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hr manager

M squared

<div>
 <p>
  <strong>
   Job Purpose:
  </strong>
 </p>
 <p>
  To strategically lead the talent management function in alignment with the organization&rsquo;s vision and business objectives. This role is instrumental in embedding a high-performance culture, driving organizational capability, and shaping the employee experience. The Talent Management Assistant Manager works closely with leadership to manage performance frameworks, implement Balanced Scorecards, attract top talent, and drive continuous development and engagement initiatives. The role also contributes to workforce planning and succession strategies that ensure long-term business sustainability.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Job Responsibilities:
  </strong>
 </p>
 <ul>
  <li>
   Lead the organization-wide performance management strategy using Balanced Scorecards (BSC) to align individual and departmental goals with corporate objectives.
  </li>
  <li>
   Partner with senior leadership to translate business goals into measurable KPIs across departments.
  </li>
  <li>
   Oversee the full performance cycle, including cascading objectives, quarterly check-ins, and annual reviews.
  </li>
  <li>
   Analyze performance data to identify organizational trends, skill gaps, and business risks; provide strategic insights to management.
  </li>
  <li>
   Develop performance calibration processes.
  </li>
  <li>
   Collaborate with department heads to forecast talent needs, ensuring alignment with business growth and restructuring plans.
  </li>
  <li>
   Lead strategic sourcing initiatives to attract high-caliber candidates, leveraging data, employer branding, and university partnerships.
  </li>
  <li>
   Monitor and improve time-to-fill and quality of hire through dashboards and analytics.
  </li>
  <li>
   Lead high-impact internship programs and build long-term talent pipelines from top-tier institutions.
  </li>
  <li>
   Design and monitor an integrated onboarding experience that drives early engagement, productivity, and cultural alignment.
  </li>
  <li>
   Develop and implement strategic internal communication plans that reinforce business direction, culture, and leadership alignment.
  </li>
  <li>
   Lead company-wide engagement initiatives, such as pulse surveys, town halls, and cultural activation campaigns.
  </li>
  <li>
   Design and execute employee engagement events that drive collaboration, wellness, and retention.
  </li>
  <li>
   Lead the identification and development of high-potential employees and successors for critical roles.
  </li>
  <li>
   Contribute to the design of learning and development programs that support technical, leadership, and behavioral competencies.
  </li>
  <li>
   Maintain development records and track career growth progression to inform strategic HR planning.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Job Requirements:
  </strong>
 </p>
 <ul>
  <li>
   Bachelor's degree in Business Administration or any related field (HR certification or diploma preferred).
  </li>
  <li>
   9&ndash;10 years of HR experience with a focus on talent management, performance strategy, and development.
  </li>
  <li>
   Solid experience implementing and managing Balanced Scorecards and organizational KPIs.
  </li>
  <li>
   Strong business acumen with the ability to align talent initiatives to strategic goals.
  </li>
  <li>
   Exceptional analytical and problem-solving skills with advanced Excel and HR systems proficiency.
  </li>
  <li>
   Proven track record in driving cross-functional initiatives and stakeholder alignment.
  </li>
  <li>
   Outstanding communication, influence, and change management skills.
  </li>
 </ul>
</div>


Talent Management Assistant Manager

البنك التجاري الدولي

<div></div><div><div>Description<div></div><p><b><br>
JOB PURPOSE</b></p>
<p>To partner with and act as the Account Manager with designated Area(s) Business Heads on various HR services &amp; activities, including Organization Design, Job Evaluation, Performance Management and Hiring plans, in order to ensure overall employee effectiveness and alignment to CIB&rsquo;s human capital strategic priorities.
</p><p>Organization and Job Design</p>
<div><ul><li>Work closely with Business Areas&rsquo; Heads on all organization design activities, including departments structuring/restructuring, to ensure all business needs are addressed and that proposed changes conform to relevant policies and guidelines.</li></ul>
<ul><li>Manage and support in the process of conducting job analysis and development of job descriptions for various positions within designated area, to reflect key role accountabilities, contribution towards the business and to clarify any duplication with other roles/stakeholders within the organization.</li></ul>
<ul><li>Conduct job evaluation, as a member of the job evaluation committee, for new positions and ensure on-going maintenance of existing job evaluations according to associated changes in work/business scope, in order to ensure that each job&rsquo;s relative weight is accurately reflected on CIB grade and pay structures.
</li></ul><ul><li>Supervise the implementation and execution of organizational updates and changes in designated business area by the HR Business Partners, to ensure all organization charts, job descriptions and relevant documents are updated and are accurately reflected on relevant HR systems.</li></ul>
</div>
<p>Performance Management</p>
<div><ul><li>Manage the team in supporting the designated area in effectively adhering to Performance Management (PM) process (i.e. Objectives Setting phase, Mid-Year appraisal, and End of Year appraisal), to ensure that the PM cycle is carried out efficiently within set timeframes.</li></ul>
<ul><li>Advise and support Lines of Business (LOB) managers in the development of role objectives, Key Performance Indicators (KPIs) and evaluation challenges in order to ensure effective employee performance management.</li></ul>
<ul><li>Review performance management analysis, reports and calibration to support further decision making.</li></ul>
</div>
<p>HR Operations</p>
<div><ul><li>Manage the reviewing process of employees Grade Adjustment nominations, and the effective communication with Business Heads, to ensure recommendations&rsquo; objectivity and validity of all Grade Adjustment rationales.</li></ul>
<ul><li>Ensure timely and proper handling of all business and employees requirements and inquiries.</li></ul>
</div>
<p>Workforce &amp; Manpower Planning
</p><div><ul><li>Participate in the annual manpower plan through the identification and analysis of business requirements, to ensure alignment with business plans and overall bank&rsquo;s manpower budget.</li></ul></div><br>
<p>
</p><p>Talent Identification, Interviewing and Offering</p>
<div><ul><li>Develop hiring plan of respective managed business area(s) in coordination with relevant Business Heads, and review on quarterly basis to support designated business areas in delivering the Bank&rsquo;s strategy.</li></ul>
<ul><li>Manage external hiring activities for technical and experienced jobs including: CV sourcing through various sourcing channels, HR and technical interviews for applicable candidates with respective Business Heads, to ensure cultural fit for the Bank, values alignment, long term potential, and technical capabilities.</li></ul>
<ul><li>Review and approve hiring cases, for candidates hired on relevant management level positions and negotiate job offers and financial packages in line with CIB grading system, salary structures in collaboration with Rewards Management and existing policies, in order to ensure the hiring of qualified candidates while maintaining market competitiveness.</li></ul>
<ul><li>Work closely with the Talent Management team in the succession planning process, to identify and further develop successors for all key positions in CIB to ensure continuation of the set business strategy.</li></ul></div><br>
<p>
</p><p>Exit Interviews</p>
<div><ul><li>Conduct exit interviews, for employees on Middle Management Level &amp; above, and ensure the updating of the Exit Analysis sheet in a timely manner to ensure thorough analysis and recommendations are provided.
</li></ul><ul><li>Escalate recurring pains/issues to the relevant business head and recommend action plans to agree on the way forward.</li></ul></div><br>
<p>
</p><p>Policies, Processes and Procedures</p>
<div><ul><li>Implement approved department policies, processes, and procedures and monitors adherence so that work is carried out in a controlled manner</li></ul></div><br>
<p>
</p><p>Day-to-day operations</p>
<div><ul><li>Implement the day-to-day operations assigned for the OD &amp; HR Business Partners department to ensure compliance with the established standards and procedures</li></ul></div><br>
<p>
</p><p>Compliance</p>
<div><ul><li>Comply with all relevant CBE regulations, banking laws, AML regulations and internal CIB policies and code of conduct in order to maintain CIB&rsquo;s sound legal position and mitigate any potential risks</li></ul>
</div>
</div><div></div><div>Qualifications<div></div><p><br>
Qualifications &amp; Experience</p>
<ul><li>Bachelor degree in Business Administration, Accounting or a related discipline</li>
<li>Minimum 8 - 10 years of experience, out of which a minimum of 6 years of experience in Organization Development/Design and Talent Acquisition and/or HRBP roles</li>
<li>Experience and knowledge of the Banking and Financial industries</li>
<li>MBA or Master&rsquo;s in HR degree is preferable</li>
</ul>
<p>Skills</p>
<ul><li>Excellent command of English and Arabic languages</li>
<li>Very good understanding of MS Office applications</li>
<li>Very good Leadership skills</li>
<li>Very good Planning and organizing skills</li>
<li>Very good Communication, Problem solving skills</li>
</ul>
</div><div></div><div>Primary Location: Egypt-Giza-SMART VILLAGE BLDG. 4</div><div>
Work Locations: SMART VILLAGE BLDG. 4</div><div>
Job: Back Office</div><div>
Organization: CEO AREA</div><div>
Shift: Day Job</div><div>
Job Type: Full-time Employee</div></div>

HR Business Partners Manager

Mövenpick

<div><b>Company Description</b><p><br>
The Mövenpick Hotel Cairo-Media City is located in the vibrant 6th of October City, offering easy access to Cairo's attractions and just a short distance from Cairo International Airport. The hotel is in close proximity to iconic landmarks like the Great Pyramids of Giza and Sphinx, Dream Park, and a 27-hole golf course. The hotel's unique location alongside Media Production City studios provides guests with a blend of fantasy and tradition, creating a memorable experience.<br>
</p><br>
<br>
<b>Job Description</b><p><br>
We are seeking a highly skilled and experienced Assistant Director of HR to join our team in 6th of October City, Egypt. In this key leadership role, you will work closely with the HR Director to develop and implement strategic HR initiatives that align with our organization's goals and values.</p><ul><li>
Assist in developing and executing HR strategies and policies across the organization</li><li>
Oversee daily HR operations, including recruitment, onboarding, performance management, and employee relations</li><li>
Collaborate with department heads to identify and address HR-related issues and opportunities</li><li>
Lead and mentor a team of HR professionals, fostering their growth and development</li><li>
Manage the implementation and optimization of HR systems and processes</li><li>
Ensure compliance with Egyptian labor laws and regulations</li><li>
Develop and implement employee engagement and retention programs</li><li>
Assist in budget planning and resource allocation for the HR department</li><li>
Conduct regular HR audits and provide recommendations for improvement</li><li>
Serve as a key advisor to senior management on HR matters and organizational development</li></ul><br>
<b>
Qualifications</b><br>
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred</li><li>
7+ years of progressive HR experience, including 3+ years in a managerial HR role</li><li>
Professional HR certification (e.g., SHRM-CP, PHR) preferred</li><li>
In-depth knowledge of Egyptian labor laws and regulations</li><li>
Strong proficiency in HR management software and Microsoft Office Suite</li><li>
Excellent leadership and team management skills</li><li>
Outstanding communication and interpersonal abilities</li><li>
Proven track record in strategic planning and implementation</li><li>
Strong problem-solving and decision-making skills</li><li>
Experience in performance management and employee relations</li><li>
Expertise in recruitment and talent acquisition strategies</li><li>
Ability to handle confidential information with discretion and professionalism</li><li>
Fluency in English and Arabic (both written and spoken)</li></ul></div>

Assistant Director of People & Culture

IFFCO Group

<div>
 <p>
  <strong>
   Job Summery :
  </strong>
 </p>
 <ul>
  <li>
   To lead the Human Resource Management function for assigned business unit(s) and/or business group by formulating Human Resource strategies, systems and processes that help the group meet its goals and objectives and thus facilitate individual growth, motivation and development
  </li>
  <li>
   To undertake overall responsibility for staff welfare, administration and security for the assigned business unit(s) organization.
  </li>
 </ul>
 <p>
  <strong>
   Responsibilities :
  </strong>
 </p>
 <ul>
  <li>
   Develop Human Resources budget for the assigned BU and ensure adherence to the same
  </li>
  <li>
   Contribute to development of the annual business plan for the BU organization by giving inputs on manpower, wage costs, training costs and costs of other HR initiatives
  </li>
  <li>
   Drive cost savings by deployment of efficient recruitment and training strategies, manpower studies and productivity enhancement
  </li>
  <li>
   Responsible for aligning the HR strategy to the overall BU strategy and priorities.
  </li>
  <li>
   Ensure succession planning for all critical positions within the assigned BU
  </li>
  <li>
   Conceptualize Business Segment level change initiatives to constantly remain best in class
  </li>
  <li>
   Work closely with the Senior Leadership to develop business continuity plans, by developing contingency mechanisms around competency availability, people and policies
  </li>
  <li>
   Guide and support the Business Unit HR team in enforcement of all Group level HR policies and procedures
  </li>
  <li>
   Oversee design of initiatives to enhance the motivation and employee satisfaction levels for the BU workforce.
  </li>
  <li>
   Understand the pulse of the BU workforce through regular interaction with employees
  </li>
  <li>
   Support the corporate HR team and Business Unit HR team in carrying out induction of the organization.
  </li>
  <li>
   Study the manpower deployment for the BU organization based on the internal and external manpower productivity metrics and recommend suitable changes
  </li>
  <li>
   Assist the senior management on a wide range of critical people issues like top management selection and development, executive compensation, leadership development, succession planning for critical jobs and critical issues related to employee relations
  </li>
  <li>
   Support Corporate HR and CoEs in implementation of Performance Management System at corporate office and units to facilitate objective definition and measurement of employees&rsquo; performance and link PMS to other HR systems such as training and rewards
  </li>
  <li>
   Drive leadership pipeline development for the BU through succession planning and identification of top talent within the organization
  </li>
  <li>
   Collaborate with the Corporate L&amp;D team and the BU leadership in design and deployment of the Capability building to ensure manpower productivity and engagement
  </li>
  <li>
   Support the Corporate HR and CoEs in design, development and roll-out of compensation &amp; benefit policies and guidelines, compensation structure and incentive programs
  </li>
  <li>
   Support Target delivery for all BU team members including ensuring awareness, appreciation and alignment by the leadership.
  </li>
  <li>
   Review compliance to all legal and statutory requirements for the respective BU organization
  </li>
  <li>
   Review industrial relation issues across all locations dealing with domestic inquiries, discipline management, absenteeism and grievance and recommend process improvements in order to bridge any gaps that may exist
  </li>
  <li>
   Oversee proper functioning of employee grievance redressal system to capture all employee issues and grievances and highlight the same to the senior management team
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Work Experience:
  </strong>
 </p>
 <p>
  Minimum of 12+ years of related experience, in a similar role of HR Business Partner, preferably in FMCG sector in Middle-East and North-Africa region. Global / regional / sub-regional experience is must
 </p>
</div>


Head HR & Admin

<div></div><div><div>Description<p></p><div><div><p><br>
Internal<br>
</p></div></div><br>
<br>
<b>Job Purpose:</b><p></p><p>
To support building a strong Employee Experience strategy through developing and implementing Employee Engagement initiatives, as well as designing and implementing Employee Recognition Programs, in addition to managing the HR Help Desk to resolve CIB employees&rsquo; HR inquiries in line with the approved policies.</p><p><b>
Job Description:</b></p><p><b>
HR Communication</b></p><p>
1.Develop and deliver the organization&rsquo;s HR engagement initiatives, planning and calendar of activity to support the organization&rsquo;s goals through overseeing our established internal communications channels (e.g. promotions/new appointments, organization restructuring, new programs and human capital initiatives, etc&hellip;).</p><p>
2.Handle the logistics of Town Halls, Focus Groups, pulse surveys and other means to increase awareness of HR activities and policies to drive employees&rsquo; performance and maintain transparency.</p><p><b>
Employee Engagement</b></p><p>
3.Ensure the coordination of monthly/quarterly/annual recognition awards are aligned to CIB values, in order to acknowledge achieving employees and to increase employees&rsquo; satisfaction and productivity.</p><p>
4.Develop and execute the employee engagement strategy through working closely with HR Teams and key stakeholders, to deliver high quality employee engagement activities to support achieving organization&rsquo;s goals.</p><p>
5.Design, implement and analyse results of employee engagement surveys and other engagement initiatives, to drive organizational effectiveness.</p><p>
6.Ensure continuous monitoring of the employees feedback through pulse surveys, to ensure high level of employee engagement and to generate insights that help create meaningful changes.</p><p><b>
HR Help Desk &ldquo;Ask HR&rdquo;</b></p><p>
7.Engage, coach and develop HR Help Desk team, to meet our employees&rsquo; needs with a customer excellence service focus.</p><p>
8.Maintain quality centric controls, to ensure a positive employee experience by consistently monitoring management of calls, tickets and any other channels used by HR Help Desk team.</p><p>
9.Monitor escalation of queries to improve front line services and support</p><p>
10.Communicate HR policies and program changes to the HR Help Desk team in a timely manner, to ensure alignment.</p><p>
11.Build and maintain collaborative partnerships with the HR teams and other key stakeholders, to ensure smooth communication.</p><p>
12.Utilize technology to improve service delivery and overall customer service ensuring feedback/customer satisfaction is measured and monitored.</p><p>
13.Pro-actively identify potential issues, concerns and opportunities, and work with key stakeholders to develop plans that address key issues.</p><p><b>
Employee On-boarding</b></p><p>
14.Design and develop new hires on-boarding process to ensure having a smooth journey.</p><div><br>
</div></div><div>
Qualifications<div></div><p><b><br>
Qualification &amp; Experience</b></p><p>
Bachelor&rsquo;s Degree in Organizational Development, Business Administration, or equivalent</p><p>
Minimum 6 &ndash; 8 years of progressive experience in HR or employee engagement.</p><p>
Demonstrated analytical and problem solving skills sufficient to identify needs conduct research and develop innovative proposals, solutions, and programs</p><p></p><p><b><br>
Skills</b></p><p>
Excellent command of English &amp; Arabic Languages</p><p>
Good understanding of MS Office applications</p><p>
Managerial &amp; negotiation skills</p><p>
Excellent communication skills</p><p>
Planning and organizing skills</p><div><br>
</div></div><div>
Primary Location: Egypt-Giza-SMART VILLAGE BLDG. 4</div><div>
Job: Back Office</div><div>
Organization: CEO AREA</div><div>
Shift: Day Job</div><div>
Job Type: Full-time Employee</div></div>

EMPLOYEE EXPERIENCE LEAD

<div></div><div><div>Description<div></div><p><b><br>
Job Purpose:</b></p><p>
To prepare the manpower plan, budget and manpower cost, to ensure accuracy and alignment with the HR annual plan and key objectives.</p><p><b>
Job Description:</b></p><p>
Manpower Control</p><p>
1.Review the monthly head count movements (internal transfers, external hiring &amp; unpaid returns, over &amp; above) across the area and departmental levels, in order to ensure alignment with the approved budgeted manpower yearend figure.</p><p>
2.Review the cost variance availability to facilitate the HC consumption process and forecast different scenarios that can be used to cover the cost variance amount.</p><p>
3.Review the relevant reports (monthly closing, internal transfers manual vs. system transactions, pipeline, monthly movements, etc.) in order to ensure maintaining accurate records.</p><p>
4.Review any changes in budget segregation map, to ensure having an updated map.</p><p>
5.Review the monthly actual data on oracle in terms of cost centres &amp; branch codes using cost center / branch codes map.</p><p>
6.Review proofing of all the requested manpower consumption (Internal transfers, external hiring &amp; unpaid return), all the over &amp; above manpower consumption and all the received HC status daily/weekly, in order to ensure accurate alignment with the approved budgeted manpower yearend figures.</p><p>
7.Review the tracking &amp; proofing the manpower daily transactions in terms of manpower budget reallocations/ re-casted and the effect of these allocations to the approved budgeted HC.</p><p>
8.Prepare &amp; finalize monthly budget allocations by cost center to update the Analytics &amp; Data Management team (EPM) with the updated monthly status to support them in maintaining accurate staff expenses allocations which affect the monthly / yearly financial records.</p><p>
9.Prepare cost control reports (monthly actual vs. budget cost, monthly analysis, CFO quarters analysis, &hellip;etc.) in order to determine if the budget has deficit or surplus to date.</p><p>
10.Prepare monthly closing ledgers tracking report which affect the monthly / yearly financial records.</p><p>
11.Prepare the new budget cycle database in terms of HC (current, replacement, &hellip; etc.), Cost calculation, and prepare the expected New Hires HC and Cost Budget, by analysing the business needs in collaboration with the HR Business Partners.</p><p>
12.Prepare &amp; calculate restructures&rsquo; cost impact analysis reports to provide the OD &amp; HR business partners with the restructures&rsquo; financial effect to be presented to the Management Committee.</p><p><b>
Policies, Processes and Procedures</b></p><p>
13.Follow all relevant department policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner</p><p><b>
Day- to-day operations</b></p><p>
14.Follow the day-to-day operations related to own jobs in the department to ensure timely continuity of work</p><p><b>
Compliance</b></p><p>
15.Comply with all relevant CBE regulations, banking laws, AML regulations and internal CIB policies and code of conduct in order to maintain CIB&rsquo;s sound legal position and mitigate any potential risks</p><div><br>
</div></div><div>
Qualifications<div></div><p><b><br>
Qualifications &amp; Experience:</b></p><ul><li> Bachelor degree in, finance, accounting, business administration or equivalent.</li><li> For Officer: Min. 3 years of experience in HR</li><li> HR related degree is a must such as HR diploma</li></ul><p><b>
Skills:</b></p><ul><li> Good oral and written English language</li><li> Excellent analytical and attention to details skills</li><li> Advanced Excel skills</li><li> Communication skills</li><li> Negotiation skills</li></ul><div><br>
</div></div><div>
Primary Location: Egypt-Giza-SMART VILLAGE BLDG. 4</div><div>
Job: Back Office</div><div>
Organization: CEO AREA</div><div>
Shift: Day Job</div><div>
Job Type: Full-time Employee</div></div>

MANPOWER BUDGETING OFFICER

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54 hr manager jobs In Giza

Talent Management Assistant Manager

HR Business Partners Manager

Assistant Director of People & Culture

Assistant Director of People & Culture

Head HR & Admin

EMPLOYEE EXPERIENCE LEAD

MANPOWER BUDGETING OFFICER