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hr business partner

FlakeTech

<div>
 
 
 Job Summary:
 
 
 
 
 On behalf of one of our clients, Flaketech for office furniture
 
 
 
 
 We are looking for a high-energy, business-oriented Strategic HR Business Partner who can act as a trusted advisor to leadership while driving people initiatives that directly support business growth and organizational effectiveness.
 
 
 
 
 
 
 
 The ideal candidate should have a strong Talent Management mindset with hands-on experience across performance management, employee engagement, organizational development, workforce planning, and talent acquisition. This role requires someone who is proactive, independent, and capable of leading HR priorities with minimal supervision in a fast-paced environment.
 
 
 
 
 This HRBP will play a key role in strengthening the company&rsquo;s people strategy, building management capability, identifying talent gaps, enhancing employee experience, and ensuring the organization has the right structure, talent, and culture to scale effectively.
 
 
 
 
 
 
 
 Key Responsibilities: Strategic Business Partnering
 
 
 <ul>
 <li>
 
 Partner closely with the CEO and business leaders to align HR priorities with business goals and operational needs.
 
 </li>
 <li>
 
 Act as a trusted advisor to managers on organization effectiveness, team performance, employee engagement, and people-related decisions.
 
 </li>
 <li>
 
 Translate business challenges into practical HR solutions that improve productivity, retention, and team effectiveness.
 
 </li>
 <li>
 
 Support leadership in building a stronger, performance-driven, and people-centric culture.
 
 </li>
 </ul>
 
 
 Talent Management &amp; Organizational Development
 
 
 <ul>
 <li>
 
 Identify talent gaps and build practical action plans to strengthen talent capability across teams.
 
 </li>
 <li>
 
 Drive and support performance management cycles, including goal setting, performance reviews, feedback culture, and development planning.
 
 </li>
 <li>
 
 Contribute to succession planning, talent reviews, and career pathing for key and critical roles.
 
 </li>
 <li>
 
 Partner with managers to define role expectations, competencies, and success profiles.
 
 </li>
 <li>
 
 Support organizational design, workforce planning, and role clarity to ensure the business is structured for growth.
 
 </li>
 <li>
 
 Recommend and coordinate learning &amp; development initiatives based on business and talent needs.
 
 </li>
 </ul>
 
 
 Talent Acquisition &amp; Workforce Planning
 
 
 <ul>
 <li>
 
 Lead end-to-end recruitment for white-collar and blue-collar roles, ensuring quality hiring aligned with business priorities.
 
 </li>
 <li>
 
 Build talent pipelines and proactive sourcing strategies for current and future workforce needs.
 
 </li>
 <li>
 
 Partner with hiring managers to improve hiring decisions, candidate quality, and time-to-fill.
 
 </li>
 <li>
 
 Ensure recruitment is not only operationally effective, but also aligned with long-term talent and capability needs.
 
 </li>
 </ul>
 
 
 Employee Experience &amp; Engagement
 
 
 <ul>
 <li>
 
 Lead and support employee engagement initiatives that strengthen morale, commitment, and retention.
 
 </li>
 <li>
 
 Actively identify employee sentiment, workplace challenges, and cultural gaps, then recommend practical solutions.
 
 </li>
 <li>
 
 Conduct exit interviews and convert findings into actionable retention insights.
 
 </li>
 <li>
 
 Support managers in creating healthy team dynamics, stronger communication, and better employee relations practices.
 
 </li>
 </ul>
 
 
 HR Governance &amp; Operational Excellence
 
 
 <ul>
 <li>
 
 Ensure HR policies, procedures, and practices are consistently applied and aligned with Egyptian labor law and company standards.
 
 </li>
 <li>
 
 Oversee HR operational flow in collaboration with the HR support team, ensuring efficiency and accuracy in personnel administration, payroll coordination, and reporting.
 
 </li>
 <li>
 
 Monitor and analyze HR metrics such as turnover, hiring progress, absenteeism, and engagement trends to support decision-making.
 
 </li>
 <li>
 
 Continuously improve HR processes to enhance employee experience and organizational efficiency.
 
 </li>
 </ul>
 
 
 Leadership &amp; Ownership
 
 
 <ul>
 <li>
 
 Take ownership of HR initiatives from diagnosis to execution with minimal supervision.
 
 </li>
 <li>
 
 Mentor and guide junior HR team members, helping elevate overall HR capability.
 
 </li>
 <li>
 
 Work independently, prioritize effectively, and thrive in a dynamic, fast-moving environment.
 
 </li>
 <li>
 
 Bring energy, initiative, and a solution-oriented mindset to both day-to-day challenges and long-term people priorities.
 
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 
 </li>
 <li>
 
 +4 years of progressive HR experience, with strong exposure to HR Business Partnering / HR Generalist / Talent Management roles.
 
 </li>
 <li>
 
 Proven hands-on experience across:
 
 </li>
 <li>
 
 Talent Acquisition
 
 </li>
 <li>
 
 Performance Management
 
 </li>
 <li>
 
 Employee Engagement
 
 </li>
 <li>
 
 Organizational Development
 
 </li>
 <li>
 
 Employee Relations
 
 </li>
 <li>
 
 HR Operations
 
 </li>
 <li>
 
 Strong understanding of Talent Management practices, including talent reviews, succession planning, development planning, and workforce capability building.
 
 </li>
 <li>
 
 Experience recruiting for both white-collar and blue-collar roles.
 
 </li>
 <li>
 
 Good knowledge of Egyptian labor law and HR best practices.
 
 </li>
 <li>
 
 Experience working directly with business leaders and influencing management decisions.
 
 </li>
 <li>
 
 Experience in fast-paced, growing, or operationally demanding environments is highly preferred.
 
 </li>
 </ul>
 
 
 Key Competencies / Profile
 
 
 <ul>
 <li>
 
 Strategic thinking with strong business acumen
 
 </li>
 <li>
 
 High ownership and ability to work independently
 
 </li>
 <li>
 
 Energetic, proactive, and action-oriented personality
 
 </li>
 <li>
 
 Strong stakeholder management and influencing skills
 
 </li>
 <li>
 
 Strong communication and relationship-building skills
 
 </li>
 <li>
 
 Problem-solving and decision-making ability
 
 </li>
 <li>
 
 Analytical mindset with comfort using HR data and insights
 
 </li>
 <li>
 
 Resilient and adaptable in dynamic environments
 
 </li>
 <li>
 
 Able to balance strategic priorities with hands-on execution
 
 </li>
 </ul>
</div>

HR Business Partner

Kraft Heinz

<div><h3 class="jobSectionHeader">Job Description 
</h3><div></div> 
<div>We&rsquo;re looking for an experienced, hands-on Factory HR Business Partner to join our 6th of October plant and lead the plant people agenda enabling strong performance, safe operations, engaged teams, and a sustainable talent pipeline. Based at the factory and reporting to the Africa &amp; Trading Head of People &amp; Performance, you&rsquo;ll partner closely with the Plant Leadership Team to translate business needs into a clear people plan. 
</div><div></div> 
<div>WHAT YOU&rsquo;LL DO 
</div><div></div> 
<ul><li>Lead performance management initiatives
</li><li>Lead organizational planning efforts for leadership positions and critical roles
</li><li>Participate in interview and selection panels
</li><li>Facilitate the movement of talent within and across functions
</li><li>Work with leaders and employees to actively manage and resolve performance issues proactively
</li><li>Design Lean Organization and Simplification (structure, processes, systems)
</li><li>Accountable for the social charges and ensure that we comply with labor legislation and authorities in Egypt. Also, in case of any changes, ensure they are reflected correctly on time
</li>Coach leaders on effective development planning, quarterly appraisal cycles, and continuous feedback and mentoring throughout the year 
<li>
</li></ul><div></div> 
<div>WHAT YOU BRING 
</div><div></div> 
<ul><li>Experience in various HR spheres (like Talent &amp; Development, and Comp&amp;Ben), with the demonstrated ability to influence critical customers across all levels of the organization
</li><li>Prior experience in a manufacturing environment preferred
</li><li>Demonstrable track record of problem-solving, simplifying complex, and effectively leading change
</li><li>Understanding of business fundamentals
</li><li>Strong project management skills with a keen eye for detail, organization, and the ability to run multiple challenging priorities
</li>Excellent English skills 
<li>
</li></ul><div></div> 
<h2 class="jobSectionHeader">Location(s)
</h2><div>6 October Factory 
</div><div></div> 
 
<div>Kraft Heinz is an Equal Opportunity Employer &ndash; Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes.</div></div>

ICARDA

<div>Reports to: Human Resources Manager 
Location: Cairo, Egypt
Purpose of the position
The Senior HR Business Partner serves as the primary point of contact for HR operations for the assigned country offices in the region. The position supports the entire HR lifecycle covering recruitment, onboarding, learning and development, and staff engagement initiatives and exit while ensuring that ICARDA&rsquo;s HR policies are consistently applied in compliance with the local labor laws.
The HR BP works directly with the HR Manager providing a bridge between the regional framework combined with local operational needs, providing strategic and operational support to staff in the region.
About ICARDA
The International Center for Agricultural Research in the Dry Areas (ICARDA) is a treaty-based international non-profit research organization supported by CGIAR.
 
ICARDA&rsquo;s mission is to reduce poverty, enhance food, water, and nutritional security, as well as environmental health in the face of global challenges including climate change. We do this through innovative science, strategic partnerships, linking research to development and capacity development that take into account gender equality and the role of youth in transforming the dry areas. ICARDA works in partnership with governments, universities, civil society, national agricultural research organization, other CGIAR Research Centers, and the private sector. With its temporary Headquarters in Beirut, Lebanon, ICARDA operates in regional and country offices across Africa, Asia, and the Middle East. For more information: www.icarda.org.
Main responsibilities
<ul><li>Serve as a HR policy advisor to managers and senior leadership for people-related decisions.</li><li>
Build partnerships with internal and external stakeholders including government offices, service providers, and other CGIAR centers for policy alignment and operational efficiency.</li><li>
Support continuous process improvement and policy implementation initiatives as directed by the HR leadership team.</li><li>
Coordinate payroll inputs with Finance, manage HR data, and ensure confidentiality of personnel records.</li><li>
Generate HR reports for management, including People Reports and workforce analytics for planning and budgeting.</li><li>
Collaborate with HR and other department managers to address and resolve workspace and employee relations issues.</li><li>
Conduct exit interviews and ensure smooth completion of separation formalities.</li><li>
Administer and implement HR policies, ensuring consistency with ICARDA&rsquo;s global framework and compliance with local employment legislation for the assigned region.</li><li>
Regularly review and update HR policies to remain relevant and context appropriate.</li><li>
Act as the local custodian of ICARDA&rsquo;s Code of Conduct, Compensation &amp; Benefits, Diversity &amp; Inclusion, and staff engagement policies.</li><li>
Lead end to end recruitments for nationally recruited staff positions and short-term appointments ensuring transparent and competitive selection.
</li><li>Coordinate comprehensive onboarding and induction program for new staff and refreshers for existing employees.
</li><li>Promote a positive workplace culture by maintaining continuous communication with staff and organizing engagement workshops.</li><li>
Partner with HR Manager to identify and implement learning and development initiatives based on local needs.</li><li>
Administer performance management support to supervisors, ensuring timely and fair evaluation processes.</li><li>
Support the HR Manager with annual training needs identification and lead L&amp;D initiatives for the region.
</li>Develop country level learning plans and coordinate delivery of training and development initiatives. 
<li>
</li></ul> 
 
Requirements 
Education, qualifications, and experience<ul><li>
Master&rsquo;s degree in Human Resource Management, Personnel Management, Industrial Psychology, or a related field.</li><li>
Minimum of 10 years of relevant HR experience, preferably within a shared services or regional HR structure.</li><li>
Proven experience working closely with senior management and department heads on HR strategy and policy implementation.</li><li>
Demonstrated experience in managing employee relations cases.</li><li>
Strong knowledge of labor laws and policy interpretation.</li><li>
Experience working in an international, multicultural, and multidisciplinary environment.</li><li>
Excellent stakeholder engagement, interpersonal, and communication skills.</li><li>
Excellent written and spoken English.</li><li>
Strong organizational, analytical, and problem-solving skills with the ability to manage multiple priorities in a fast-paced environment.</li><li>
High level of integrity with a demonstrated ability to maintain confidentiality.</li><li>
Excellent report-writing skills.</li><li>
Proficiency in HRIS and ERP systems (e.g., Oracle, SAP, Workday, or similar), with strong data management and reporting capabilities.</li></ul> 

Benefits 
 
Terms of appointment, salary, and benefits
This is a nationally recruited position open for Egyptian nationals for which ICARDA offers an attractive compensation package including a competitive salary, medical insurance, 30 days of annual leave, five months&rsquo; maternity leave, 15 days&rsquo; paternity leave. The successful candidate will be offered an initial contract of 3 years, renewable subject to continued need for the position and satisfactory performance. The first three months will be a probationary period.
Please be advised that ICARDA accepts applications only in English, as per the organization's standard communication language. Applications in other languages will not be considered. 
Only shortlisted candidates will be contacted.</div>

Readvertisement - Senior HR Business Partner

Orascom Investment Holding

<div>
 
 Position: HR Business Partner
 
 
 
 
 Organization:
 
 
 Blu Ev
 
 
 
 Blu EV, Orascom Investment Holdings e-mobility subsidiary, is reshaping urban transportation. Through its Battery-as-a-Service (BaaS) platform, Blu EV enables quick battery swaps, vehicle conversions, and access to electric mobility for individuals and fleets. With a vision toward a full Mobility-as-a-Service (MaaS) model, Blu EV is accelerating the transition to sustainable, connected, and affordable mobility solutions.
 
 
 
 Website:
 
 www.blu-ev.com
 
 
 
 
 Job Description:
 
 
 
 
 The HR Business Partner will be responsible for end-to-end recruitment, learning &amp; development, performance management, and extend support to HR operations. The role aims to support the company's strategic objectives by ensuring the effective management of human capital and fostering a positive work environment.
 
 
 
 Key Responsibilities:
 
 
 
 <ul>
 <li>
 Talent Acquisition: Manage the end-to-end recruitment process, including manpower planning, job postings, candidate sourcing, screening, interviewing, onboarding
 </li>
 <li>
 Organization Development: Facilitate organization development initiatives, Implement the organization structure, and ensure that the organization charts are always up to date and all jobs / roles have accurate and up-to-date job descriptions in place including new positions arising out from the change in the organization structure.
 </li>
 <li>
 Performance Management: Work with business leaders to implement effective performance management processes, offering guidance on goal setting, feedback, and development planning and annual performance review process.
 </li>
 <li>
 Policies &amp; Procedure: Ensure compliance with HR policies, procedures, and regulations, and provide guidance to employees and managers on HR-related matters.
 </li>
 <li>
 Employee Engagement: Collaborate with management to implement employee engagement initiatives, address concerns, and conduct exit interviews to enhance retention and satisfaction.
 
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources Management, Business Administration, or related field.
 </li>
 <li>
 5-8 years of Experience in both Tech. Recruitment, Performance Management &amp; L&amp;D is a must
 </li>
 <li>
 Excellent command of the English language, both written and verbal.
 </li>
 <li>
 Strong understanding of HR policies, procedures, and employment laws.
 </li>
 <li>
 Exceptional communication, interpersonal, and problem-solving skills.
 </li>
 <li>
 Ability to handle confidential information with discretion and professionalism.
 </li>
 <li>
 Proven ability to multitask, prioritize, and manage deadlines in a fast-paced environment.
 </li>
 <li>
 SHRM or other HR certifications are a plus.
 
 </li>
 </ul>
</div>

HR Business Partner - Blu EV

Advansys ME

Role Purpose
 
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.
 
A key focus of the role is Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance.
 
Key Responsibilities
 1. Strategic HR Partnership
 Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.
 Translate business needs into actionable HR solutions and implementation plans.
 Lead strategic workforce planning, talent pipeline development, and succession planning.
 Support organizational design, transformation, and change management initiatives.
 
2. Rewards, Compensation & Benefits (Primary Focus)
 Lead the annual compensation cycle, including salary review and promotion processes.
 Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.
 Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.
 Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.
 
3. People Analytics & HR Insights (Primary Focus)
 Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.
 Provide data-driven insights and recommendations using trend analysis and predictive analytics.
 Lead compensation analytics, salary modeling, and internal benchmarking exercises.
 Ensure data accuracy, integrity, and reporting compliance across HR systems.
 
4. Talent Management & Development
 Partner with leaders to identify capability gaps and support individual and team development plans.
 Facilitate performance management cycles and ensure consistent application of frameworks.
 Support learning, leadership development, and succession initiatives aligned with business needs.
 Coach managers on talent development, employee engagement, and performance improvement.
 
5. Employee Relations & Engagement
 Serve as a key point of contact for complex or sensitive employee relations matters.
 Promote a positive, inclusive, and high-engagement work environment.
 Provide guidance on HR policies, procedures, and best practices.
 Partner with managers on conflict resolution, disciplinary actions, and performance issues.
 
6. HR Governance, Compliance & Processes
 Ensure HR practices comply with local labor laws and internal policies.
 Lead HR audits, policy reviews, and continuous process improvements.
 Implement HR frameworks that support consistency, scalability, and operational excllence
 Requirements
 Bachelor’s degree in Human Resources, Business Administration, Economics, Finance, or a related field
 6+ years of progressive HR experience
 At least 3 years of experience in an HR Business Partnering or Rewards-focused role
 Strong background in Compensation & Benefits and HR Analytics
 Hands-on experience with compensation cycles, salary reviews, and pay equity analysis
 Experience in salary structure design, job evaluation, and compensation benchmarking
 Advanced Excel skills and experience using HRIS and analytics tools
 Ability to develop dashboards, reports, models, and forecasts using HR data
 Strong understanding of labor laws, HR policies, and compliance requirements
 Proven ability to partner with senior leaders and influence key business decisions
 Strategic thinking with strong business acumen
 Excellent interpersonal, communication, and stakeholder management skills
 High integrity with the ability to handle confidential information
 Strong analytical mindset with attention to detail
 Strong problem-solving skills with a continuous improvement mindset
 HR certification (e.g., HRM or equivalent) is preferred
 Benefits
 
<ul>
<li>50 Percent of the Salarly in USD</li>
<li>Social and medical insurance</li>
<li>Transportation</li>
<li>Internet package</li>
</ul>

HR Business Partner (Software or IT Industry Experience)

Advansys

<div>Role Purpose
The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving organizational effectiveness through workforce planning, rewards strategy, and data-driven people decisions. This role partners closely with leadership to design and implement HR initiatives that strengthen capability, optimize performance, and ensure competitive and equitable compensation structures.
A key focus of the role is Rewards, Compensation Benchmarking, Workforce Insights, and People Analytics, while also supporting broader HR Business Partner responsibilities across talent, engagement, and governance. 

Key Responsibilities1. Strategic HR Partnership<ul><li>
Act as a trusted advisor to senior leaders, aligning people strategies with business objectives.</li><li>
Translate business needs into actionable HR solutions and implementation plans.</li><li>
Lead strategic workforce planning, talent pipeline development, and succession planning.</li><li>
Support organizational design, transformation, and change management initiatives.</li></ul> 

2. Rewards, Compensation &amp; Benefits (Primary Focus)<ul><li>
Lead the annual compensation cycle, including salary review and promotion processes.</li><li>
Conduct internal pay equity analysis to ensure fairness, consistency, and compliance.</li><li>
Manage market benchmarking, salary surveys, and job evaluation activities to maintain competitive reward structures.</li><li>
Design and recommend reward strategies, including short-term incentives, long-term incentives, retention plans, and performance-linked rewards.</li></ul> 

3. People Analytics &amp; HR Insights (Primary Focus)<ul><li>
Develop and maintain HR dashboards covering headcount, turnover, hiring, productivity, and workforce health metrics.</li><li>
Provide data-driven insights and recommendations using trend analysis and predictive analytics.</li><li>
Lead compensation analytics, salary modeling, and internal benchmarking exercises.</li><li>
Ensure data accuracy, integrity, and reporting compliance across HR systems.</li></ul> 

4. Talent Management &amp; Development<ul><li>
Partner with leaders to identify capability gaps and support individual and team development plans.</li><li>
Facilitate performance management cycles and ensure consistent application of frameworks.</li><li>
Support learning, leadership development, and succession initiatives aligned with business needs.</li><li>
Coach managers on talent development, employee engagement, and performance improvement.</li></ul> 

5. Employee Relations &amp; Engagement<ul><li>
Serve as a key point of contact for complex or sensitive employee relations matters.</li><li>
Promote a positive, inclusive, and high-engagement work environment.</li><li>
Provide guidance on HR policies, procedures, and best practices.</li><li>
Partner with managers on conflict resolution, disciplinary actions, and performance issues.</li></ul> 

6. HR Governance, Compliance &amp; Processes<ul><li>
Ensure HR practices comply with local labor laws and internal policies.</li><li>
Lead HR audits, policy reviews, and continuous process improvements.</li><li>
Implement HR frameworks that support consistency, scalability, and operational excllence</li></ul> 

Requirements 
<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Economics, Finance, or a related field</li><li>
6+ years of progressive HR experience</li><li>
At least 3 years of experience in an HR Business Partnering or Rewards-focused role</li><li>
Strong background in Compensation &amp; Benefits and HR Analytics</li><li>
Hands-on experience with compensation cycles, salary reviews, and pay equity analysis</li><li>
Experience in salary structure design, job evaluation, and compensation benchmarking</li><li>
Advanced Excel skills and experience using HRIS and analytics tools</li><li>
Ability to develop dashboards, reports, models, and forecasts using HR data</li><li>
Strong understanding of labor laws, HR policies, and compliance requirements</li><li>
Proven ability to partner with senior leaders and influence key business decisions</li><li>
Strategic thinking with strong business acumen</li><li>
Excellent interpersonal, communication, and stakeholder management skills</li><li>
High integrity with the ability to handle confidential information</li><li>
Strong analytical mindset with attention to detail</li><li>
Strong problem-solving skills with a continuous improvement mindset</li><li>
HR certification (e.g., HRM or equivalent) is preferred</li></ul> 

Benefits<ul><li> 
50 Percent of the Salarly in USD</li><li>Social and medical insurance</li><li>Transportation</li><li>Internet package</li></ul></div>

Magnet

<div>
 
 
 Employer Overview
 
 
 
 A leading composite insurance provider in the UAE, operating in Dokki, Giza, with nearly five decades of excellence, offering comprehensive insurance solutions across health, life, motor, and general lines. The organization operates across all Emirates and Oman, serving over 800,000 clients through a strong network of branches, brokers, bancassurance partners, and digital channels. Renowned for its financial strength and service excellence, it continues to set the benchmark for customer satisfaction and innovation in the regional insurance market.
 
 
 
 
 
 
 Job Summary
 
 
 
 The Lead HR Business Partner partners with senior leadership to shape and deliver the people strategy aligned with business objectives, regulatory obligations, and organizational priorities. The role provides strategic direction across workforce planning, talent management, reward governance, and organizational effectiveness while ensuring compliance, risk management, and sustainable growth.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Act as a strategic advisor to senior leaders, aligning HR initiatives with business strategy.
 </li>
 <li>
 Lead strategic workforce planning to ensure optimal capability mix, productivity, and cost efficiency.
 </li>
 <li>
 Drive organizational design, structural effectiveness, and role clarity in collaboration with business and finance stakeholders.
 </li>
 <li>
 Oversee talent management, succession planning, and leadership pipeline development for critical roles.
 </li>
 <li>
 Govern compensation, benefits, performance management, and incentive frameworks in line with market and regulatory standards.
 </li>
 <li>
 Partner with Finance on manpower budgeting, cost control, and reward governance.
 </li>
 <li>
 Ensure compliance with labor laws, employment regulations, and relevant regulatory authority requirements.
 </li>
 <li>
 Provide strategic oversight on employee relations matters, ensuring fair and legally sound resolutions.
 </li>
 <li>
 Maintain strong HR governance through policies, controls, audits, and regulatory interactions.
 </li>
 <li>
 Utilize HR systems, analytics, and reporting tools to support leadership decision-making and regulatory submissions.
 </li>
 <li>
 Lead localization or national workforce initiatives, including KPI development and monitoring.
 </li>
 <li>
 Champion organizational culture, employee engagement, and change management initiatives.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related discipline.
 </li>
 <li>
 Postgraduate qualification or professional HR certification (e.g., CIPD, SHRM) is an advantage.
 </li>
 <li>
 Significant experience in senior HR Business Partnering roles within regulated or complex organizational environments.
 </li>
 <li>
 Demonstrated experience operating at the executive and enterprise level.
 </li>
 <li>
 Proven track record in workforce planning, compensation strategy, and HR governance.
 </li>
 <li>
 Strategic thinking and strong commercial acumen.
 </li>
 <li>
 Excellent influencing and stakeholder management skills.
 </li>
 <li>
 Strong judgement, decision-making, and problem-solving capability.
 </li>
 <li>
 High integrity and professionalism.
 </li>
 <li>
 Ability to lead change and drive results.
 </li>
 <li>
 Expertise in workforce planning methodologies and organizational design.
 </li>
 <li>
 In-depth knowledge of compensation strategy and reward governance frameworks.
 </li>
 <li>
 Strong understanding of employment legislation and regulatory frameworks.
 </li>
 <li>
 Experience in HR governance, risk management, and compliance oversight.
 </li>
 <li>
 Proficiency in HRIS systems and data analytics tools.
 </li>
 <li>
 Advanced capability in Microsoft Office (Excel, PowerPoint, reporting tools).
 </li>
 <li>
 Experience utilizing HR dashboards and enterprise reporting systems.
 </li>
 <li>
 Fluent in English (written and verbal).
 </li>
 <li>
 Ability to balance business performance, people priorities, and risk considerations.
 </li>
 <li>
 Capability to manage complexity and operate effectively in regulated environments.
 </li>
 <li>
 Strong leadership presence with the ability to influence at the executive level.
 </li>
 <li>
 Ability to translate strategic objectives into actionable HR initiatives.
 </li>
 </ul>
 <li>
 </li>
 
 
</div>

Human Resources Business Partner

Explore 2134+ Hr business partner in Egypt this May. Find roles across top companies and apply now to boost your career.

2134 hr business partner jobs In Egypt

HR Business Partner

HR Business Partner

Readvertisement - Senior HR Business Partner

HR Business Partner - Blu EV

HR Business Partner (Software or IT Industry Experience)

HR Business Partner (Software or IT Industry Experience)

Human Resources Business Partner