human resources business partner Jobs in Cairo Egypt

human resources business partner

hr business partner

hr business partner administrator Jobs in Cairo Egypt

hr business partner administrator

hr business partner, people, experience and technology (pxt) Jobs in Cairo Egypt

hr business partner, people, experience and technology (pxt)

hr coordinator

hr business partner consultant

Sharaf DG Egypt

<div>
 
 
 Job Description:
 
 
 <ul>
 <li>
 Partner with business leaders to understand organizational needs and provide strategic HR solutions.
 </li>
 <li>
 Drive performance management, employee engagement, and talent development initiatives.
 </li>
 <li>
 Provide guidance on HR policies, procedures, and labor law compliance.
 </li>
 <li>
 Support organizational changes, including restructuring, workforce planning, and succession planning.
 </li>
 <li>
 Manage employee relations cases, conduct investigations, and propose resolutions.
 </li>
 <li>
 Analyze HR metrics to provide insights and support data-driven decisions.
 </li>
 <li>
 Manage recruitment, onboarding, retention strategies, and training activities.
 </li>
 <li>
 Identify and implement process improvements for greater HR efficiency and effectiveness.
 </li>
 </ul>
 
 
 Requirements:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree or higher in HR, Business Administration, or a related field (Master&rsquo;s preferred).
 </li>
 <li>
 At least 5 years of experience in an HR Business Partner role.
 </li>
 <li>
 Strong knowledge of labor laws, HR policies, and best practices.
 </li>
 <li>
 Excellent interpersonal and communication skills with the ability to influence stakeholders.
 </li>
 <li>
 Demonstrated experience in organizational development, talent management, and employee engagement.
 </li>
 <li>
 Fluent in Arabic and English (spoken and written).
 </li>
 </ul>
 
 
 
</div>

Human Resources Business Partner

Vezeeta

<div>
 
 As an HR Business Partner (HRBP) at Vezeeta, you will act as a strategic partner to the business, ensuring the effective execution of HR strategies that align with company objectives. You will support specific business units by driving key HR initiatives across talent management, employee engagement, performance management, and organizational development. You will collaborate closely with business leaders to create a thriving work environment that fosters growth and development.
 
 
 
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 Strategic Partnering
 
 : Work closely with senior leaders to develop HR strategies that align with business goals, providing insights and solutions on workforce planning, talent acquisition, retention, and organizational design.
 
 
 
 Employee Engagement &amp; Culture
 
 : Drive initiatives to enhance employee engagement, build a positive organizational culture, and ensure alignment with Vezeeta&rsquo;s values and mission.
 
 
 
 Performance Management:
 
 Lead the performance management process, including goal-setting, employee development, and performance reviews. Coach managers on best practices for providing feedback and career development.
 
 
 
 Talent Development:
 
 Identify training and development needs within business units and collaborate with the L&amp;D team to design and deliver programs that build employee capability and leadership potential.
 
 
 
 Employee Relations
 
 : Serve as a trusted advisor on employee relations matters, ensuring fair treatment and adherence to company policies and labor laws. Manage conflict resolution and mediate disputes as needed.
 
 
 
 HR Data &amp; Analytics
 
 : Use HR metrics and data-driven insights to influence decision-making and measure the success of HR initiatives. Monitor key HR indicators such as employee turnover, engagement scores, and productivity.
 
 
 
 Compensation &amp; Benefits
 
 : Collaborate with the compensation team to ensure competitive salary and benefits packages, conducting regular reviews to ensure alignment with market standards.
 
 
 
 Compliance
 
 : Ensure HR policies and procedures comply with local labor laws and Vezeeta&rsquo;s standards.
 
 
 
 
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 
 
 5+ years of experience in HR, with at least 2 years as an HR Business Partner or in a similar strategic HR role.
 
 
 Solid expertise in performance management and talent management.
 
 
 Experience in a fast-paced, tech-driven company or startup is highly desirable.
 
 
 Demonstrated ability to influence senior leadership and build strong relationships across all levels of the organization.
 
 
 Ability to adapt to startup dynamics and workload.
 
 
 Data-driven mindset with experience in using HR metrics and analytics to drive decision-making.
 
 
 Proven ability to manage multiple projects and initiatives in a dynamic environment.
 
 
 Fluency in English and Arabic is required.
 
 
 Excellent written and verbal communication skills.
 
 
 Experience with regional and international hiring processes is an added advantage.
 
 
 
 
 
 
 Why Join Vezeeta?
 
 
 
 
 
 
 &bull;Opportunity to work with a pioneering company in digital healthcare.
 
 
 &bull;Collaborative, innovative, and growth-oriented work environment.
 
 
 &bull;Access to a diverse and inclusive workplace where you can make a real impact.
 
 
 &bull;Competitive salary, benefits package, and professional development opportunities.
 
</div>

Aujan Coca-Cola Beverages Company (ACCBC)

<div>
 
 
 Job Title:
 
 HR Business Partner &ndash; Egypt
 
 
 
 Reports to:
 
 Head of Human Resources, ACCBC &amp; 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 &amp; 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:
 
 <ul>
 <li>
 A large, labour-intensive environment with manufacturing and commercial complexity
 </li>
 <li>
 Heightened inflation and labour-cost sensitivity
 </li>
 <li>
 Strict labour law, documentation, payroll, social insurance, and audit requirements
 </li>
 <li>
 Ongoing D365 ERP transformation affecting roles, data, and workflows
 </li>
 <li>
 Legacy organisational and grading changes creating exception pressure and data noise
 </li>
 </ul>
 
 
 
 
 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 &amp; Workforce Planning
 
 
 <ul>
 <li>
 Act as the people advisor to Egypt BU leadership
 </li>
 <li>
 Lead country workforce planning inputs into the LRP, ensuring headcount (FTE &amp; CW) and labour costs remain within approved parameters
 </li>
 <li>
 Translate enterprise org design and workforce frameworks into executable local plans
 </li>
 <li>
 Identify productivity, capability, and structural risks early and propose mitigations
 </li>
 <li>
 Provide governance over workforce-related operational pressures (unbudgeted hires, CW fluctuations, overtime exposure)
 </li>
 </ul>
 
 
 B. Talent Management &amp; Capability Development
 
 
 <ul>
 <li>
 Drive execution of talent management frameworks (talent reviews, succession inputs, development actions)
 </li>
 <li>
 Identify critical roles, bench gaps, and succession risks across manufacturing, logistics, and commercial teams
 </li>
 <li>
 Partner with leaders on development actions, internal mobility, and capability uplift
 </li>
 <li>
 Embed merit-based, capability-led progression over role inflation
 </li>
 <li>
 Ensure probation outcomes, contract renewals, and progression decisions are disciplined and evidence-based (execution via Ops)
 </li>
 </ul>
 
 
 C. Recruitment &amp; Appointment Governance
 
 
 <ul>
 <li>
 Own recruitment execution in country and offers for frontline to supervisory roles within approved budgets and grades
 </li>
 <li>
 Partner with BU leaders on mid-management hiring and interviews
 </li>
 <li>
 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
 </li>
 <li>
 Govern hiring volumes, agency usage, and cost exposure in alignment with central recruitment
 </li>
 <li>
 Escalate senior, exception, or risk cases for central sign-off
 </li>
 <li>
 Oversee onboarding, quality, and assimilation outcomes (administrative execution via Ops)
 </li>
 </ul>
 
 
 D. Performance, Engagement &amp; Culture
 
 
 <ul>
 <li>
 Drive disciplined performance cycles (goal setting, reviews, calibrations, close-out)
 </li>
 <li>
 Coach leaders on feedback, accountability, and performance conversations
 </li>
 <li>
 Lead local engagement initiatives (plant, logistics, commercial) aligned to enterprise culture priorities
 </li>
 <li>
 Sponsor engagement events and initiatives delivered operationally by HR Ops
 </li>
 <li>
 Monitor engagement signals, sentiment, absenteeism, and behavioural risk indicators
 </li>
 </ul>
 
 
 E. Change Management &amp; Adoption
 
 
 <ul>
 <li>
 Act as country change lead for enterprise initiatives (D365, policy changes, workforce model shifts)
 </li>
 <li>
 Enable leaders to communicate change clearly and credibly
 </li>
 <li>
 Partner with central Change &amp; Performance teams on resistance management
 </li>
 <li>
 Track adoption metrics (process compliance, data accuracy, behavioural adherence)
 </li>
 </ul>
 
 
 F. Employee Relations, Legal &amp; Ethical Governance
 
 
 <ul>
 <li>
 Act as escalation point for ER cases, grievances, disciplinary actions, and penalties
 </li>
 <li>
 Govern investigations handled operationally by HR Ops and Legal
 </li>
 <li>
 Manage local legal cases with in-country Legal teams, ensuring alignment to group guidelines and central repositories
 </li>
 <li>
 Ensure social insurance, termination, and disciplinary actions are defensible, consistent, and compliant
 </li>
 <li>
 Champion ethical conduct, dignity, and due process
 </li>
 </ul>
 
 
 G. HR Data Integrity &amp; Governance Oversight
 
 
 <ul>
 <li>
 Accountable for accuracy of Egypt HR master data (execution via Ops)
 </li>
 <li>
 Conduct regular audits across:
 </li>
 <li>
 Headcount (FTE &amp; CW)
 </li>
 <li>
 Grades and job titles
 </li>
 <li>
 Cost centres and entity mapping
 </li>
 <li>
 Reporting line
 </li>
 <li>
 Validate payroll-related people data before leadership and finance use
 </li>
 <li>
 Leverage analytics and AI-enabled tools to identify anomalies, trends, and risks early ensuring
 </li>
 <li>
 centralized tools are used as one source of truth and no separate reporting confusion is created
 </li>
 </ul>
 
 
 H. Risk &amp; Business Continuity
 
 
 <ul>
 <li>
 Identify workforce, compliance, payroll, CW, and continuity risks early
 </li>
 <li>
 Provide governance oversight on high-risk areas (overtime, CW dependency, social insurance, penalties)
 </li>
 <li>
 Support crisis and contingency planning
 </li>
 <li>
 Escalate material risks with clear, solution-oriented recommendations
 </li>
 </ul>
 
 
 
 
 
 Key Performance Indicators (KPIs)
 
 
 <ul>
 <li>
 Headcount (FTE &amp; CW) variance vs LRP
 </li>
 <li>
 Labour cost variance vs budget
 </li>
 <li>
 Performance cycle completion &ge;95%
 </li>
 <li>
 Engagement pulse &ge;80%
 </li>
 <li>
 Policy exception rate &lt;2%
 </li>
 <li>
 Master data accuracy &ge;98%
 </li>
 <li>
 CW cost volatility and overtime risk trending downward
 </li>
 </ul>
 
 
 
 
 
 Leadership Attributes
 
 
 <ul>
 <li>
 High integrity and strong moral compass
 </li>
 <li>
 Calm, credible, and trusted under pressure
 </li>
 <li>
 Service-oriented without compromising standards
 </li>
 <li>
 Courage to challenge constructively
 </li>
 <li>
 Proactive, improvement-minded, and accountable
 </li>
 </ul>
 
 
 
 
 
 Direct Reports (if Any)
 
 
 
 None
 
</div>

HR Business Partner

Amazon

<div>
 
 Description
 
 
 
 Amazon HR team is passionate about business partnering in its truest sense, you will play a critical role in delivering the HR plan at our fulfillment centers. We are looking for a passionate HR Business Partner who obsesses over people experience, and loves working on challenging problems.
 
 
 You will work closely with the operations teams; providing pragmatic, commercial and employee-focused advice while supporting a client group of operations and area managers as well as several support functions. You will use your coaching and influencing skills to drive employee engagement and manage change, ensuring that we retain motivated teams of employees who can deliver an excellent service to our customers.
 
 
 Key job responsibilities
 
 
 As a HR Business Partner, you will enjoy a varied role and a wide range of interactions across all levels on a daily basis. You will get exposure to many different aspects of the business and have the opportunity to work on national &amp; regional HR projects.
 
 
 Key job responsibilities
 
 
 <ul>
 <li>
 Provide advise and maintain the implementation on Amazon policies to ensure business adoption and/or understanding of changes
 </li>
 <li>
 Review and analyze business metrics for labor planning, attrition analysis, assess risks and mitigations and create action plans to drive performance on site level
 </li>
 <li>
 Partner with managers on performance management and talent development
 </li>
 <li>
 Be the first point of contact for all employee grievances and partner with the stake holders in conducting necessary investigations.
 </li>
 <li>
 Analyze data and provide recommendations to improve processes, plan and own engagement activities for peak and throughout year
 </li>
 <li>
 Ensure data integrity in HR systems
 </li>
 <li>
 Identifies gaps in policy and services, makes recommendations for system process improvement and may draft and maintain policies for site
 </li>
 <li>
 Rolls out new policy changes/services and ensures business adoption and/or understanding of changes
 
 
 </li>
 </ul>
 A day in the life
 
 
 This position is baed in a warehoure located at 10th of Ramadan. The position requires presence daily on site. This job requires sound experience in a similar context in fast-paced and dynamic environment in the field of distribution or logistics and supply chain.
 
 
 
 Basic Qualifications
 
 
 
 <ul>
 <li>
 Experience with Microsoft Word, Excel, and Payroll Systems or HRIS
 </li>
 <li>
 Experience in Business English skills, both verbal and written
 </li>
 <li>
 Experience with data/analytics and using data to make decisions
 </li>
 <li>
 Experience working proactively and independently, meeting deadlines, and delivering on projects and tasks
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 Experience in employee relations, labor relations, or labor/employment law
 </li>
 <li>
 Experience driving employee engagement
 
 
 </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 
 
 Company
 
 - Souq.com for E-Commerce LLC - G32
 
 
 Job ID: A3139164
</div>

HR Business Partner, People, Experience and Technology (PXT)

Emirates NBD

<div>
 
 
 Job Duties &amp; Responsibilities:
 
 
 <ul>
 <li>
 Handling resignations by keeping a record of resigned staff, conducting exit interviews and responding to reference checks sent by different entities.
 </li>
 <li>
 Managing the internal mobility process starting from posting internal vacancies on Portal), selecting applicants as per the eligibility criteria and following up with applicants' acceptance till transfer memo is issued.
 </li>
 <li>
 Attending meetings and providing reports (for example: MoM) when needed or requested.
 </li>
 <li>
 Providing overall support to Business Partners and tackling Business requests in full alignment with the relevant BP.
 </li>
 <li>
 Keeping track of job descriptions and updating them in line with Head of Departments and relevant BP.
 </li>
 <li>
 Assisting the HR Operations team in creating charts.
 </li>
 <li>
 Providing support to staff on unpaid leave by regularly updating them with posted internal vacancies, required competences and handling their inquiries.
 </li>
 <li>
 Ensure all staff data are updated and accurate and aligned with HR Records: ex. Allocations, organization charts, resignations and hiring.
 </li>
 <li>
 Reporting &amp; MIS analysis of all cross business initiatives are delivered insightfully for decision making &amp; for quality checking.
 </li>
 <li>
 Ensure reports are updated.
 </li>
 </ul>
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor's degree in business administration or a relevant discipline.
 </li>
 <li>
 Fresh graduate or at least 1 year of Human Resources experience.
 </li>
 </ul>
 
 
</div>

HR Business Partner Administrator

Orascom Development Egypt

<div>
 
 
 
 Job Summary:
 
 
 
 
 
 
 
 The Internal Communications, Employee Engagement Senior Manager 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

Al-Futtaim

<div>
 
 
 Company:
 
 Al-Futtaim Corporate Services
 
 
 
 
 
 
 Overview Of The Role:
 
 
 
 The Learning &amp; Development Consultant plays a key role in developing high-performing associates across the organization through innovative training, coaching, and development initiatives. This role focuses on assessing learning needs, designing and delivering blended learning programs, and supporting on-the-job development to drive both individual and organizational performance. The L&amp;D Consultant partners closely with business units, managers, and HR teams to enhance skills, capability, and overall employee experience, while ensuring alignment with Al-Futtaim&rsquo;s strategic goals.
 
 
 
 
 
 
 What You Will Do:
 
 
 
 
 Learning Program Design &amp; Delivery
 
 
 <ul>
 <li>
 Conduct training needs analysis and design impactful learning programs using blended approaches, including digital content, video, and face-to-face sessions.
 </li>
 <li>
 Develop engaging training materials, learner guides, workbooks, and multimedia content tailored to business requirements.
 </li>
 <li>
 Deliver training sessions effectively across multiple platforms, ensuring measurable learning outcomes.
 </li>
 <li>
 Continuously review and improve curricula and training materials to stay aligned with modern learning methodologies and organizational needs.
 </li>
 </ul>
 
 
 
 
 
 Coaching &amp; On-the-Job Development
 
 
 <ul>
 <li>
 Provide coaching and support to associates, managers, and teams to enhance on-the-job performance and capability.
 </li>
 <li>
 Facilitate induction programs and line manager capability initiatives to drive consistent leadership and talent development practices.
 </li>
 <li>
 Support Emirati development initiatives and other talent programs through scheduling, mentoring follow-ups, and progress tracking.
 </li>
 </ul>
 
 
 Employee Engagement &amp; Communication
 
 
 <ul>
 <li>
 Collaborate with HR, business units, and other departments to identify and address learning and development needs.
 </li>
 <li>
 Prepare reports, presentations, and communication materials for training launches, program updates, and employee engagement initiatives.
 </li>
 <li>
 Consolidate program outcomes and convert insights into content for internal platforms such as the intranet or newsletters.
 </li>
 </ul>
 
 
 
 
 
 Analytics &amp; Performance Measurement
 
 
 <ul>
 <li>
 Collect and analyze performance, talent, and training data to support talent reviews, succession planning, and calibration sessions.
 </li>
 <li>
 Measure the impact of learning initiatives on business KPIs and employee performance.
 </li>
 </ul>
 
 
 
 
 
 Required Skills To Be Successful:
 
 
 <ul>
 <li>
 High proficiency in written and spoken English and Arabic.
 </li>
 <li>
 Strong knowledge of digital learning platforms, video production, and e-learning tools.
 </li>
 <li>
 Excellent coaching, presentation, and facilitation skills.
 </li>
 <li>
 Strong organizational, project management, and stakeholder management capabilities.
 </li>
 <li>
 Ability to analyze business and learning needs and deliver tailored solutions.
 </li>
 </ul>
 
 
 
 
 
 What Qualifies You For The Role:
 
 
 <ul>
 <li>
 Minimum 4 years in a training or coaching role; 5 years in customer-facing roles.
 </li>
 <li>
 High-level qualification or certification in adult learning, training, assessment, or HR is an advantage.
 </li>
 <li>
 Proficiency in Microsoft Office, learning management systems, and video authoring/editing software.
 </li>
 <li>
 Strong interpersonal, communication, and problem-solving skills, with the ability to engage diverse audiences.
 </li>
 <li>
 Demonstrated ability to manage multiple priorities in a fast-paced environment and deliver results with high accuracy.
 </li>
 </ul>
 
 
</div>

Learning and Development Consultant

Explore 549+ Hr business partner consultant in Cairo Egypt this January. Find roles across top companies and apply now to boost your career.

549 hr business partner consultant jobs IN Cairo Egypt

Human Resources Business Partner

Human Resources Business Partner

HR Business Partner

HR Business Partner, People, Experience and Technology (PXT)

HR Business Partner Administrator

Internal Communications & Employee Engagement Director

Learning and Development Consultant