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Employee turnover is one of the biggest challenges facing business owners in Egypt and around the world. Whether you’re running a small startup or managing a large corporation, losing a key employee can disrupt your operations, lower team morale, and increase costs related to recruitment and training. But what if you could prevent this loss before it happens? Recognizing the early warning signs of an employee preparing to resign allows you to take proactive steps to re-engage them and retain top talent.

In this article, we explore 10 common signs your employee may be planning to leave. These insights are based on real-life HR case studies and our 25 years of consulting experience with businesses across various industries in Egypt. We’ll also offer practical advice on what you, as a business owner, can do to prevent resignation and create a more engaged, loyal workforce.

If you’re searching for terms like how to reduce employee turnover, signs of employee resignation, or HR consulting in Egypt, this guide is designed for you.

10 common signs your employee may be planning to leave:

1. Frequent Secret Calls
Employees who are planning to leave often take more personal calls than usual. These calls may be taken in private, outside the office, or in hushed tones. This behavior may indicate ongoing conversations with recruiters, job interviews, or discussions about offers.

Action Step: Track if the behavior becomes a pattern. Consider scheduling a casual one-on-one meeting to check in.

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2. A Sudden “Glow” or Excitement
A noticeable change in attitude — appearing happier, more confident, or even dressing better — can be a clue. This “glow” often results from a new job offer or positive feedback from another employer.

Action Step: Ask your employee what’s new or exciting in their life. Build trust to keep communication open.

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3. Changes in Attendance
When punctual employees start arriving late or leaving early without explanation, it’s a strong sign their focus is shifting. It may be due to interviews or simply a lack of motivation.

Action Step: Monitor attendance trends and follow up discreetly with questions about workload and satisfaction.

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4. Private Online Meetings
You notice blocked-off calendar slots labeled “personal” or “busy,” or the employee frequently joins video calls in private areas. These might be job interviews or initial onboarding sessions with a new employer.

Action Step: Respect privacy, but keep an eye on repeated patterns. Ensure your team meetings stay collaborative.

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5. Lack of Engagement in Projects
Disengagement shows through missed deadlines, lack of ideas, and minimal participation. If a once-active employee now avoids responsibilities, it’s time to act.

Action Step: Assign them a new challenge and ask for their input. Sometimes, they just need re-engagement.

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6. Drop in Performance
Sloppy work, lower productivity, and repeated mistakes signal decreased motivation. This can be especially damaging if the employee handles critical tasks.

Action Step: Conduct a performance review and discuss potential support or development needs.

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7. Avoidance of Future Conversations
Employees thinking of leaving don’t ask about bonuses, career paths, or team plans. They stop attending development meetings and avoid long-term discussions.

Action Step: Ask, “Where do you see yourself with us next year?” and explore if their goals align with your company’s path.

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8. Withholding Information
Suddenly, they stop updating documentation, become less transparent, or hesitate to delegate. This may be their way of distancing from future responsibilities.

Action Step: Promote knowledge sharing and cross-training to reduce information silos.

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9. Emotional Withdrawal
If someone who used to engage with their team is now distant, avoids social interactions, or seems emotionally checked out, they may be preparing to leave.

Action Step: Check in on their mental well-being. Emotional withdrawal can also be a sign of burnout.

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10. Changes in Appearance
An employee suddenly dressing more formally, especially on specific weekdays, could indicate job interviews. While appearance alone isn’t a sure sign, combined with other behaviors, it adds up.

Action Step: Observe changes respectfully and look for other accompanying signs.

How to Prevent Employee Resignation

Spotting the warning signs of employee resignation is only the first step. The real key lies in creating a work environment where people feel valued, supported, and motivated to stay. When employees feel invisible or disconnected from the company’s mission, they begin exploring other opportunities. On the other hand, a culture that promotes trust, recognition, and growth can dramatically reduce turnover and build long-term loyalty.

Understanding the root causes behind employee disengagement is crucial. It’s often not about salary alone. Factors like poor management, lack of appreciation, limited growth opportunities, and weak communication channels play a major role in an employee’s decision to leave.

Here’s how you can proactively prevent resignation and improve retention:

1. Build a Culture of Appreciation
Recognize both small and large achievements. Employees who feel appreciated are far more likely to stay committed.

2. Foster Two-Way Communication
Encourage regular feedback — not just top-down, but also bottom-up. Make it easy for employees to voice concerns and ideas.

3. Conduct Stay Interviews
Don’t wait for the exit interview to find out why employees are unhappy. Regular check-ins help address problems before they escalate.

4. Provide Career Development Plans
Help your employees map out their growth within your company. Provide training, mentorship, and clear career paths.

5. Address Burnout Early
Pay attention to workloads and signs of stress. Create a healthy work-life balance and support mental well-being.

6. Empower Managers to Lead Effectively
Train your managers on leadership, emotional intelligence, and conflict resolution. A great manager is often the reason employees stay.

7. Align Values and Purpose
Ensure your company’s mission is clear and inspiring. Employees want to work where they feel their contributions matter.

8. Customize Retention Strategies
Use employee data and insights to build tailored retention plans. Different generations and roles may require different approaches.

Need Support?

If you’ve noticed these signs in your team, now is the perfect time to take action. Our experienced consultants are ready to help.

📞 Contact us today for a free HR consultation and let’s discuss how we can support your business.

Job description

Location: Badr City

Job Type: Full-Time

Experience Level: 2-3 Years

Job Summary:

We are looking for a SolidWorks Engineer with a mechanical engineering background and 2-3 years of experience. You will design, develop, and optimize mechanical components using SolidWorks, while collaborating with cross-functional teams to ensure project success.

Key Responsibilities:

• Create 3D models, assemblies, and detailed drawings in SolidWorks.
• Prepare technical documentation (BOMs, specifications).
• Assist in prototyping, testing, and validating designs.
• Collaborate with teams to meet project deadlines.
• Troubleshoot and resolve design issues.

Qualifications:

• Bachelor’s degree in Mechanical Engineering.
• 2-3 years of experience using SolidWorks.
• Strong mechanical design skills, GD&T knowledge.
• Excellent communication and problem-solving skills.

Introduction

Managing human resources is one of the most important — and often most complex — parts of running a successful business. Whether you own a small business, lead a startup, or manage a large enterprise in Egypt, HR tasks can quickly become overwhelming, especially if you’re doing everything manually.

From hiring and onboarding to payroll and performance reviews, the traditional HR process is full of repetitive work that takes up valuable time. Worse, manual systems often lead to errors, delays, and compliance risks — which can be costly in the long run.

That’s why more and more companies are turning to HR automation.

At [Your Company Name], we help business owners simplify and digitize their HR functions. In this blog, we’ll walk you through 7 key areas of HR you can automate to save time, reduce costs, improve compliance, and give your employees a better experience.

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Why Should You Automate HR Processes?

Let’s start with the basics. HR automation means using software to handle repetitive and routine tasks. Instead of relying on spreadsheets, paper forms, and manual processes, automated systems take care of these tasks in the background — quickly, accurately, and without human error.

Here’s what HR automation can help you achieve:

• Time savings – Spend less time on admin and more on strategic work
• Error reduction – Automation eliminates common human mistakes
• Cost efficiency – Reduce the need for extra staff or overtime
• Compliance – Stay up to date with Egyptian labor laws and social insurance requirements
• Scalability – Easily manage HR as your team grows
• Employee satisfaction – Offer smoother, faster HR services to your team

Now, let’s look at the top 7 HR functions you can automate in your company.

1. Recruitment

Recruiting new employees takes a lot of time — from writing job ads to scheduling interviews. Automating this process can make hiring faster and more efficient.

What You Can Automate:

• Job Postings: Automatically publish job ads on multiple platforms like Wuzzuf, LinkedIn, and Facebook with one click.
• Resume Screening: Use filters and keyword searches to quickly sort through large volumes of applications.
• Interview Scheduling: Let candidates select their preferred time slots using online scheduling tools.

Pro Tip:

Automation helps you focus on selecting the best talent, not just managing paperwork. It also improves the candidate experience by making the process faster and smoother.

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2. Onboarding

A strong onboarding process helps new hires feel confident and supported. But onboarding can involve dozens of small tasks — from paperwork to training. Automating these tasks creates a seamless and professional experience.

What You Can Automate:

• Welcome Emails & Information Packs: Automatically send introductions, company policies, and login details before the first day.
• Document Collection: Allow new employees to upload IDs, bank details, and signed contracts through a secure online portal.
• Onboarding Task Lists: Create task checklists (e.g., IT setup, training sessions) and track progress in real-time.

Pro Tip:

Employees who experience smooth onboarding are 69% more likely to stay with the company for 3+ years. Automation can make that difference.

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3. Employee Management

Once employees are onboard, managing their day-to-day activities and performance is an ongoing task. Automation can bring structure and visibility to these processes.

What You Can Automate:

• Attendance & Time Tracking: Use digital systems to log working hours, breaks, and remote check-ins.
• Leave Management: Let employees request vacation, sick leave, or personal time off through a self-service portal.
• Performance Reviews: Automatically schedule reviews, send feedback forms, and store performance data.

Pro Tip:

Digitized employee management improves accountability and gives managers real-time insights into team performance.

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4. Payroll

Manual payroll is one of the riskiest parts of HR — one wrong number can lead to compliance problems, delayed payments, and unhappy staff. Automating payroll ensures every employee gets paid the right amount on time, every time.

What You Can Automate:

• Salary Calculations: Automatically include base salary, overtime, deductions, and bonuses.
• Payslip Generation: Email employees their payslips each month with full breakdowns.
• Tax & Insurance Compliance: Apply social insurance and tax rules according to Egyptian labor law.

Pro Tip:

Automated payroll systems reduce payroll processing time by up to 80% and help you avoid penalties for late payments or reporting errors.

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5. Employee Communication

Keeping employees informed is a must — but it’s also time-consuming. With automated communication tools, you can ensure everyone receives the right messages without flooding your inbox.

What You Can Automate:

• Company Announcements: Schedule and send updates to employees instantly via email or internal platforms.
• HR Chatbots: Use chatbots to answer frequently asked HR questions like “How many vacation days do I have?”
• Automated Surveys: Collect employee feedback or engagement data at regular intervals.

Pro Tip:

Clear, consistent communication builds a positive workplace culture and boosts employee engagement — even in large teams.

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6. Data Management

As your business grows, keeping track of employee information, documents, and reports becomes harder. A centralized digital system helps you organize everything in one place.

What You Can Automate:

• Employee Recordkeeping: Store personal info, contracts, certificates, and more in secure, searchable databases.
• Self-Service Updates: Let employees update their own contact info, banking details, and more.
• Reports & Analytics: Generate instant reports on turnover, attendance, overtime, etc., with one click.

Pro Tip:

Automated data systems give you better control over your HR information — and reduce risk during labor inspections or audits.

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7. Training & Development

Training your team regularly is essential to keeping them engaged and skilled. But tracking who completed what training — and when — can be a nightmare without automation.

What You Can Automate:

• Training Assignments: Automatically assign required courses based on department or role.
• Progress Tracking: Monitor course completion and attendance through dashboards.
• Feedback Collection: Send post-training surveys to measure quality and impact.

Pro Tip:

Investing in automated training systems helps you close skill gaps faster and supports career growth, which leads to better retention.

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Summary: Transform Your HR with Automation

To stay competitive in today’s market, your HR systems must evolve. Automation allows you to:

• Focus on strategy instead of admin
• Improve accuracy and compliance
• Deliver a better experience to employees
• Grow your business without growing your workload

No matter your company size or industry, HR automation helps you work smarter — not harder.

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Ready to Automate Your HR?

Location: Badr City, Cairo, Egypt
Industry: Heavy Industry
Experience: Min. 3 Years
Employment Type: Full-Time

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Job Summary:

We are seeking an experienced Mechanical Engineer with 3 years of experience in heavy industry. This role involves designing, maintaining, and optimizing industrial machinery and equipment to ensure efficient operations and continuous improvement. Knowledge of diesel engines is required.

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Key Responsibilities:

• Design & Development: Create and test mechanical systems and components for heavy industry applications.
• Maintenance & Troubleshooting: Oversee maintenance, repair, and optimization of machinery, with a focus on diagnosing and resolving diesel engine issues.
• Project Management: Lead engineering projects from initiation to completion, ensuring they are delivered on time and within budget.
• Process Improvement: Identify areas for operational improvement and implement solutions to enhance efficiency and reliability.
• Safety & Compliance: Ensure all work complies with health, safety, and environmental regulations.

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Qualifications:

• Bachelor’s degree in Mechanical Engineering.
• 3 years of experience in the heavy industry.
• Strong knowledge and hands-on experience with diesel engines.
• Proficiency in CAD software.
• Strong problem-solving, project management, and communication skills.
• Solid understanding of safety regulations in heavy industry.

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Preferred:

• Experience in lean manufacturing.
• Professional Engineer (PE) certification.

Location: 10^th of Ramadan – On-site / Physically Present

Employment Type: Full-time

Job Summary

We are looking for a talented Odoo Developer with 5+ years of experience to work on-site at our office. The ideal candidate will be responsible for customizing and maintaining Odoo systems across various departments.

Responsibilities

• Develop and customize Odoo modules (Sales, Inventory, HR, Accounting, etc.)
• Design and implement new features based on business needs
• Integrate Odoo with third-party systems using APIs
• Troubleshoot issues and resolve system bugs
• Maintain technical documentation for all custom developments
• Collaborate with internal teams to deliver user-friendly solutions
• Provide technical support and user training when needed

Requirements

• Minimum of 5 years of proven experience in Odoo development
• Strong knowledge of Python, XML, and PostgreSQL
• Familiarity with front-end technologies (HTML, CSS, JavaScript)
• Experience with Odoo Enterprise and Community editions
• Good problem-solving skills and attention to detail
• Excellent communication and teamwork skills

Others

• Must be physically present during working hours
• Transportation provided by the company

The Hidden Leadership Crisis in the Workplace

Strong leadership is the engine that drives successful businesses. But not all leadership is good leadership. Some managers may appear efficient or confident on the surface, yet their actions create deep harm within teams. This is what we call toxic leadership.

In Egypt’s fast-paced business world, many small and large companies overlook the signs of toxic leadership until serious damage is already done. Employees start leaving, morale drops, and the work culture shifts from collaborative to chaotic. In this article, we explore what toxic leadership really means, how it silently hurts your business, and the steps you can take to fix it before it’s too late.

What Is Toxic Leadership?

Toxic leaders are individuals in authority who negatively impact their team, often without even realizing it. These leaders prioritize their own power, control, or ego over team success and employee well-being.

Common behaviors of toxic leaders include:

• Micromanaging every decision
• Blaming others instead of taking responsibility
• Ignoring feedback and input
• Playing favorites or creating division among team members
• Disrespecting boundaries and work-life balance

This type of leadership creates fear, frustration, and low morale, leading to long-term consequences for both employees and the business.

The True Cost of Toxic Leadership

At first, the impact of toxic leadership may seem small, but over time, the damage grows:

1. Employee Burnout
A toxic leader creates constant pressure and fear. Employees feel anxious, unmotivated, and emotionally drained. This leads to burnout and poor performance.

2. High Turnover
Good employees leave when they feel undervalued or mistreated. This creates extra hiring costs and loss of knowledge.

3. Team Conflict and Poor Communication
Toxic leaders often cause division, gossip, and mistrust. Communication breaks down, and teamwork suffers.

4. Loss of Productivity
When the focus shifts to survival rather than collaboration, productivity drops. Deadlines are missed. Errors increase.

5. Legal and Compliance Risks
In Egypt, labor law violations linked to harassment, discrimination, or unsafe work environments can lead to serious legal trouble and financial penalties.

How to Spot Toxic Leadership Early

Recognizing the signs early can prevent long-term harm. Watch for these red flags:

• High absenteeism or resignations from one team
• Employees avoiding meetings or not speaking up
• Poor performance despite skilled staff
• Employees reporting stress, burnout, or unfair treatment
• Frequent team conflicts or complaints

These warning signs are your chance to act before the damage deepens.

Practical Steps for Business Owners

Toxic leadership is not always intentional—but it must be addressed. Here’s what you can do:

1. Conduct an HR Audit
Evaluate team dynamics, manager behavior, and employee feedback to understand what’s really happening.

2. Provide Leadership Coaching and Training
Invest in skill development to help managers lead with empathy, fairness, and clarity.

3. Create Safe Communication Channels
Encourage employees to speak up without fear. Use anonymous surveys or third-party HR consultants.

4. Set Clear Policies and Consequences
Outline acceptable leadership behaviors and disciplinary actions in your employee handbook.

5. Take Action Quickly
Don’t delay once toxic behavior is confirmed. Reassign roles, issue warnings, or terminate if needed.

Good Leadership Is a Business Priority

Toxic leadership is more than a personality issue—it’s a business risk. It affects people, performance, and profit. But with the right actions and expert HR guidance, you can fix the damage, rebuild trust, and lead your company toward long-term success.

Don’t wait for things to fall apart. Start building a healthier leadership culture today.

Job Summary:

Responsible for sourcing, negotiating, and purchasing raw materials, fabrics, and trims while ensuring cost-effectiveness, quality, and timely deliveries. The role requires strong vendor management, market research, and budget control to support production efficiency. Also ensures compliance with industry regulations and sustainability practices while optimizing supply chain performance. This position demands extensive experience in procurement, strategic sourcing, and supply chain management within the garment industry.

Key Responsibilities:

• Identify, evaluate, and manage supplier relationships.
• Negotiate pricing and contracts to optimize costs.
• Issue purchase orders and track deliveries.
• Ensure materials meet quality and compliance standards.
• Monitor budgets and suggest cost-saving measures.
• Collaborate with design, production, and logistics teams.
• Conduct market research to identify new sourcing opportunities.
• Develop and implement procurement strategies for efficiency.
• Resolve supplier issues and ensure uninterrupted material supply.
• Lead supplier audits and evaluate performance for long-term partnerships.
• Identify risks in the supply chain and develop mitigation plans.

Qualifications & Skills:

• Bachelor’s degree in Supply Chain, Business, or related field.
• 5-7 years of procurement experience in garments or textiles.
• Strong negotiation, communication, and analytical skills.
• Expertise in fabrics, trims, and garment production processes.
• Proficiency in procurement software and ERP systems.
• Ability to develop and execute procurement strategies.

Employment Type:

Full-time

Job Location:

10th Od Ramadan City, Cairo, Egypt

Job Summary:

Responsible for sourcing, negotiating, and purchasing raw materials, fabrics, and trims while ensuring cost-effectiveness, quality, and timely deliveries. The role requires strong vendor management, market research, and budget control to support production efficiency. The Procurement Specialist also ensures compliance with industry regulations and sustainability practices while optimizing supply chain performance. This position demands extensive experience in procurement, strategic sourcing, and supply chain management within the garment industry.

Key Responsibilities:

• Identify, evaluate, and manage supplier relationships.
• Negotiate pricing and contracts to optimize costs.
• Issue purchase orders and track deliveries.
• Ensure materials meet quality and compliance standards.
• Monitor budgets and suggest cost-saving measures.
• Collaborate with design, production, and logistics teams.
• Conduct market research to identify new sourcing opportunities.
• Develop and implement procurement strategies for efficiency.
• Resolve supplier issues and ensure uninterrupted material supply.
• Lead supplier audits and evaluate performance for long-term partnerships.
• Identify risks in the supply chain and develop mitigation plans.

Qualifications & Skills:

• Bachelor’s degree in Supply Chain, Business, or related field.
• 5-7 years of procurement experience in garments or textiles.
• Strong negotiation, communication, and analytical skills.
• Expertise in fabrics, trims, and garment production processes.
• Proficiency in procurement software and ERP systems.
• Ability to develop and execute procurement strategies.

Job Location: 10th of Ramadan City

Introduction

Imagine running a business with no clear hiring process, no employee guidelines, and no way to track performance. Chaos, right? That’s what happens when businesses overlook HR. Human Resources (HR) is more than just a department—it’s the foundation of a strong and successful business. Many business owners think HR management is only about hiring and firing, but in reality, it plays a crucial role in building and maintaining a productive workforce. A well-structured HR strategy ensures that employees are motivated, trained, and aligned with business goals. Without good HR, businesses struggle with high turnover, compliance risks, and unmotivated teams. Let’s dive deep into why HR is critical for business success and the risks of neglecting it.

1. Hiring the Right People

Every business needs skilled and reliable employees to grow. HR ensures the right recruitment process is in place, from defining job roles to screening and interviewing candidates. A strong HR recruitment strategy saves businesses from costly hiring mistakes and ensures they attract top talent. Without proper hiring practices, businesses risk high turnover, poor performance, and low morale.

2. Employee Onboarding & Retention

Hiring doesn’t stop at recruitment. A structured onboarding process helps new employees settle in, understand company culture, and become productive faster. HR onboarding programs ensure new hires feel welcome and have the tools they need to succeed. Businesses with strong onboarding programs experience higher employee retention and engagement, reducing costs associated with frequent rehiring.

3. Performance Management

How do you know if your employees are performing well? HR sets up performance management systems to track progress, provide feedback, and help employees improve. Regular employee evaluations and goal-setting ensure that employees stay on track and contribute to business growth. Without HR performance management, businesses struggle to measure employee performance and risk low productivity.

4. Training & Employee Development

A business is only as strong as its employees. HR training and development programs upskill workers, increase efficiency, and keep teams competitive. Investing in employee training leads to higher job satisfaction, increased productivity, and a workforce that can adapt to industry changes.

5. Compensation & Benefits Management

Paying employees fairly and offering competitive benefits is key to attracting and retaining top talent. HR compensation and benefits management ensures that salaries are competitive, bonuses are well-structured, and employee benefits (such as health insurance, paid leave, and retirement plans) meet expectations. Without HR managing compensation, businesses risk losing valuable employees to competitors.

6. HR Compliance & Labor Law Adherence

Businesses must follow labor laws and workplace regulations to avoid legal trouble. HR compliance ensures businesses follow employment laws, workplace safety standards, and fair labor practices. It also creates policies to prevent workplace issues such as discrimination, harassment, and unfair treatment. Failure to comply with labor laws can lead to lawsuits, fines, and reputational damage.

7. Workplace Culture & Employee Relations

HR plays a huge role in shaping company culture. It fosters a positive work environment by promoting teamwork, addressing conflicts, and improving communication between employees and management. A strong HR culture strategy boosts employee morale, reduces turnover, and increases business success.

8. Risk Management & Workplace Safety

A safe workplace is essential for employee well-being. HR risk management ensures compliance with occupational safety laws, provides training on safety protocols, and reduces workplace accidents. Strong HR policies help businesses operate smoothly.

9. Succession Planning & Leadership Development

Future business success depends on strong leadership. HR succession planning identifies and develops employees who have leadership potential, ensuring businesses have a pipeline of skilled managers and executives. Without succession planning, businesses risk instability when key employees leave.

10. Workforce Planning

A successful business requires a well-thought-out workforce strategy. HR workforce planning ensures businesses have the right people in the right roles at the right time. It involves forecasting future hiring needs, analyzing skill gaps, and creating long-term talent strategies. Without HR workforce planning, businesses struggle with sudden staff shortages, poor resource allocation, and talent mismanagement.

11. Employee Relations

Maintaining strong employee relationships is vital for workplace harmony. HR employee relations management focuses on resolving conflicts, improving communication, and ensuring fair treatment of employees. A positive employee relations strategy fosters a productive work environment, reduces disputes, and increases job satisfaction. Without HR handling employee relations, businesses risk workplace tension, high turnover, and legal issues. Future business success depends on strong leadership. HR succession planning identifies and develops employees who have leadership potential, ensuring businesses have a pipeline of skilled managers and executives. Without succession planning, businesses risk instability when key employees leave.

The Risks of Poor HR Management

Ignoring HR can be a costly mistake for any business. Here are some risks businesses face without a strong HR strategy:

– High Employee Turnover – Constant rehiring drains time and resources.

– Legal Issues & Fines – Non-compliance with labor laws leads to lawsuits.

– Low Employee Morale – Poor HR policies create unhappy and unmotivated teams.

– Workplace Conflicts – Lack of employee relations management results in disputes.

– Poor Performance – No clear performance tracking leads to low productivity.

The Benefits of a Strong HR System

On the other hand, investing in HR best practices brings major benefits:

– Stronger Workforce – HR ensures skilled employees are hired and retained.

– Better Compliance – Avoid legal risks with proper policies and regulations.

– Higher Employee Engagement – Motivated teams perform better and stay longer.

– Efficient Business Growth – HR helps businesses scale by building strong teams.

– Improved Workplace Culture – A positive work environment increases productivity.

Conclusion

HR is not an optional department—it is the backbone of every business. From recruitment and training to compliance and workplace culture, HR ensures businesses run efficiently and employees perform at their best. A strong HR strategy leads to business growth, reduced risks, and a thriving workforce.

Need support with HR? Contact us for free HR Consultation today! We specialize in building strong HR systems that drive business success.

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FUNCTION: The position is responsible for operating library and providing library support services to personnel and visitors. The role involves performing professional, clerical, and technical duties as assigned, with a defined level of independence in decision-making, based on demonstrated ability and judgment.

RESPONSIBILITIES:

1. ADMINISTRATION

Supervises and operates the library and provides library services to personnel and visitors:

a) Supervises library and staff, directing all library workflow, day-to-day tasks, and projects.

b) Prepares and disseminates information to personnel as assigned.

c) Directs gathering and preparation of library’s financial, statistical, and analytical information by Library Technicians, reviews monthly and forwards information to the Library Manager.

d) Oversees staff members’ collection of fine, coffee, and used items’ sale monies and transfer to Library Manager.

e) Receives SC library’s monthly financial, statistical, and analytical information and combines with library’s monthly information to create monthly reports; reports presented to Library Manager for review and use in department planning, reporting, and meetings.

g) Utilizes and maintains a variety of audio-visual and office equipment.

h) Prepares weekly work schedules and sign time sheets for library staff.

i) Assumes responsibility for all library property and all catalogued Library inventory.

j) Responsible for library building maintenance (building exterior and library interior), raising and tracking work orders for required repairs.

k) Under the guidance of the Library Manager, hires, trains, and evaluates full time staff.

l) Gives briefings to personnel and represents library at events as directed by Library Manager.

m) Hosts and administers library programs (book discussions, recreational programs, library literacy, etc.) as directed by Library Manager.

n) Ensures Protection procedures are carried out by all library staff and customers during drills and emergencies.

o) Ensures application of library policies and procedures.

2. CIRCULATION SERVICES AND COLLECTION MANAGEMENT

Maintains an environment that encourages library use through strong customer service and a well-maintained and utilized collection:

a) Operates the circulation desk as needed.

b) Creates, updates, and deletes patron and loan records, assisting Library Manager in Integrated Library Service (ILS) database maintenance.

c) Follows established library procedures and as directed by the Library Manager regarding customer clearances, delinquent accounts, and remote site accounts.

d) Assists the Library Manager in maintaining the library collection in accordance with standard library filing and deselection rules. Follows established library procedures for withdrawing materials and directs library staff in processing weeded materials for disposal.

e) Assists patrons in the use of the ILS online catalog and online resources upon request.

f) Manages library customers’ hold, and reserve requests and fulfills requests from SC Library.

g) Manages materials displays and creates bibliographies and shelf lists as needed.

3. TECHNICAL SERVICES

Assists Library Manager in maintaining an accurate ILS database of MARC records and correctly processed physical library collection for ease of customer use:

a) Edits VERSO ILS item records for library materials as needed.

b) Under oversight of Library Manager, creates or edits short MARC records for both libraries’ new materials, saving data to catalog via ILS interface.

c) Receives new materials from SC Library; Directs and examines physical preparation and processing of new items by library staff, corrects errors as needed, and distributes to Library staff for shelving or placement on displays.

d) Edits and updates MARC records for electronic resources at direction of the Library Manager.

e) Directs library staff in repair of damaged library materials.

4. Performs other duties as assigned by the librarian.

POSITION REQUIREMENTS QUALIFICATIONS AND EXPERIENCE:

• Four-year university degree in library science or a related field.
• Minimum 3 years related experience in a supervisory or leadership role.
• Demonstrated competency and extensive knowledge of the principles and practices of library service including current library automation systems.

SKILLS:

• Position requires a strong commitment to customer service, the ability to work with individuals from diverse cultural backgrounds, a basic knowledge of western literature and culture
• Computer literacy to include use of common MS Office Suite, online public access catalogs, on-line searching, and library databases.
• Familiarity with copy cataloging using AACR2R and MARC record format and ability to edit MARC records are definite assets.

LANGUAGES:

Knowledge of Spanish is desirable.

Fluent spoken and written English.

Location: El Gorah, Sinai, Egypt