hr business partner

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

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

Hikma Pharmaceuticals

<div><div><div><div><div><div><div>Description:
Job Purpose:
<ul>
<li>developing integrated solutions and formulating partnerships across the HR function in order to deliver value-added services to management and employees with respect to Hikma&rsquo;s business objectives.</li>
<li>In addition to overseeing the full lifecycle of the recruitment process while being responsible for developing and enhancing recruitment systems and initiatives to leverage networking and employee referrals and managing relocation and other responsibilities related to employment administration while ensuring compliance with all employment regulations.</li>
</ul>
Strategy:
<ul>
<li>To serve and provide recommendations to management on human resources related issues, with a focus on developing integrated solutions and formulating partnerships across the HR function in order to deliver value-added services to management and employees with respect to Hikma&rsquo;s business objectives</li>
</ul>
Job Specific Accountabilities:
<div>
<ul><li>Recommends improvements to departmental policy and directs the implementation of procedures and controls covering all areas of HR activity so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost- effective service to customers.</li></ul>
<ul><li>Supervises the day-to-day operations of the HR section to ensure that work processes are implemented as designed and comply with established policies, processes, and procedures.</li></ul>
<ul><li>Oversees the consolidation and recommends the Talent Management department budget and monitors financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified and potential areas of cost reduction or performance improvement opportunities are capitalized upon.</li></ul>
<ul><li>Disseminates instructions and information regarding administrative, organizational, and technical decisions necessary to fulfilling endorsed plans and executive programs in order to meet the needs of the company.</li></ul>
<ul><li>Develops business goals and recommends new approaches, policies, and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.</li></ul>
<ul><li>Develops and maintains a network of professional contacts in order to help identify, source, and engage new talent</li></ul>
<ul><li>Ensures that the recruiting process complies with employment laws, to ensure regulations and internal processes remain adhered to.</li></ul>
<ul><li>Oversees and takes advantage of different advertising opportunities, making recommendations to participate when deemed appropriate, in order to capitalize on recruiting opportunities.</li></ul>
<ul><li>Proactively researches industry competitors in order to develop overall familiarity with local and regional talent pools.</li></ul>
<ul><li>Develops and maintains a network of professional contacts in order to help identify, source, and engage new talent. Along with efforts to improve employer branding.</li></ul>
<ul><li>Delivers both strategic and tactical HR support programs to employees and managers, including performance management, organizational design, learning and development, compensation programs and employee relations in order to support the needs of Hikma&rsquo;s employees.</li></ul>
<ul><li>Develops analyses and recruitment metrics, as well as prepares and presents trends and retention strategies in order to have a deep knowledge and understanding of recruitment needs and practices.</li></ul>
<ul><li>Contributes to the identification of opportunities for continuous improvement of systems, processes and practices taking into account &lsquo;international best practice&rsquo;, improvement of business processes, cost reduction and productivity improvement</li></ul>
<ul><li>Prepares departmental reports of HR timely and accurately to meet company and department requirements, policies, and standards.</li></ul>
</div>
Qualifications:
<div>
<ul><li>Bachelor&rsquo;s degree in Business Administration or a related field, preferably with an MBA.
</li></ul>
<ul><li>10&ndash;12 years of progressive HR experience, including at least 3 years in a managerial role.
</li></ul>
<ul><li>Strong knowledge of performance management, talent management, and performance evaluation processes.
</li></ul>
<ul><li>Excellent organizational and leadership skills.
</li></ul>
<ul><li>Strong communication skills with the ability to work effectively across functions.
</li></ul>
</div></div></div></div></div><div><div><div><div>Location:
Giza, EG</div></div></div></div></div></div></div>

HR Business Partner / HR Manager

<div>
 
 Job Purpose
 
 :
 
 
 <ul>
 <li>
 developing integrated solutions and formulating partnerships across the HR function in order to deliver value-added services to management and employees with respect to Hikma&rsquo;s business objectives.
 </li>
 <li>
 In addition to overseeing the full lifecycle of the recruitment process while being responsible for developing and enhancing recruitment systems and initiatives to leverage networking and employee referrals and managing relocation and other responsibilities related to employment administration while ensuring compliance with all employment regulations.
 
 
 
 </li>
 </ul>
 
 Strategy:
 
 
 
 <ul>
 <li>
 To serve and provide recommendations to management on human resources related issues, with a focus on developing integrated solutions and formulating partnerships across the HR function in order to deliver value-added services to management and employees with respect to Hikma&rsquo;s business objectives
 
 
 
 </li>
 </ul>
 
 Job Specific Accountabilities:
 
 
 
 <ul>
 <li>
 Recommends improvements to departmental policy and directs the implementation of procedures and controls covering all areas of HR activity so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost- effective service to customers.
 </li>
 <li>
 Supervises the day-to-day operations of the HR section to ensure that work processes are implemented as designed and comply with established policies, processes, and procedures.
 </li>
 <li>
 Oversees the consolidation and recommends the Talent Management department budget and monitors financial performance versus the budget so that the business is aware of anticipated costs/revenues, areas of unsatisfactory performance are identified and potential areas of cost reduction or performance improvement opportunities are capitalized upon.
 </li>
 <li>
 Disseminates instructions and information regarding administrative, organizational, and technical decisions necessary to fulfilling endorsed plans and executive programs in order to meet the needs of the company.
 </li>
 <li>
 Develops business goals and recommends new approaches, policies, and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
 </li>
 <li>
 Develops and maintains a network of professional contacts in order to help identify, source, and engage new talent
 </li>
 <li>
 Ensures that the recruiting process complies with employment laws, to ensure regulations and internal processes remain adhered to.
 </li>
 <li>
 Oversees and takes advantage of different advertising opportunities, making recommendations to participate when deemed appropriate, in order to capitalize on recruiting opportunities.
 </li>
 <li>
 Proactively researches industry competitors in order to develop overall familiarity with local and regional talent pools.
 </li>
 <li>
 Develops and maintains a network of professional contacts in order to help identify, source, and engage new talent. Along with efforts to improve employer branding.
 </li>
 <li>
 Delivers both strategic and tactical HR support programs to employees and managers, including performance management, organizational design, learning and development, compensation programs and employee relations in order to support the needs of Hikma&rsquo;s employees.
 </li>
 <li>
 Develops analyses and recruitment metrics, as well as prepares and presents trends and retention strategies in order to have a deep knowledge and understanding of recruitment needs and practices.
 </li>
 <li>
 Contributes to the identification of opportunities for continuous improvement of systems, processes and practices taking into account &lsquo;international best practice&rsquo;, improvement of business processes, cost reduction and productivity improvement
 </li>
 <li>
 Prepares departmental reports of HR timely and accurately to meet company and department requirements, policies, and standards.
 
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration or a related field, preferably with an MBA.
 </li>
 </ul>
 <ul>
 <li>
 10&ndash;12 years of progressive HR experience, including at least 3 years in a managerial role.
 </li>
 <li>
 Strong knowledge of performance management, talent management, and performance evaluation processes.
 </li>
 <li>
 Excellent organizational and leadership skills.
 </li>
 <li>
 Strong communication skills with the ability to work effectively across functions.
 </li>
 </ul>
</div>

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)

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>

Explore 1476+ Hr business partner in Egypt this January. Find roles across top companies and apply now to boost your career.

1476 hr business partner jobs IN Egypt

HR Business Partner

HR Business Partner Administrator

HR Business Partner / HR Manager

HR Business Partner / HR Manager

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

Human Resources Business Partner

Human Resources Business Partner