Human Resources Business Partner - Hospitality - Egypt

Job Purpose

Plays a crucial role in driving HR excellence, business alignment, and organizational effectiveness by providing strategic leadership, guidance, and support to business leaders and HR professionals across the organization.

By leveraging HR expertise, business acumen, and relationship-building skills, they help shape a high-performance culture and contribute to the achievement of business goals and objectives.

Qualifications

• Bachelor’s degree in human resources, business administration, or a related field.
• Master of Business Administration (MBA), Master of Science in Human Resources Management (MSHRM) are preferred.

Experience

• At least 10 years of experience in progressively responsible HR roles.
• Experience in hospitality is a must

Roles , Responsibilities, Duties

Business Partnership and Relationship Management

• Serve as a strategic advisor and business partner to senior leadership, department heads, and line managers, providing HR guidance, insights, and solutions to address business challenges and opportunities.
• Build and maintain strong relationships with key stakeholders, fostering collaboration, trust, and credibility across the organization.

Talent Management and Development

• Lead talent management initiatives, including workforce planning, succession planning, talent acquisition, talent development, and performance management, to ensure the organization has the right talent in place to drive business growth and innovation.
• Partner with business leaders to identify talent gaps, develop talent pipelines, and implement strategies to attract, retain, and develop top talent.

Performance Management

• Support the performance management process, including goal setting, performance reviews, and feedback mechanisms.
• Provide guidance to managers on addressing performance issues and implementing improvement plans.

Employee Relations and Engagement

• Oversee employee relations activities, ensuring fair and consistent application of HR policies, procedures, and practices to promote a positive work environment and mitigate risks.
• Drive employee engagement initiatives, including employee feedback mechanisms, recognition programs, and cultural initiatives, to enhance employee satisfaction, morale, and retention.

HR Metrics and Analytics

• Develop and utilize HR metrics, data, and analytics to measure the effectiveness of HR programs and initiatives, identify trends, and make data-driven recommendations for continuous improvement.
• Monitor key HR metrics such as turnover, retention, engagement, and productivity, providing insights and recommendations to senior leadership to inform decision-making.

Compliance and Risk Management

• Ensure HR policies, practices, and processes are compliant with relevant laws, regulations, and industry standards, minimizing legal and compliance risks for the organization.
• Partner with legal and compliance teams to address employee relations issues, investigations, and other HR-related risks in a timely and effective manner.

Representation and Advocacy

• Represent the HR function internally and externally, serving as an advocate for HR policies, practices, and initiatives that support employee well-being, diversity, equity, and inclusion.
• Participate in industry forums, conferences, and networking events to stay abreast of HR trends, best practices, and innovations, and to enhance the organization’s reputation as an employer of choice.