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employee experience lead

البنك التجاري الدولي

<div></div><div><div>Description<div><div> 
Internal 
</div></div> 
 
Job Purpose:
To support building a strong Employee Experience strategy through developing and implementing Employee Engagement initiatives, as well as designing and implementing Employee Recognition Programs, in addition to managing the HR Help Desk to resolve CIB employees&rsquo; HR inquiries in line with the approved policies.
Job Description:
HR Communication
1.Develop and deliver the organization&rsquo;s HR engagement initiatives, planning and calendar of activity to support the organization&rsquo;s goals through overseeing our established internal communications channels (e.g. promotions/new appointments, organization restructuring, new programs and human capital initiatives, etc&hellip;).
2.Handle the logistics of Town Halls, Focus Groups, pulse surveys and other means to increase awareness of HR activities and policies to drive employees&rsquo; performance and maintain transparency.
Employee Engagement
3.Ensure the coordination of monthly/quarterly/annual recognition awards are aligned to CIB values, in order to acknowledge achieving employees and to increase employees&rsquo; satisfaction and productivity.
4.Develop and execute the employee engagement strategy through working closely with HR Teams and key stakeholders, to deliver high quality employee engagement activities to support achieving organization&rsquo;s goals.
5.Design, implement and analyse results of employee engagement surveys and other engagement initiatives, to drive organizational effectiveness.
6.Ensure continuous monitoring of the employees feedback through pulse surveys, to ensure high level of employee engagement and to generate insights that help create meaningful changes.
HR Help Desk &ldquo;Ask HR&rdquo;
7.Engage, coach and develop HR Help Desk team, to meet our employees&rsquo; needs with a customer excellence service focus.
8.Maintain quality centric controls, to ensure a positive employee experience by consistently monitoring management of calls, tickets and any other channels used by HR Help Desk team.
9.Monitor escalation of queries to improve front line services and support
10.Communicate HR policies and program changes to the HR Help Desk team in a timely manner, to ensure alignment.
11.Build and maintain collaborative partnerships with the HR teams and other key stakeholders, to ensure smooth communication.
12.Utilize technology to improve service delivery and overall customer service ensuring feedback/customer satisfaction is measured and monitored.
13.Pro-actively identify potential issues, concerns and opportunities, and work with key stakeholders to develop plans that address key issues.
Employee On-boarding
14.Design and develop new hires on-boarding process to ensure having a smooth journey.<div> 
</div></div><div>
Qualifications<div></div> 
Qualification &amp; Experience
Bachelor&rsquo;s Degree in Organizational Development, Business Administration, or equivalent
Minimum 6 &ndash; 8 years of progressive experience in HR or employee engagement.
Demonstrated analytical and problem solving skills sufficient to identify needs conduct research and develop innovative proposals, solutions, and programs 
Skills
Excellent command of English &amp; Arabic Languages
Good understanding of MS Office applications
Managerial &amp; negotiation skills
Excellent communication skills
Planning and organizing skills<div> 
</div></div><div>
Primary Location: Egypt-Giza-SMART VILLAGE BLDG. 4</div><div>
Job: Back Office</div><div>
Organization: CEO AREA</div><div>
Shift: Day Job</div><div>
Job Type: Full-time Employee</div></div>

EMPLOYEE EXPERIENCE LEAD

M squared

<div>
 
 
 Job Purpose:
 
 
 
 To strategically lead the talent management function in alignment with the organization&rsquo;s vision and business objectives. This role is instrumental in embedding a high-performance culture, driving organizational capability, and shaping the employee experience. The Talent Management Assistant Manager works closely with leadership to manage performance frameworks, implement Balanced Scorecards, attract top talent, and drive continuous development and engagement initiatives. The role also contributes to workforce planning and succession strategies that ensure long-term business sustainability.
 
 
 
 
 
 
 Job Responsibilities:
 
 
 <ul>
 <li>
 Lead the organization-wide performance management strategy using Balanced Scorecards (BSC) to align individual and departmental goals with corporate objectives.
 </li>
 <li>
 Partner with senior leadership to translate business goals into measurable KPIs across departments.
 </li>
 <li>
 Oversee the full performance cycle, including cascading objectives, quarterly check-ins, and annual reviews.
 </li>
 <li>
 Analyze performance data to identify organizational trends, skill gaps, and business risks; provide strategic insights to management.
 </li>
 <li>
 Develop performance calibration processes.
 </li>
 <li>
 Collaborate with department heads to forecast talent needs, ensuring alignment with business growth and restructuring plans.
 </li>
 <li>
 Lead strategic sourcing initiatives to attract high-caliber candidates, leveraging data, employer branding, and university partnerships.
 </li>
 <li>
 Monitor and improve time-to-fill and quality of hire through dashboards and analytics.
 </li>
 <li>
 Lead high-impact internship programs and build long-term talent pipelines from top-tier institutions.
 </li>
 <li>
 Design and monitor an integrated onboarding experience that drives early engagement, productivity, and cultural alignment.
 </li>
 <li>
 Develop and implement strategic internal communication plans that reinforce business direction, culture, and leadership alignment.
 </li>
 <li>
 Lead company-wide engagement initiatives, such as pulse surveys, town halls, and cultural activation campaigns.
 </li>
 <li>
 Design and execute employee engagement events that drive collaboration, wellness, and retention.
 </li>
 <li>
 Lead the identification and development of high-potential employees and successors for critical roles.
 </li>
 <li>
 Contribute to the design of learning and development programs that support technical, leadership, and behavioral competencies.
 </li>
 <li>
 Maintain development records and track career growth progression to inform strategic HR planning.
 </li>
 </ul>
 
 
 
 
 
 Job Requirements:
 
 
 <ul>
 <li>
 Bachelor's degree in Business Administration or any related field (HR certification or diploma preferred).
 </li>
 <li>
 9&ndash;10 years of HR experience with a focus on talent management, performance strategy, and development.
 </li>
 <li>
 Solid experience implementing and managing Balanced Scorecards and organizational KPIs.
 </li>
 <li>
 Strong business acumen with the ability to align talent initiatives to strategic goals.
 </li>
 <li>
 Exceptional analytical and problem-solving skills with advanced Excel and HR systems proficiency.
 </li>
 <li>
 Proven track record in driving cross-functional initiatives and stakeholder alignment.
 </li>
 <li>
 Outstanding communication, influence, and change management skills.
 </li>
 </ul>
</div>

Talent Management Assistant Manager

General Motors (GM)

<div>Job Description
The Role:
 
The Industrial Engineer applies industrial engineering principles and GM Manufacturing System tools to improve safety, quality, cost, delivery, and employee engagement. The role independently leads OPEX and continuous improvement initiatives, supports manufacturing teams, and delivers measurable improvements in throughput, efficiency, and cost.
 
 
What You'll Do:
<ul><li>Optimize sequence of operations and production workflows to improve throughput, balance lines, and eliminate non-value-added activities.
</li><li>Lead Operational Excellence (OPEX) projects to drive cross-functional waste elimination and sustainable cost reduction.
</li><li>Develop and maintain manpower &amp; operating plans based on takt time, demand, and standard work to ensure optimal resource utilization.
</li><li>Track &amp; report MFG performance scorecards to leadership and global team.
</li><li>Design and implement metrics to monitor schedule adherence, production performance, and identify operational risk areas.
</li><li>Drive efficiency improvements through lean manufacturing tools, waste elimination, and process re-engineering
</li><li>Perform data analysis to establish shop-floor performance metrics and support fact-based decision-making
</li><li>Provide industrial engineering technical support to manufacturing, maintenance teams, production supervisors, and associates
</li><li>Lead downtime investigation, analysis, and reporting; facilitate structured problem-solving for top downtime contributors.
</li><li>Manage &amp; Process cost recovery related to supplier-caused downtime.
</li><li>Track manufacturing lead time and lead initiatives to reduce end-to-end production cycle time.
</li><li>Coach salaried and hourly employees in lean manufacturing principles and continuous improvement methodologies
</li><li>Lead throughput improvement initiatives by identifying constraints and improving line balance and capacity utilization
</li><li>Evaluate Continuous Improvement (CI) suggestions and manage the CI suggestion program to drive employee engagement and results.
</li><li>Manage and maintain IE related systems.
</li><li>Conduct GMS calibrations and audits to identify system gaps and areas of improvement.
</li><li>Improve and automate business &amp; GMS systems utilizing Microsoft Power Apps. 
</li></ul> 
 
Your Skills &amp; Abilities (Required Qualification)
 
Educational and Experience Background:
<ul><li>Bachelor&rsquo;s degree in Industrial Engineering, Production Engineering, or Mechanical Engineering.
</li><li>Minimum 2 years of experience in industrial engineering, continuous improvement, operational excellence, or production engineering.
</li><li>Experience in applying lean six sigma tools to drive waste elimination.
</li><li>Proven history of leading OPEX projects with cost benefit impact.
</li></ul>Technical Skills:
<ul><li>Time studies, work measurement, and standard work development.
</li><li>Takt time calculation and capacity planning.
</li><li>Manufacturing flow design and optimization.
</li><li>Waste identification and elimination (8 wastes)
</li><li>Lean manufacturing tools (5S, SMED, Kaizen, Kanban, Poka‑Yoke)
</li><li>Six Sigma tools and methodologies (DMAIC, basic statistical analysis)
</li><li>Throughput and constraint analysis (bottleneck management)
</li><li>Root cause analysis (5 Whys, Fishbone, A3 problem solving)
</li><li>Continuous Improvement (CI) project evaluation and benefit tracking.
</li><li>Microsoft Office &amp; Power Apps. 
</li></ul> 
Competencies:
<ul><li>Strong cross-functional collaboration with manufacturing and support teams.
</li><li>Clear and effective communication of technical information.
</li><li>Ability to influence and drive change without direct authority.
</li><li>Skilled in facilitating problem-solving and improvement discussions.
</li><li>Coaching mindset when working with salaried and hourly employees.
</li><li>Strong stakeholder management and relationship-building skills.
</li><li>Strong written and verbal communication skills in English.
</li></ul>&amp;#xa;&amp;#xa;&amp;#xa;&amp;#xa;
About GM
Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.
Why Join Us
We believe we all must make a choice every day &ndash; individually and collectively &ndash; to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.
Non-Discrimination and Equal Employment Opportunities
General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.
 
 
We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire .
Accommodations
General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.</div>

Industrial Engineer

Mövenpick

<div>Company Description 
The Mövenpick Hotel Cairo-Media City is located in the vibrant 6th of October City, offering easy access to Cairo's attractions and just a short distance from Cairo International Airport. The hotel is in close proximity to iconic landmarks like the Great Pyramids of Giza and Sphinx, Dream Park, and a 27-hole golf course. The hotel's unique location alongside Media Production City studios provides guests with a blend of fantasy and tradition, creating a memorable experience. 
 
 
Job Description 
We are seeking a highly skilled and experienced Assistant Director of HR to join our team in 6th of October City, Egypt. In this key leadership role, you will work closely with the HR Director to develop and implement strategic HR initiatives that align with our organization's goals and values.<ul><li>
Assist in developing and executing HR strategies and policies across the organization</li><li>
Oversee daily HR operations, including recruitment, onboarding, performance management, and employee relations</li><li>
Collaborate with department heads to identify and address HR-related issues and opportunities</li><li>
Lead and mentor a team of HR professionals, fostering their growth and development</li><li>
Manage the implementation and optimization of HR systems and processes</li><li>
Ensure compliance with Egyptian labor laws and regulations</li><li>
Develop and implement employee engagement and retention programs</li><li>
Assist in budget planning and resource allocation for the HR department</li><li>
Conduct regular HR audits and provide recommendations for improvement</li><li>
Serve as a key advisor to senior management on HR matters and organizational development</li></ul> 

Qualifications 
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred</li><li>
7+ years of progressive HR experience, including 3+ years in a managerial HR role</li><li>
Professional HR certification (e.g., SHRM-CP, PHR) preferred</li><li>
In-depth knowledge of Egyptian labor laws and regulations</li><li>
Strong proficiency in HR management software and Microsoft Office Suite</li><li>
Excellent leadership and team management skills</li><li>
Outstanding communication and interpersonal abilities</li><li>
Proven track record in strategic planning and implementation</li><li>
Strong problem-solving and decision-making skills</li><li>
Experience in performance management and employee relations</li><li>
Expertise in recruitment and talent acquisition strategies</li><li>
Ability to handle confidential information with discretion and professionalism</li><li>
Fluency in English and Arabic (both written and spoken)</li></ul></div>

Assistant Director of People & Culture

Magnet

<div>
 
 
 Employer Overview
 
 
 
 A leading agricultural and export company, specializing in cultivating and exporting high-quality fresh produce, including potatoes and citrus. The organization operates its own farms, ensuring full control over the production process&mdash;from soil preparation to post-harvest handling&mdash;while maintaining world-class quality standards through continuous improvement and certified operational procedures.
 
 
 
 
 
 
 Job Summary
 
 
 
 The HR Manager plays a key role in aligning human resources strategies with business objectives in a dynamic agricultural environment. This includes managing large-scale workforce operations, ensuring compliance with labor regulations, and driving organizational development initiatives to support productivity, sustainability, and business growth.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Update and align HR policies and procedures with the company strategy and vision.
 </li>
 <li>
 Lead, supervise, and develop the HR team.
 </li>
 <li>
 Design and implement the company&rsquo;s annual recruitment plan.
 </li>
 <li>
 Regularly update and maintain the company&rsquo;s organizational structure.
 </li>
 <li>
 Oversee the full recruitment process, including job postings, candidate selection, and onboarding.
 </li>
 <li>
 Monitor and analyze periodic HR reports to support decision-making.
 </li>
 <li>
 Identify training needs, prepare training plans, and follow up on execution.
 </li>
 <li>
 Develop and update compensation and benefits structures in line with market trends and company goals.
 </li>
 <li>
 Ensure compliance with labor laws, social insurance regulations, and company policies.
 </li>
 <li>
 Resolve labor disputes while safeguarding the rights of both employees and the company.
 </li>
 <li>
 Build effective communication channels between management and employees.
 </li>
 <li>
 Develop and maintain a robust performance management system.
 </li>
 <li>
 Supervise and ensure the accuracy of employee records in compliance with legal requirements.
 </li>
 </ul>
 
 
 
 
 
 Minimum Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration, Human Resources, or related field (HR certifications are a plus).
 </li>
 <li>
 10+ years of progressive HR experience, with at least 3 years in a managerial role.
 </li>
 <li>
 Strong knowledge of labor laws, social insurance, and compliance requirements.
 </li>
 <li>
 Proven experience in recruitment, training &amp; development, compensation, and employee relations.
 </li>
 <li>
 Excellent leadership, communication, and problem-solving skills.
 </li>
 <li>
 Experience in agriculture, FMCG, or export sectors is a plus.
 </li>
 </ul>
 
 
</div>

Human Resources Manager

<div>Company Description 
The Mövenpick Hotel Cairo-Media City is located in the vibrant 6th of October City, offering easy access to Cairo's attractions and just a short distance from Cairo International Airport. The hotel is in close proximity to iconic landmarks like the Great Pyramids of Giza and Sphinx, Dream Park, and a 27-hole golf course. The hotel's unique location alongside Media Production City studios provides guests with a blend of fantasy and tradition, creating a memorable experience. 
 
 
Job Description 
We are seeking an innovative and goal-oriented Learning &amp; Development Manager to join our dynamic team in 6th of October City, Egypt. As a key member of our Human Resources department, you will be responsible for developing and implementing strategic learning initiatives that drive organizational growth and employee performance.<ul><li>
Design and execute a comprehensive annual Learning &amp; Development strategy aligned with organizational objectives and industry best practices</li><li>
Conduct thorough training needs analyses across all departments to identify skill gaps and development opportunities</li><li>
Develop and deliver engaging training programs that enhance employee skills, performance, and career growth</li><li>
Implement and manage a Learning Management System (LMS) to streamline training delivery and track employee progress</li><li>
Collaborate with department heads to create tailored development plans and succession strategies</li><li>
Facilitate leadership development programs to nurture high-potential employees and strengthen the organization's talent pipeline</li><li>
Measure and analyze the effectiveness of training initiatives, providing regular reports on key performance indicators</li><li>
Stay current with industry trends and innovative learning methodologies to continuously improve our L&amp;D offerings</li><li>
Foster a culture of continuous learning and development throughout the organization</li><li>
Manage the L&amp;D budget, ensuring cost-effective allocation of resources for maximum impact</li></ul> 

Qualifications 
<ul><li>
Bachelor's degree in Human Resources, Organizational Development, or a related field; Master's degree preferred</li><li>
Minimum of 6 years of experience in Learning &amp; Development, with at least 2-3 years in a managerial role</li><li>
Proven track record of designing and implementing successful L&amp;D strategies in a corporate environment</li><li>
Strong knowledge of adult learning principles, instructional design, and training methodologies</li><li>
Excellent facilitation, coaching, and presentation skills</li><li>
Proficiency in Learning Management Systems (LMS) and e-learning authoring tools</li><li>
Certification in Learning &amp; Development or Training (e.g., ATD, CPLP) is highly desirable</li><li>
Outstanding written and verbal communication skills in English; additional languages are a plus</li><li>
Demonstrated ability to lead and inspire multicultural teams</li><li>
Strong analytical and problem-solving skills with a data-driven approach to decision-making</li><li>
Proficiency in Microsoft Office Suite and relevant HR/L&amp;D software</li><li>
Ability to work effectively in a fast-paced, dynamic environment</li><li>
Excellent project management and organizational skills</li><li>
Passion for continuous learning and staying updated on industry trends and best practices</li></ul></div>

Learning & Development Manager

IFFCO Group

<div>
 
 
 Job Summery :
 
 
 <ul>
 <li>
 To lead the Human Resource Management function for assigned business unit(s) and/or business group by formulating Human Resource strategies, systems and processes that help the group meet its goals and objectives and thus facilitate individual growth, motivation and development
 </li>
 <li>
 To undertake overall responsibility for staff welfare, administration and security for the assigned business unit(s) organization.
 </li>
 </ul>
 
 
 Responsibilities :
 
 
 <ul>
 <li>
 Develop Human Resources budget for the assigned BU and ensure adherence to the same
 </li>
 <li>
 Contribute to development of the annual business plan for the BU organization by giving inputs on manpower, wage costs, training costs and costs of other HR initiatives
 </li>
 <li>
 Drive cost savings by deployment of efficient recruitment and training strategies, manpower studies and productivity enhancement
 </li>
 <li>
 Responsible for aligning the HR strategy to the overall BU strategy and priorities.
 </li>
 <li>
 Ensure succession planning for all critical positions within the assigned BU
 </li>
 <li>
 Conceptualize Business Segment level change initiatives to constantly remain best in class
 </li>
 <li>
 Work closely with the Senior Leadership to develop business continuity plans, by developing contingency mechanisms around competency availability, people and policies
 </li>
 <li>
 Guide and support the Business Unit HR team in enforcement of all Group level HR policies and procedures
 </li>
 <li>
 Oversee design of initiatives to enhance the motivation and employee satisfaction levels for the BU workforce.
 </li>
 <li>
 Understand the pulse of the BU workforce through regular interaction with employees
 </li>
 <li>
 Support the corporate HR team and Business Unit HR team in carrying out induction of the organization.
 </li>
 <li>
 Study the manpower deployment for the BU organization based on the internal and external manpower productivity metrics and recommend suitable changes
 </li>
 <li>
 Assist the senior management on a wide range of critical people issues like top management selection and development, executive compensation, leadership development, succession planning for critical jobs and critical issues related to employee relations
 </li>
 <li>
 Support Corporate HR and CoEs in implementation of Performance Management System at corporate office and units to facilitate objective definition and measurement of employees&rsquo; performance and link PMS to other HR systems such as training and rewards
 </li>
 <li>
 Drive leadership pipeline development for the BU through succession planning and identification of top talent within the organization
 </li>
 <li>
 Collaborate with the Corporate L&amp;D team and the BU leadership in design and deployment of the Capability building to ensure manpower productivity and engagement
 </li>
 <li>
 Support the Corporate HR and CoEs in design, development and roll-out of compensation &amp; benefit policies and guidelines, compensation structure and incentive programs
 </li>
 <li>
 Support Target delivery for all BU team members including ensuring awareness, appreciation and alignment by the leadership.
 </li>
 <li>
 Review compliance to all legal and statutory requirements for the respective BU organization
 </li>
 <li>
 Review industrial relation issues across all locations dealing with domestic inquiries, discipline management, absenteeism and grievance and recommend process improvements in order to bridge any gaps that may exist
 </li>
 <li>
 Oversee proper functioning of employee grievance redressal system to capture all employee issues and grievances and highlight the same to the senior management team
 </li>
 </ul>
 
 
 
 
 
 Work Experience:
 
 
 
 Minimum of 12+ years of related experience, in a similar role of HR Business Partner, preferably in FMCG sector in Middle-East and North-Africa region. Global / regional / sub-regional experience is must
 
</div>

Head HR & Admin

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