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Mackenzie Jones Middle East

<div>
 
 
 Human Resources Business Partner &ndash; Egypt
 
 
 
 📍
 
 Cairo, Egypt | Full-Time | On-site
 
 
 
 
 
 
 We are hiring an experienced
 
 Human Resources Business Partner
 
 to lead the people agenda in Egypt for a
 
 multinational, customer-centric organization operating in the services / customer experience industry
 
 , supporting large operational teams and fast-paced environments.
 
 
 
 
 
 This is a
 
 country HR leadership role
 
 , with responsibility for partnering closely with business leaders while overseeing day-to-day HR operations. The role combines
 
 strategic HR partnership with hands-on execution
 
 and requires strong local market knowledge.
 
 
 
 
 
 
 Role Overview
 
 
 
 As HR Business Partner for Egypt, you will:
 
 <ul>
 <li>
 Act as the primary people partner for senior business and functional leaders
 </li>
 <li>
 Manage a local HR team covering
 
 Talent Acquisition, Payroll, and HR Operations
 
 </li>
 <li>
 Drive a consistent, compliant, and high-performance people experience across a workforce
 </li>
 </ul>
 
 The role involves regular engagement with operational sites and requires someone comfortable working
 
 close to the business
 
 .
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 Strategic HR Partnership
 
 
 <ul>
 <li>
 Translate regional HR strategy into practical, local initiatives aligned with business priorities
 </li>
 <li>
 Advise leadership on workforce planning, organization design, and change management
 </li>
 <li>
 Embed a performance-driven and values-led culture
 </li>
 </ul>
 
 
 HR Operations &amp; Compliance
 
 
 <ul>
 <li>
 Oversee payroll, benefits, social insurance, and employee relations activities
 </li>
 <li>
 Ensure full compliance with
 
 Egyptian labor law
 
 and internal/global HR policies
 </li>
 <li>
 Lead HR audits and governance activities
 </li>
 </ul>
 
 
 Talent Acquisition &amp; Workforce Planning
 
 
 <ul>
 <li>
 Lead recruitment for professional and operational roles in collaboration with regional/global TA teams
 </li>
 <li>
 Assess manpower needs, manage headcount, and support succession planning
 </li>
 <li>
 Support interview processes and offer negotiations
 </li>
 </ul>
 
 
 Performance, Engagement &amp; Development
 
 
 <ul>
 <li>
 Lead performance management cycles, PDPs, and PIPs
 </li>
 <li>
 Design and execute employee engagement, wellbeing, and recognition initiatives
 </li>
 <li>
 Identify learning needs and co-own L&amp;D initiatives
 </li>
 </ul>
 
 
 People Leadership
 
 
 <ul>
 <li>
 Lead, coach, and develop a team of HR professionals
 </li>
 <li>
 Drive capability building, succession planning, and team effectiveness
 </li>
 </ul>
 
 
 
 
 
 Candidate Requirements
 
 
 <ul>
 <li>
 
 8&ndash;12 years of progressive HR experience
 
 , with
 
 at least 5 years as an HR Business Partner or HR Manager
 
 </li>
 <li>
 Strong, hands-on experience in
 
 Egyptian labor law, payroll, social insurance, and employee relations
 
 </li>
 <li>
 Proven experience supporting
 
 large, operational, customer-focused organizations (500+ employees)
 
 </li>
 <li>
 Background in
 
 services, customer experience, hospitality, retail, telecom, fintech, or similar industries
 
 </li>
 <li>
 Strong stakeholder management and leadership skills
 </li>
 <li>
 Ability to balance
 
 strategic thinking with operational delivery
 
 </li>
 <li>
 Experience with HR systems such as
 
 SAP SuccessFactors
 
 is an advantage
 </li>
 <li>
 Excellent communication, coaching, and problem-solving skills
 </li>
 </ul>
 
 
 
 
 
 Why Join?
 
 
 <ul>
 <li>
 Country-level HR leadership role with regional exposure
 </li>
 <li>
 Opportunity to shape culture and people strategy in a dynamic, service-driven environment
 </li>
 <li>
 High visibility role with direct impact on business performance
 </li>
 </ul>
 
 
 
 
 *We kindly request that only candidates who meet all the required qualifications apply. This helps us ensure a faster and more focused recruitment process.*
 
</div>

Human Resources Business Partner

Methode Electronics

<div>
 
 
 Job Title: Human Resources Business Partner
 
 
 
 
 
 
 
 Company: Methode Electronics Egypt
 
 
 
 
 
 
 
 Location: Nasr city, cairo, Egypt (on-site)
 
 
 
 
 
 
 
 About us:
 
 
 
 Methode Electronics, Inc. (NYSE: MEI) is a leading global supplier of custom-engineered solutions with sales, engineering and manufacturing locations in North America, Europe, Middle East and Asia. We design, engineer, and produce mechatronic products for OEMs utilizing our broad range of technologies for user interface, LED lighting system, power distribution and sensor applications. Our solutions are found in the end markets of transportation (including automotive, commercial vehicle, e-bike, aerospace, bus, and rail), cloud computing infrastructure, construction equipment, and consumer appliance. Our business is managed on a segment basis, with those segments being Automotive, Industrial, and Interface.
 
 
 
 Job Summary:
 
 
 
 The HR Business Partner (HRBP) serves as a strategic and operational partner to business and operations leaders. The role is responsible for delivering end-to-end HR support while aligning people strategies with business objectives. The HRBP plays a key role in driving organizational effectiveness, employee engagement, and performance within a fast-paced manufacturing environment.
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Partner with business leaders to support organizational change, workforce planning, and performance management initiatives.
 </li>
 <li>
 Lead recruitment, onboarding, and talent acquisition activities to meet operational needs.
 </li>
 <li>
 Manage employee relations matters, including grievances, investigations, and disciplinary actions.
 </li>
 <li>
 Drive employee engagement, retention, and recognition programs across the plant.
 </li>
 <li>
 Support leadership development, training plans, succession planning, and talent reviews.
 </li>
 <li>
 Ensure compliance with local labor laws, company policies, and HR procedures.
 </li>
 <li>
 Oversee HR data, metrics, and reporting to support informed decision-making.
 </li>
 <li>
 Act as a key communication link between employees, line managers, and senior leadership.
 </li>
 </ul>
 
 
 Required Qualifications &amp; Skills:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, or a related field (Master&rsquo;s preferred).
 </li>
 <li>
 Minimum 8 years of HR experience, with at least 5 years in a manufacturing environment (automotive preferred).
 </li>
 <li>
 Strong leadership, communication, and stakeholder management skills.
 </li>
 <li>
 Solid knowledge of Egyptian labor law and HR best practices.
 </li>
 <li>
 Excellent command of English, both written and spoken.
 </li>
 <li>
 Experience with HR systems; Workday experience is an advantage.
 </li>
 </ul>
</div>

Converge

<div>
 
 
 Human Resources Business Partner | Cairo, Egypt
 
 
 
 
 
 
 
 What This Role Is About
 
 
 
 Our client is seeking an on-site
 
 HR Business Partner
 
 based in
 
 Cairo, Egypt
 
 , to work closely with the Factory Manager and operational leadership team, driving the people agenda across a manufacturing environment.
 
 
 
 
 
 This role will act as the main HR point of contact for plant leadership and employees, shaping a high-performance culture and ensuring HR best practices are embedded on the ground.
 
 
 
 
 
 You will lead performance management, employee engagement, and retention initiatives while managing employee relations, investigations, and disciplinary processes.
 
 
 
 
 
 You will also support workforce planning, talent development, onboarding, and training, ensuring compliance with Egyptian labor law and internal HR policies. Using HR data to guide decisions, you will help improve operational effectiveness and strengthen collaboration between factory teams and leadership.
 
 
 
 
 
 
 The Client&rsquo;s Definition of the Ideal Fit
 
 
 
 
 
 <ul>
 <li>
 5&ndash;8 years of HR experience within FMCG or manufacturing environments.
 </li>
 <li>
 Strong knowledge of Egyptian labor law and HR best practices.
 </li>
 <li>
 Proven experience managing complex employee relations cases.
 </li>
 <li>
 Ability to influence and partner with senior operations leaders.
 </li>
 <li>
 Experience working in fast-paced, blue-collar, high-volume settings.
 </li>
 <li>
 Proactive, hands-on mindset with the confidence to operate independently on-site.
 </li>
 <li>
 Fluency in Arabic and English.
 </li>
 <li>
 Familiarity with HR systems such as SAP SuccessFactors is a plus.
 </li>
 </ul>
 
 
 
 
 This is an excellent opportunity for an HR professional who enjoys being close to operations, building strong relationships on the shop floor, and making a real impact on people and performance in a dynamic factory environment.
 
</div>

Azadea Group

<div>
 
 
 JOB PURPOSE:
 
 
 
 The Lead - HR Business Partner is responsible for leading the human resources function within the store, encompassing recruitment, learning and development, compensation and benefits, and manpower planning. He/she coordinates with the brand management team and local HR departments to ensure productivity and efficiency of a high-quality in-store workforce.
 
 
 
 
 
 
 RESPONSIBILITIES:
 
 
 <ul>
 <li>
 Ensure the consistent implementation of company policies and procedures, encompassing the employee handbook, standard operating procedures, uniform procedures, working hours, staff facilities.
 </li>
 <li>
 Enforce the disciplinary policy based on the disciplinary action matrix, ensuring alignment with local labor laws.
 </li>
 <li>
 Oversee on the completion of Performance Development Plans (PDP's) and Performance Improvement Plans (PIP's) by facilitating various learning activities and managing the performance appraisal cycle.
 </li>
 <li>
 Execute employee relations programs and assesses their efficacy, including activities such as exit interviews, employee surveys, and monitoring absenteeism and turnover rates.
 </li>
 <li>
 Oversee the recruitment process, improve selection tools and methods, conduct interviews, implement comprehensive inductions and onboarding processes.
 </li>
 <li>
 Deliver complex analyses of HR data by identifying critical trends and contributing to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
 </li>
 <li>
 Coach managers on conflict resolutions and managing employee issues to enhance productivity and boost employee morale.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Conduct performance appraisals, identify high potential employees and develop training and succession plans.
 </li>
 <li>
 Ensure workplace health, safety and security compliance with local laws, regulations and the company's code of conduct.
 </li>
 <li>
 Implement and adhere to the optimal staff structure based on stores' needs and productivity targets. Coordinate the distribution of budgeted hours and headcount, validates monthly payroll generation, while ensuring compliance with local laws and regulations.
 </li>
 <li>
 Ensure consistent implementation of employees' activities, gatherings, and engagement programs.
 </li>
 <li>
 Recruit, train, motivate, and evaluate the team to ensure that the department has the necessary skill base, and that staff are optimally motivated and enabled to maximize their potential and contribution to the company.
 </li>
 </ul>
 
 
 
 
 
 BEHAVIORAL COMPETENCIES:
 
 
 <ul>
 <li>
 
 Business Insight:
 
 Applies knowledge of business and the marketplace to advance the organization's goals. For example, clearly understands how own activities relate to critical business drivers. Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.
 </li>
 </ul>
 
 
 
 
 <ul>
 <li>
 
 Manages Complexity:
 
 Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.
 </li>
 </ul>
 
 
 
 
 <ul>
 <li>
 
 Plans and Aligns:
 
 Plans and prioritizes work to meet commitments aligned with organizational goals. For example, outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.
 </li>
 </ul>
 
 
 
 
 <ul>
 <li>
 
 Ensures Accountability:
 
 Holds self and others accountable to meet commitments. For example, tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 
 Develops Talent:
 
 Develops people to meet both their career goals and the organization's goals. For example, shares own experience and expertise with others if asked. Provides constructive feedback and other support for other people's development.
 </li>
 </ul>
 
 
 
 
 <ul>
 <li>
 
 Organizational Savvy:
 
 Maneuvers comfortably through complex policy, process, and people-related organizational dynamics. For example, proactively seeks to understand the organizational culture and adapts fluently to expected behaviors and protocols. Is inquisitive about the workgroup's function and the unwritten rules of the group.
 </li>
 </ul>
 
 
 
 
 <ul>
 <li>
 
 Demonstrates Self-Awareness:
 
 Uses a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses. For example, actively seeks feedback from a variety of sources; asks clarifying questions to understand and improve own impact on others or on team performance. Reflects on and learns from own mistakes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 LANGUAGE &amp; TECHNICAL SKILLS:
 
 
 
 
 Language Proficiency:
 
 
 <ul>
 <li>
 Fluency in English.
 </li>
 <li>
 Fluency in Spanish is a plus.
 </li>
 </ul>
 
 
 
 
 
 
 Technical Skills:
 
 
 
 
 
 Proficiency in Microsoft Office.
 
 
 
 
 
 
 
 Specific Skills:
 
 
 
 
 
 Train-the-Trainer (TTT) and coaching certifications.
 
 
 
 
 
 
 EDUCATION:
 
 
 
 Bachelor&rsquo;s degree in Business Administration, or a related field.
 
 
 
 
 
 
 
 
 
 EXPERIENCE:
 
 
 
 General Experience
 
 
 Six to eight years of experience in HR, or a similar role.
 
 
 Managerial Experience.
 
 
 Three years of experience in a managerial role.
 
 
 
</div>

The Lead - HR Business Partner

Beyti - an Almarai Subsidiary

<div>
 
 
 General Purpose
 
 
 
 Partners with the business functions to ensure that the people and organizational capabilities are set to deliver current and future business agenda. Also ensures the effective implementation and sustainability of Human Resources policies, processes and practices in area of responsibility to maintain a work environment that allows growth and enhances productivity.
 
 
 
 Key Responsibilities / Tasks
 
 
 <ul>
 <li>
 Align performance objectives with AOP in the MU.
 </li>
 <li>
 Be an advocate for Company values ensuring that all team members are treated fairly and respected.
 </li>
 <li>
 Coach objective setting process linked to Annual Operating Plan (AOP) to align individual performance to business outcome
 </li>
 <li>
 Coach others to execute the implementation and sustainment of the new HR tools in the Market Unit.
 </li>
 <li>
 Define channels, control and carry out communication policies to establish a proper flow of information at all levels of the organization.
 </li>
 <li>
 Design and implement (jointly with C&amp;B Manager) Compensation and Benefits programs that meet MU needs and are aligned and in compliance with legal standards.
 </li>
 <li>
 Design and support training needs for all levels in the organization.
 </li>
 <li>
 Develop and deliver Organizational Health Survey (OHS) action plans.
 </li>
 <li>
 Develop the MU Manpower Planning, Staffing, and Training &amp; Development plans (AOP).
 </li>
 <li>
 Ensure appropriate level of community presence
 </li>
 <li>
 Ensure effective labor relations by implementing a strategy for business growth without unreasonable constraints.
 </li>
 <li>
 Ensure people hiring, on-board, salary payments, developing, and giving feedback in a timely fashion.
 </li>
 <li>
 Facilitate a positive, productive and safe work environment at all levels in the organization to ensure an exciting and rewarding place to work in.
 </li>
 <li>
 Foster trust and teamwork within the MU.
 </li>
 <li>
 Implement salary policy ensuring internal equity and market competitiveness.
 </li>
 <li>
 Manage the Internal Communications process and Recognition programs.
 </li>
 <li>
 On-time and accurate Personnel administration to meet employee needs, HR requirements, legal compliance and safety regulations.
 </li>
 <li>
 Support the MU team members with the implementation and sustainment of the new organization in the Market Unit.
 </li>
 </ul>
 
 
 
 
 
 
 Work Experience:
 
 
 
 <ul>
 <li>
 Solid &amp; diverse HR experience is a must, preferably in FMCG field.
 </li>
 <li>
 10 to 12 years of Experience in HR.
 </li>
 </ul>
</div>

Magnet

<div>
 
 
 Employer Overview
 
 
 
 A leading HR consultancy firm, acting as a trusted partner for organizations seeking comprehensive people and management solutions. Specializes in executive search, personnel and payroll services, and end-to-end HR solutions, delivering innovative, proactive, and impactful support that enables organizations to attract talent, optimize performance, and achieve sustainable growth.
 
 
 
 
 
 
 Job Purpose
 
 
 
 The Organizational Development Supervisor leads the design and delivery of OD and HR transformation projects for a portfolio of clients across multiple industries. The role focuses on diagnosis, solution design, implementation oversight, and consulting excellence, ensuring OD interventions are aligned with client strategy, culture, and maturity.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Lead and deliver OD projects including (Organizational structure design and restructuring, Job architecture and job descriptions, Competency frameworks, Performance management systems, Career paths and succession planning, HR policies and procedures, etc.)
 </li>
 <li>
 Conduct organizational diagnostics, workforce analysis, and needs assessments.
 </li>
 <li>
 Translate business strategies into practical and scalable OD solutions.
 </li>
 <li>
 Lead change management and culture transformation initiatives.
 </li>
 <li>
 Prepare high-quality OD deliverables, frameworks, and client reports.
 </li>
 <li>
 Act as a lead OD consultant for assigned client accounts.
 </li>
 <li>
 Facilitate workshops, focus groups, and leadership discussions.
 </li>
 <li>
 Present findings, recommendations, and implementation roadmaps to senior management.
 </li>
 <li>
 Support proposal development, pitching, and solution design for new OD engagements.
 </li>
 <li>
 Supervise OD consultants and analysts.
 </li>
 <li>
 Review OD deliverables to ensure consistency, accuracy, and consulting standards.
 </li>
 <li>
 Coach team members on OD tools, methodologies, and consulting mindset.
 </li>
 <li>
 Support team capability building and knowledge sharing.
 </li>
 <li>
 Ensure alignment with internal OD methodologies and quality standards.
 </li>
 <li>
 Integrate OD solutions with Egyptian labor law and market practices.
 </li>
 <li>
 Continuously enhance OD tools, templates, and intellectual property.
 </li>
 <li>
 Stay updated on HR trends, OD best practices, and organizational design models.
 </li>
 </ul>
 
 
 
 
 
 Job Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 Advanced HR/OD certifications (CIPD, SHRM, Korn Ferry, HRCI) are a strong advantage.
 </li>
 <li>
 Minimum 7 years of Organizational Development experience.
 </li>
 <li>
 Mandatory HR consultancy background.
 </li>
 <li>
 Proven exposure to multiple industries.
 </li>
 <li>
 Experience working closely with senior leadership and business owners.
 </li>
 <li>
 Strong project management experience in OD initiatives.
 </li>
 </ul>
</div>

Organizational Development Supervisor

Orascom Development Egypt

<div>
 
 
 
 Job Summary:
 
 
 
 
 
 
 
 The Internal Communications, Employee Engagement Director is responsible for leading internal communications, employee engagement, and employer branding to strengthen OD&rsquo;s culture, alignment, and employee experience.
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 
 
 
 <ol>
 <li>
 
 HR Communications &amp; Employee Engagement Strategy
 
 </li>
 </ol>
 <ul>
 <li>
 Develop and lead the internal communications and employee engagement strategy aligned with OD&rsquo;s HR priorities, culture, and business strategy.
 </li>
 <li>
 Translate OD&rsquo;s HR initiatives (performance cycle, talent programs, policies, change initiatives, employee experience improvements) into clear, engaging communications.
 </li>
 <li>
 Design and deliver engagement campaigns that drive participation, belonging, and alignment with OD values.
 </li>
 <li>
 Establish and maintain effective two-way communication and feedback channels (pulse surveys, listening sessions, focus groups, digital feedback tools) and turn insights into action plans with stakeholders.
 </li>
 </ul>
 
 
 B) Culture, Change &amp; Leadership Communications
 
 
 <ul>
 <li>
 Partner with senior leadership to cascade key messages and support change management communication across OD.
 </li>
 <li>
 Create toolkits and communication packs for managers to enable consistent messaging and stronger people leadership.
 </li>
 <li>
 Support HR crisis/critical communications (employee relations-sensitive topics) to protect trust, transparency, and organizational reputation.
 </li>
 </ul>
 
 
 C) Employee Experience &amp; Internal Events
 
 
 <ul>
 <li>
 Lead the planning and execution of employee engagement initiatives and internal events (e.g., Ramadan, New Year, recognition, town halls, culture activations).
 </li>
 <li>
 Partner with HRBP, Admin, and relevant functions to ensure high-quality employee experience and strong participation.
 </li>
 </ul>
 
 
 D) Employer Branding &amp; Talent Attraction (with TA + Marketing)
 
 
 <ul>
 <li>
 Own the employer branding strategy within HR, aligned to OD&rsquo;s EVP and culture narrative.
 </li>
 <li>
 Partner with Talent Acquisition to create talent attraction campaigns and strengthen candidate engagement across key channels.
 </li>
 <li>
 Collaborate with Marketing to ensure brand consistency across career websites, social channels, and recruitment content.
 </li>
 <li>
 Develop authentic employee stories, testimonials, and culture content to support attraction and retention.
 </li>
 <li>
 Track &amp; report employer branding and recruitment marketing effectiveness, recommending improvements based on data.
 </li>
 </ul>
 
 
 E) Governance, Budget &amp; Stakeholder Management
 
 
 <ul>
 <li>
 Manage the internal communications and engagement calendar, approvals, and content governance (tone of voice, templates, standards).
 </li>
 <li>
 Manage the assigned budget and oversee vendors/agencies (events, content, design, platforms) ensuring quality and ROI.
 </li>
 <li>
 Partner with HRBPs and function leaders to ensure communications reflect employee realities and business priorities.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 Knowledge, Skills &amp; Experience:
 
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Business, Communications, or related field (master&rsquo;s is a plus)
 </li>
 <li>
 
 10+ years of experience
 
 in HR with strong exposure to employee engagement, internal communications, culture, and employer branding.
 </li>
 <li>
 Proven experience partnering with executive stakeholders and managing sensitive HR communications.
 </li>
 <li>
 Strong writing/storytelling skills; Arabic &amp; English is a must.
 </li>
 <li>
 HR stakeholder management and business partnering.
 </li>
 <li>
 Culture and engagement program design.
 </li>
 <li>
 Change management communications.
 </li>
 <li>
 Strong content creation and storytelling.
 </li>
 <li>
 Data-driven insights and action planning.
 </li>
 <li>
 High discretion, ownership, and attention to detail.
 </li>
 </ul>
 
 
</div>

Internal Communications & Employee Engagement Director

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353 hr business partner consultant jobs In Cairo

Human Resources Business Partner

Human Resources Business Partner

Human Resources Business Partner

The Lead - HR Business Partner

Human Resources Business Partner

Organizational Development Supervisor

Internal Communications & Employee Engagement Director