HR Business Partner

Job Title: HR Business Partner – Egypt

Reports to: Head of Human Resources, ACCBC & RR

Business Unit: Egypt

Function: Human Resources

Grade: Hay

Location: Egypt

Purpose of the Job

The HR Business Partner (HRBP) - Egypt is accountable for executing the people agenda for the Egypt business, ensuring talent, performance, culture, engagement, and change initiatives are delivered with integrity, discipline, and speed - in alignment with ACCBC & RR enterprise frameworks as provided by the Head of HR.

The role acts as the on the ground advisor and governance anchor to local leadership, translating central people strategy into effective country execution, while holding the line on policy, cost, data integrity, and ethical decision-making. Specialist design, frameworks, and standards remain centrally owned; execution, coaching, and risk management sit with the HRBP.

Operating Context

Egypt operates within:

• A large, labour-intensive environment with manufacturing and commercial complexity
• Heightened inflation and labour-cost sensitivity
• Strict labour law, documentation, payroll, social insurance, and audit requirements
• Ongoing D365 ERP transformation affecting roles, data, and workflows
• Legacy organisational and grading changes creating exception pressure and data noise

Success in this role requires sound judgement, moral courage, calm collected emotional maturity and service discipline, balancing responsiveness with long-term workforce sustainability, and a mindset that is part of solutioning.

Key Roles and Responsibilities

A. Business Partnership & Workforce Planning

• Act as the people advisor to Egypt BU leadership
• Lead country workforce planning inputs into the LRP, ensuring headcount (FTE & CW) and labour costs remain within approved parameters
• Translate enterprise org design and workforce frameworks into executable local plans
• Identify productivity, capability, and structural risks early and propose mitigations
• Provide governance over workforce-related operational pressures (unbudgeted hires, CW fluctuations, overtime exposure)

B. Talent Management & Capability Development

• Drive execution of talent management frameworks (talent reviews, succession inputs, development actions)
• Identify critical roles, bench gaps, and succession risks across manufacturing, logistics, and commercial teams
• Partner with leaders on development actions, internal mobility, and capability uplift
• Embed merit-based, capability-led progression over role inflation
• Ensure probation outcomes, contract renewals, and progression decisions are disciplined and evidence-based (execution via Ops)

C. Recruitment & Appointment Governance

• Own recruitment execution in country and offers for frontline to supervisory roles within approved budgets and grades
• Partner with BU leaders on mid-management hiring and interviews
• Validate requisitions, JO requests, position codes, and offers against grading, policy, and labour cost frameworks aligning imminently with the center for ensured org architecture integrity
• Govern hiring volumes, agency usage, and cost exposure in alignment with central recruitment
• Escalate senior, exception, or risk cases for central sign-off
• Oversee onboarding, quality, and assimilation outcomes (administrative execution via Ops)

D. Performance, Engagement & Culture

• Drive disciplined performance cycles (goal setting, reviews, calibrations, close-out)
• Coach leaders on feedback, accountability, and performance conversations
• Lead local engagement initiatives (plant, logistics, commercial) aligned to enterprise culture priorities
• Sponsor engagement events and initiatives delivered operationally by HR Ops
• Monitor engagement signals, sentiment, absenteeism, and behavioural risk indicators

E. Change Management & Adoption

• Act as country change lead for enterprise initiatives (D365, policy changes, workforce model shifts)
• Enable leaders to communicate change clearly and credibly
• Partner with central Change & Performance teams on resistance management
• Track adoption metrics (process compliance, data accuracy, behavioural adherence)

F. Employee Relations, Legal & Ethical Governance

• Act as escalation point for ER cases, grievances, disciplinary actions, and penalties
• Govern investigations handled operationally by HR Ops and Legal
• Manage local legal cases with in-country Legal teams, ensuring alignment to group guidelines and central repositories
• Ensure social insurance, termination, and disciplinary actions are defensible, consistent, and compliant
• Champion ethical conduct, dignity, and due process

G. HR Data Integrity & Governance Oversight

• Accountable for accuracy of Egypt HR master data (execution via Ops)
• Conduct regular audits across:
• Headcount (FTE & CW)
• Grades and job titles
• Cost centres and entity mapping
• Reporting line
• Validate payroll-related people data before leadership and finance use
• Leverage analytics and AI-enabled tools to identify anomalies, trends, and risks early ensuring
• centralized tools are used as one source of truth and no separate reporting confusion is created

H. Risk & Business Continuity

• Identify workforce, compliance, payroll, CW, and continuity risks early
• Provide governance oversight on high-risk areas (overtime, CW dependency, social insurance, penalties)
• Support crisis and contingency planning
• Escalate material risks with clear, solution-oriented recommendations

Key Performance Indicators (KPIs)

• Headcount (FTE & CW) variance vs LRP
• Labour cost variance vs budget
• Performance cycle completion ≥95%
• Engagement pulse ≥80%
• Policy exception rate <2%
• Master data accuracy ≥98%
• CW cost volatility and overtime risk trending downward

Leadership Attributes

• High integrity and strong moral compass
• Calm, credible, and trusted under pressure
• Service-oriented without compromising standards
• Courage to challenge constructively
• Proactive, improvement-minded, and accountable

Direct Reports (if Any)

None