talent acquisition specialist Jobs in Giza Egypt

talent acquisition specialist

talent acquisition manager Jobs in Giza Egypt

talent acquisition manager

head of talent management

Halan - حالا

<div>
 
 
 Job Summary
 
 
 
 
 
 
 
 As a key leader within the People &amp; Culture, the Head of Talent Management is responsible for building and executing talent strategies that support the MNT-Halan&rsquo;s strategic priorities, regulatory expectations, and risk-aware culture. This role leads core areas such as organizational development (OD), performance management, succession and retention planning, competency frameworks, and role clarity. The successful candidate will play a critical role in shaping a high-performing, future-ready workforce in alignment with the our mission and values.
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 1. Organizational Development (OD)
 
 
 
 
 &bull; Lead organizational development initiatives that drive cultural alignment, business transformation, and employee engagement within a regulated financial environment.
 
 
 
 
 &bull; Advise leadership on organizational design, capability building, and change
 
 
 
 
 readiness to support agile banking operations.
 
 
 
 
 2. Job Description Management
 
 
 
 
 &bull; Oversee the development and maintenance of a centralized, auditable job description database in alignment with internal governance and regulatory compliance.
 
 
 
 
 &bull; Ensure consistency in role definitions across the organization to support internal mobility, audits, compensation benchmarking, and operational clarity.
 
 
 
 
 3. Performance Management Framework
 
 
 
 
 &bull; Design and execute a performance management cycle that supports a culture of accountability, continuous feedback, and regulatory alignment.
 
 
 
 
 &bull; Implement key performance indicators (KPIs) and behavior-based assessments to evaluate and reward performance effectively.
 
 
 
 
 &bull; Equip leaders with tools and frameworks to have impactful performance and development conversations.
 
 
 
 
 4. Competency Frameworks &amp; Role-Based Capabilities
 
 
 
 
 &bull; Develop and implement comprehensive technical and behavioral competency models tailored to key banking functions (e.g., risk, compliance, digital banking, treasury, branch operations).
 
 
 
 
 &bull; Integrate competencies with performance reviews, promotions, L&amp;D, and succession planning frameworks.
 
 
 
 
 5. Succession Planning
 
 
 
 
 &bull; Lead enterprise-wide succession planning to ensure leadership continuity in mission-critical roles.
 
 
 
 
 &bull; Partner with business units to identify high-potential talent and develop individualized development plans.
 
 
 
 
 &bull; Ensure plans align with regulatory and internal governance expectations (e.g., key person risk).
 
 
 
 
 6. Retention &amp; Talent Risk Planning
 
 
 
 
 &bull; Develop data-driven retention strategies focused on top performers, high potentials, and critical roles in high-demand fintech segments.
 
 
 
 
 &bull; Monitor internal talent risk indicators and provide early interventions for at-risk populations.
 
 
 
 
 7. Talent Analytics &amp; Reporting
 
 
 
 
 &bull; Leverage workforce data and talent analytics to inform decisions, track progress on strategic talent initiatives, and report to senior leadership and board committees.
 
 
 
 
 &bull; Ensure alignment with financial services regulatory reporting standards where applicable.
 
 
 
 
 8. Leadership &amp; Collaboration
 
 
 
 
 &bull; Collaborate with HR Business Partners, Learning &amp; Development, and Recruitment to integrate talent management strategies across the employee lifecycle.
 
 
 
 
 &bull; Act as a strategic advisor to the CHRO and executive team on talent issues that impact business performance and regulatory reputation.
 
 
 
 
 
 
 
 Qualifications
 
 
 
 
 &bull; Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business Administration, or a related field (Master&rsquo;s or MBA preferred).
 
 
 
 
 &bull; 10+ years of progressive HR or Talent Management experience, ideally within banking, financial services, or other regulated industries.
 
 
 
 
 &bull; Proven experience developing performance management systems, succession frameworks, and OD programs.
 
 
 
 
 &bull; Strong understanding of regulatory and governance frameworks affecting talent in the financial sector (e.g., FRA, CBE, internal audit requirements).
 
 
 
 
 &bull; Proficiency in talent management platforms and HR analytics.
 
 
 
 
 &bull; Exceptional communication, facilitation, and stakeholder engagement skills.
 
 
</div>

Head of Talent Management

البنك التجاري الدولي

<div></div><div><div>Description<div></div> 
Job Purpose: 
To drive sustainability strategic thinking and futuristic trends to inspire and support CIB&rsquo;s LOB in enhancing revenue Generation (inclusive growth) through developing financial instruments that contribute to climate-resilient growth, sustainable value creation and develop and concur ESG products to enhance the overall ESG rating of CIB loan portfolio with relevant unit.
Identify and assess global sustainable finance frameworks published from the development partners related to Sustainable Finance and initiate with different lines of business to meet the bank&rsquo;s commitment in reducing/increasing the negative/positive impacts of specific sectors. 
Key Accountabilities: 
Sustainability Finance Strategies
1. Oversee ESG trends and innovation to feed in the formulation of sustainable finance strategy that helps identify CIB&rsquo;s growth potential in context of Economic, Environmental, Social &amp; Governance (EESG) considerations.
2. Ensure that CIB&rsquo;s external sustainability initiatives are well endorsed and synchronized with bank&rsquo;s strategic imperatives.
3. Design segment-focused &amp; specialized lending solutions from technical and financial perspective, through introducing new programs/partnerships/initiates with external stakeholders such as donor funds, MDB and other development public/private institutions, to align with Egypt&rsquo;s 2030 national strategy.
4. Identify and assess global sustainable finance frameworks published from the development partners related to Sustainable Finance and initiate the internally processes with different LOB and obtain the relevant approvals to participate in the framework.
5. Support the LOBs in identifying and expanding in the positive ESG impactful sectors and mitigate the negative impactful sectors within CIB&rsquo;s portfolio.
6. Track and report integration and alignment of SF Strategy and Corporate objectives.
7. Coordinate with the Head of E&amp;S Management and Sustainability Systems in setting E&amp;S KPIs and improve ESG performance of bank&rsquo;s functions, through Identifying measurable benefits - alongside long-term risks and opportunities -to ensure that the strategy is resilient, and creates real value for the bank and society
8. Establish relationship with network of local and regional stakeholders (Development Financial Institutions, Governmental institute, research institute, Federations, ect&hellip;. in the field of sustainability to ensure continued sustainable growth.
Sustainability Finance Innovation
9. Research new Sustainable Finance concepts to ensure CIB is applying best global practices.
10. Enact &amp; work closely with LOBs to adopt initiatives that innovate new instruments and services that address the ESG pillars
11. Encourage research and develop innovation awards for external stakeholders, to position in the bank as a trendsetter in the fiel of innovation and sustainability.
12. Coordinate with the Head of E&amp;S Management and Sustainability Systems in the integration of the ecological (land, water &amp; Carbon) footprint through several initiatives such as reducing water usage at leased and owned offices, improve re-use and recycling practices so as to generate as little solid waste as possible,
ESG Data Digitization:
13. Initiate and coodrdinate efforets with relevant stakeholders to enact the digitization of ESG data reporting and all relevant frameworks and ESM standards.
Revenue Generation
14. Investigate Sustainability Funding Resources and opportunities in order to facilitate innovative financial instruments to support green growth for CIB
15. Work closely with the direct investment team to integrate the ESG principles in CIB investment projects<div> 
</div></div><div>
Qualifications<div></div> 
Qualifications &amp; Experience:
&#61607; Bachelor&rsquo;s degree of Commerce, Business Administration, Accounting or its equivalent
&#61607; Post graduate degree in strategic Management / sustainability / finance disciplines is a plus
&#61607; Minimum 15 &ndash; 20 years of experience in Banking &amp; finance (Corporate/Retail), Sustainable development, Futurologist, Business Acumen, Strategy development
Skills:
&#61607; Excellent command of English and Arabic languages
&#61607; Good understanding of MS Office applications
&#61607; Research Skills
&#61607; Digitally Savvy
&#61607; Tracing trends &amp; business opportunities
&#61607; Intellectual skill for technical innovation
&#61607; Strategic thinking
&#61607; Cross sectoral knowledge
&#61607; Communication &amp; presentation skills
&#61607; Project management<div> 
</div></div><div>
Primary Location: Egypt-Giza-GIZA HEAD OFFICE</div><div>
Work Locations: Nile Tower Building. 21/23 Charles De Gaulle St., Giza P.O. Box 2430</div><div>
Job: Back Office</div><div>
Organization: CEO AREA</div><div>
Shift: Day Job</div><div>
Job Type: Full-time Employee</div></div>

Head of Sustainability Strategy & Innovation

Ethics HR

Job role: Human ResourcesCareer level Director: (10-20 years)Industry: ManufacturingArea: Sheikh Zayed City, New CairoDescriptionStrategic leadership:<ul><li>Develop and implement HR strategies that support overall business objectives. Advise the executive management team on organizational and management issues. Talent management:</li><li>Create and manage strategies for recruiting, developing, and retaining top talent. Implement performance management programs and develop succession plans. Compensation and benefits:</li><li>Evaluate and manage compensation and benefits plans to be fiscally responsible and competitive. Employee relations and culture:</li><li>Foster positive employee relations and build an inclusive company culture. Implement wellness initiatives and other programs to improve employee well-being and engagement. Compliance and governance:</li><li>Ensure all HR practices comply with relevant labor laws and regulations. Organizational development:</li><li>Oversee change management and help shape the organizational structure to support business strategy.</li></ul>Requirements<ul><li>Bachelor's degree from a reputable university.</li><li>A minimum of 15 years of relevant experience.</li><li>Proven experience in managing teams, projects, and individuals is essential.</li><li>Extensive, in-depth knowledge of all HR functions</li></ul>Job Type: Full-time

Chief Human Resources Officer

EVA Pharma

<div>Join EVA Pharma, a leading pharmaceutical company dedicated to empowering the fight for Health and well-being as a fundamental human right. Recognized and certified as a best place to work, we are committed to fostering a supportive and innovative environment for our team members.
Job Summary:
We are seeking a passionate and talented Organizational Development Supervisor to join our dynamic team.
The ideal candidate will contribute to our mission of enhancing human health and well-being, ensuring that we meet the highest standards of excellence in our industry.<h3 class="jobSectionHeader">
Key Responsibilities</h3><ul>
<li>Design and execute OD strategies that align with EVA Pharma&rsquo;s vision, driving organizational effectiveness, cultural transformation, and smooth change management initiatives.
</li><li>Lead talent and leadership development programs by identifying future leaders, supporting succession planning, and collaborating with Learning &amp; Development to enhance employee capabilities.
</li><li>Oversee performance management and engagement processes, ensuring alignment with business goals, providing coaching guidance to managers, and implementing action plans based on engagement insights.
</li><li>Utilize HR analytics and workforce data to identify trends, monitor key metrics (e.g., turnover, engagement, performance), and recommend data-driven solutions to strengthen organizational capabilities.
</li><li>Champion company culture and values through initiatives that foster inclusion, equity, and belonging, while enhancing EVA Pharma&rsquo;s internal culture and external employer brand.
</li><li>Partner cross-functionally with HR and business leaders to ensure cohesive implementation of OD, talent, and engagement strategies that drive long-term organizational success.
</li></ul>Requirements<ul><li>
Bachelor&rsquo;s degree in Business Administration, Human Resources, or a related field; a Master&rsquo;s degree is an advantage.
</li><li>Minimum of four years of progressive experience in organizational development, talent management, or a similar HR role.
</li><li>Strong command of OD methodologies, change management practices, and performance management frameworks.
</li><li>Excellent analytical, problem-solving, and strategic thinking abilities, with a proactive and results-driven mindset.
</li><li>Outstanding communication, interpersonal, and stakeholder management skills, with the ability to influence and collaborate effectively across all levels.
</li><li>Advanced proficiency in HR systems, data analysis, and reporting tools, with proven capability to lead projects and drive change in fast-paced environments.</li></ul></div>

Organizational Development (OD) Supervisor

noon

<div>
 
 
 Job title
 
 : Ads Monetization Executive
 
 
 
 Location
 
 : Head Office, Arkan Plaza, El Sheikh Zayed, Egypt
 
 
 
 
 
 
 About noon
 
 
 
 
 
 
 noon, the region's leading consumer commerce platform. On December 12th, 2017, noon launched its consumer platform in Saudi Arabia and the UAE, expanding to Egypt in February 2019. The noon ecosystem of services now includes marketplaces for food delivery, quick-commerce, fintech, and fashion. noon is a work in progress; we&rsquo;re six years in, but only 5% done.
 
 
 
 
 
 noon&rsquo;s mission: Ring every door, everyday.
 
 
 
 
 
 
 Role Overview:
 
 
 
 
 
 
 We're looking for a data-driven, proactive Ad-Monetization Executive to join our Home &amp; Toys category. You'll play a key role in driving advertising revenue and building strong relationships with brands and sellers across our platform.
 
 
 
 
 
 
 What You&rsquo;ll Do:
 
 
 
 
 
 
 &bull; Identify, onboard, and manage high-potential sellers and brands to join our advertising ecosystem, with a focus on scaling partnerships in the Home &amp; Toys category.
 
 
 &bull; Own and deliver monthly and quarterly revenue targets through effective ad monetization strategies.
 
 
 &bull; Manage end-to-end execution of digital ad campaigns, including homepage banners, sponsored listings, and push notifications.
 
 
 &bull; Continuously monitor and analyze campaign performance (ROAS, CTR, CPC) and provide actionable recommendations to optimize results.
 
 
 &bull; Act as the primary point of contact for advertising partners, conducting regular performance reviews and building strong, long-term relationships.
 
 
 &bull; Maintain a robust pipeline of qualified leads, collaborating with commercial and category teams to convert high-value prospects into active advertisers.
 
 
 &bull; Generate detailed reporting on campaign success, ad slot utilization, and revenue performance while contributing to forecasting and budgeting efforts.
 
 
 &bull; Stay current on digital advertising trends (e.g., influencer marketing, video commerce) and incorporate relevant insights into strategy and execution.
 
 
 
 
 
 
 What You&rsquo;ll Need:
 
 
 
 
 
 
 &bull; 1&ndash;2 years of experience in digital advertising, ad monetization, or media sales, ideally within e-commerce or tech
 
 
 &bull; Bachelor's degree in Marketing, Business, Advertising, or a related field
 
 
 &bull; Experience with platforms like Google Ads, DV360, Meta Ads Manager, and analytics tools such as Google Analytics, Looker, or Tableau
 
 
 &bull; Strong analytical skills with the ability to turn data into actionable insights
 
 
 &bull; Excellent communication and presentation skills
 
 
 &bull; Fluency in Arabic and English is highly preferred
 
 
 &bull; Ability to manage multiple priorities and deliver results in a fast-paced environment
 
 
 &bull; Growth in advertising revenue and partner accounts
 
 
 &bull; Performance of campaigns (ROAS, CTR, CPC)
 
 
 &bull; Number of new brands onboarded
 
 
 &bull; Client retention and satisfaction
 
 
 &bull; Lead pipeline conversion and quality
 
 
 &bull; Quality of reporting and market insights
 
 
 
 
 
 
 Who will excel?
 
 
 
 
 
 
 We&rsquo;re looking for candidates who thrive in a fast-paced, dynamic start-up environment. We&rsquo;re searching for problem solvers, people who operate with a bias for action and have a deep understanding of the importance of resourcefulness over reliance.
 
 
 
 
 
 Candor is our only default. Demanding unequivocal high standards should be non-negotiable because quality matters. We want people who are radically candid, cohorts who commit to settling for nothing but the best - in hiring, in accepting work from colleagues, and in your own work.
 
 
 
 
 
 Ours is not an easy mission, but it is a meaningful one. Every hire must actively raise the bar of talent in the company to help us reach our vision.
 
 
 
 
 
 Is this you?
 
</div>

Ads Operations Executive

Confidential Careers

<div>
 
 
 Job Title:
 
 Talent Acquisition Specialist
 
 
 
 Location:
 
 Egypt
 
 
 
 Reports To:
 
 Talent Acquisition Manager
 
 
 
 
 
 
 Job Purpose:
 
 
 
 The Talent Acquisition Specialist is responsible for managing the full recruitment cycle to attract, identify, and hire top talent that aligns with the company&rsquo;s business goals and culture. This role plays a key part in ensuring timely, high-quality hiring for various departments across the organization, while maintaining an excellent candidate experience and promoting the company&rsquo;s employer brand.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Manage end-to-end recruitment processes for assigned positions, from job posting and sourcing to interviewing, selection, and offer management.
 </li>
 <li>
 Partner with hiring managers to understand role requirements, define hiring criteria, and develop effective sourcing strategies.
 </li>
 <li>
 Utilize various recruitment channels (job boards, LinkedIn, social media, referrals, recruitment agencies, etc.) to attract qualified candidates.
 </li>
 <li>
 Screen and shortlist candidates through CV review and initial interviews, assessing both technical fit and cultural alignment.
 </li>
 <li>
 Schedule and coordinate interviews, ensuring a smooth process and positive experience for candidates and hiring teams.
 </li>
 <li>
 Maintain accurate and up-to-date candidate records and recruitment reports through the company&rsquo;s ATS or HR systems.
 </li>
 <li>
 Support employer branding initiatives, recruitment marketing, and participation in career fairs or industry events.
 </li>
 <li>
 Collaborate with HR and other departments to ensure a smooth onboarding process for new hires.
 </li>
 <li>
 Monitor and analyze recruitment metrics (time-to-fill, source effectiveness, offer acceptance rate, etc.) to improve efficiency.
 </li>
 <li>
 Stay informed about market trends, talent availability, and best practices in recruitment and selection.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 2&ndash;5 years of proven experience in recruitment (preferably in a corporate or large-scale organization).
 </li>
 <li>
 Experience hiring for multiple functions and levels, including technical and non-technical roles.
 </li>
 <li>
 Strong knowledge of sourcing techniques and social media recruiting.
 </li>
 <li>
 Proficiency in using Applicant Tracking Systems (ATS) and MS Office tools.
 </li>
 <li>
 Excellent communication, interpersonal, and negotiation skills.
 </li>
 <li>
 Strong organizational skills with the ability to manage multiple priorities effectively.
 </li>
 <li>
 Fluency in English; Arabic is an advantage.
 </li>
 </ul>
 
 
</div>

Talent Acquisition Specialist

Premier Services and Recruitment

<div>
 
 Key ResponsibiliƟes
 
 
 Developing and implementing HR policies aligned with company goals overseeing recruitment and talent management.
 
 
 Supervise and lead the HR team and related funcƟons including labor relaƟons,administraƟon, and compliance.
 
 
 Lead organizaƟonal restructuring and change management iniƟaƟves.
 
 
 Overhaul HR policies, systems, and ensure compliance with local labor regulaƟons.
 
 
 Develop and implement talent acquisiƟon strategies for all levels,ranging fromthe hiring of labor for operaƟonal funcƟonstosenior hiring.
 
 
 Developand overseeintegrated payroll and performance systems, incorporaƟng KPIs and incenƟve structures.
 
 
 Manage the transportaƟon of labor, including coordinaƟng bus lines with &fllig;eet providers.
 
 
 Establish and manage training, company culture, and succession planning programs.
 
 
 Advise the CEO and execuƟve team on strategic HR maƩers.
 
 
 Collaborating with senior management to align HR strategies with business objectives.
 
 
 Prepare HR budget.
 
 
 Managing employee relations, ensuring legal compliance, and contributing to organizational development.
 
 
 5-10years ofHR directorexperience(minimum 5 years of seniorexperience ina labor-intense industrial &filig;eld).
 
 
 Preferably female, but both genders are acceptable.
 
 
 Strong leadership, communicaƟon, and organizaƟonal development skills.
 
 
 In-depth knowledge of EgypƟan labor law and compliance pracƟces.
 
 
 Proven track record in change management and policy implementaƟon.
 
 
 Experience in organizaƟonal restructuring and development.
 
 
 Bilingual pro&filig;ciency (Arabic and English)as well as Microso&Omacr; Suite pro&filig;ciencyis a must.
 
 
 Experience operaƟng and managing within ERP system&rsquo;s framework.
 
 
 Success Metrics
 
 
 ReducƟon in employee turnover and absenteeism.
 
 
 ImplementaƟon and adopƟon of revised HR policies and systems.
 
 
 E&ffilig;ciency of labor logisƟcs and transportaƟon programs.
 
 
 E&fflig;ecƟve integraƟon of KPIs and performance-based compensaƟon frameworks.
 
 
 Timely and accurate payroll administraƟon and reporƟng.
 
</div>

HR Director Experience in Textiles - Manufacturing industry

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