appraisals and quality management issues.

Establish and maintain appropriate systems for measuring

necessary aspects of HR development, Bi-annual and Post
Probationary Performance Appraisal System for all posts –
measuring KPI and KBOs every 6 months of service.
(DONE FOR 160 EMPLOYEES in DIFFERENT POSITIONS in
Nov 2008)

Monitor, measure and report on HR issues, opportunities and

development plans and achievements within agreed formats and
timescales; planning the effective usage of the existed
manpower for 6 months ahead and make use of the duplicated
posts or deploy them in other functions.

Manage and develop direct reporting staff; introducing and

implementing on job training job – training analysis and needs
to be considered, one to one meetings are on going every 6
months to figure out the career development chances within the
department.

Manage and control departmental expenditure within agreed

budgets, evaluate the departmental expenditure every quarter,
make the best use of the existed resources.

Liaise with other functional/departmental managers so as to

understand all necessary aspects and needs of HR development,
and to ensure they are fully informed of HR objectives, purposes
and achievements; induction and orientation for the new joinees
and on job training for the existed force.

(COMPLETE HR POLICIES & PROCEDURES MANUAL HAS

BEEN INTRODUCED TO ALL DEPARTMENTS TO ACT AS A
EMPLOYMENT GUIDE AND MAINTAIN AWARENESS AND
RAISE THE KNOWLEDGE LEVEL AT ALL HODS).

Ensure activities meet with and integrate with organisational

requirements for quality management, health and safety, legal
stipulations, environmental policies and general duty of care.

Work as a head of the Social Committee, looking after the staff

events, staff welfare and staff emergency fund.

(HUMANAL ACTIVITES HAVE BEEN TAKEN PLACE IN LAST

RAMADAN LIKE RAMADAN TENT FOR MUSLIMS AND NON
MUSLIMS AS WELL AS A CHARITY ACTIVITIES FOR
LABOR CAMPS)
January 2005 – December 2007
HR & Administration Manager
Simm Group Advertising – Dubai Media City, UAE.
Australian Company established on 1990 in Dubai, UAE
500 employees, multinational profile.

November 2000 – December 2004

Assistant HR & Operation Manager
Domina Coral Bay Resort & Casino

Domina Hotels & Resorts Italian Management Profile 5* Resort–

Sharm El Sheikh – Egypt

Italian Resort consists of 6 Hotels different categories, 2000 Hotel

Rooms, 1500 Employees.

Job Profile:

Analyze information obtained from the management

information system in order to define operational problems and
creatively solve them.
Delivered Group HR responsibility for recruitment, training and
development of employees, ensuring a balanced mix of National
and expatriate employees.
Supervised the operational activity and performance of Front
Desk Manager, Front Desk Clerk, Reservationist, Switchboard
Operators, Bellmen, Bell Captain, Front Desk Supervisor,
Executive Housekeeper, and Concierge.
Reviewed systems in terms of efficiency as they were
operating, and analyzed performance information then used a
variety of comparative sources to identify component problems.
Then devised process improvement solutions and implemented
them on board approval.
Developed and managed the budgets for each hotel
department and all support functions.
Established standards of performance and set quality service
levels for patrons.
Ensured employees behaved safely and had secure
 environment in which to work.
Effectively managed sickness and absence to half its previous
levels.
Arranged the interviews, screening, short-listing, assessment of
personnel and hiring.
Embodied the core values of customer first ensuring there were
effective remedies for patron’s complaints and particular
problems.
Delegated authority and assigned responsibilities to department
heads using weekly one to one sessions to give feedback on
achievement and areas for improvement.
Review hotel promotional marketing materials and activities with
Director of Hospitality Services. Devised plans to increase
market awareness interest and target market choice.
Survey and monitor local competition in all its service aspects.
Using this analysis to focus and augment our promotional
material, events and services.
Support directors and managers in a trouble shooting capacity
on complex problems.
Tracked the consistent delivery of excellent customer service by
all staff. Devise enhanced targets to keep our Hospitality
standards ahead of competitors.
Key role in the devising and implementation of marketing plans
to grow the sales of the company
Accountability for the financial performance of the departments
and support services through monthly reporting to the board.
Ensured systems improvements produced Cost Saving &
Revenue Generation Activities within all different hotels’
departments. Resulting in a 25% increase in profitability of
some departments.

October 1998 – October 2000

Assistant HR Manager
Radisson SAS Hotel & Resort
Sharm El Sheikh – Egypt.

October 1996 – September 1998

HR Supervisor
Hilton Waterfalls
Sharm El Sheikh - Egypt