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human resources business partner

Mercedes-Benz Egypt

<div>
 
 
 Role Purpose
 
 
 
 The HR Business Partner &ndash; supports people initiatives and driving HR interventions that enhance workforce efficiency, employee engagement, and operational excellence. The role ensures effective end‑to‑end HR support, aligning HR strategies with business objectives.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 1. Talent Acquisition &amp; Workforce Planning
 
 
 <ul>
 <li>
 Lead
 
 end‑to‑end recruitment
 
 for the assigned departments/divisions.
 </li>
 <li>
 Collaborate with line managers to define workforce needs and ensure timely staffing.
 </li>
 <li>
 Support succession planning for critical technical roles.
 </li>
 </ul>
 
 
 2. Performance &amp; Talent Management
 
 
 <ul>
 <li>
 Drive the
 
 performance management cycle
 
 within the supported functions.
 </li>
 <li>
 Facilitate talent identification and
 
 development planning
 
 for key employees.
 </li>
 </ul>
 
 
 3. Employee Relations &amp; HR Advisory
 
 
 <ul>
 <li>
 Act as a trusted advisor to supported functions and supervisors.
 </li>
 <li>
 Handle employee relations matters, applying consistent and fair HR policies.
 </li>
 <li>
 Ensure compliance with labor laws, safety standards, and company regulations.
 </li>
 </ul>
 
 
 4. Onboarding &amp; Offboarding
 
 
 <ul>
 <li>
 Manage onboarding and orientation of all new joiners on site.
 </li>
 <li>
 Oversee offboarding activities, including exit interviews and reporting.
 </li>
 </ul>
 
 
 5. Engagement &amp; Culture
 
 
 <ul>
 <li>
 Support and implement
 
 employee engagement activities
 
 tailored to the supported functions.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications &amp; Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Business, or a related field.
 </li>
 <li>
 4&ndash;6 years of HRBP or HR generalist experience in corporate environments.
 </li>
 <li>
 Excellent communication, analytical, and coaching skills.
 </li>
 <li>
 Familiarity with HR systems (Workday preferred).
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

Wadi Degla Developments

<div>
 
 
 Role Purpose:
 
 
 
 
 
 
 The HR Business Partner acts as the primary HR focal point for assigned business units, ensuring the delivery of efficient HR services across recruitment, employee relations, performance management, operations coordination, and employee engagement. The HRBP maintains close relationships with employees and managers, understands their operational needs, and ensures alignment with HR policies and the overall business direction.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 Business Partnership &amp; Support
 
 
 <ul>
 <li>
 Serve as the primary HR contact for assigned business units.
 </li>
 <li>
 Build strong relationships with employees to understand their operational needs and challenges.
 </li>
 <li>
 Advise managers on basic HR processes (attendance, performance, discipline, policies, and HR cycles).
 </li>
 <li>
 Conduct regular field/site visits to maintain close engagement and gather employee feedback.
 </li>
 </ul>
 
 
 
 
 
 Manpower Planning &amp; Talent Acquisition
 
 
 <ul>
 <li>
 Support manpower planning and ensure alignment with approved organizational structures.
 </li>
 <li>
 Follow up on headcount requests and coordinate with Talent Acquisition for timely hiring.
 </li>
 <li>
 Conduct HR interviews, prepare shortlists, and support hiring decisions.
 </li>
 </ul>
 
 
 
 
 
 Onboarding &amp; Probation Management
 
 
 <ul>
 <li>
 Support the onboarding process and ensure a smooth integration experience for new hires.
 </li>
 <li>
 Communicate probation period evaluations and follow up with managers to finalize decisions.
 </li>
 </ul>
 <li>
 </li>
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Handle employee relations cases professionally, including grievances, conflicts, and policy inquiries.
 </li>
 <li>
 Provide guidance to employees on rights, benefits, and HR procedures.
 </li>
 <li>
 Escalate critical ER issues to HR Director.
 </li>
 </ul>
 
 
 
 
 
 Coordination With HR Functions
 
 
 <ul>
 <li>
 Liaise with Compensation &amp; Benefits regarding promotions, salary reviews, allowances, benefits clarifications, and employee requests.
 </li>
 <li>
 Coordinate with the Training team to ensure attendance, update training records, and communicate business training needs.
 </li>
 <li>
 Support Organization Development initiatives by communicating updates, collecting required data, and ensuring implementation across business units.
 </li>
 <li>
 Prepare routine HR reports such as turnover, absenteeism, overtime, disciplinary actions, and headcount.
 </li>
 </ul>
 
 
 
 
 
 
 Qualifications:
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration, HR, or a related field.
 </li>
 <li>
 7&ndash;8 years of HR experience, including recruitment, organizational development &amp; employee relations.
 </li>
 </ul>
 
 
 Skills:
 
 
 
 
 
 <ul>
 <li>
 Communication &amp; Listening
 </li>
 <li>
 Problem Solving
 </li>
 <li>
 Confidentiality
 </li>
 <li>
 Employee Advocacy
 </li>
 <li>
 Time Management
 </li>
 <li>
 Attention to Detail
 </li>
 <li>
 Teamwork
 </li>
 </ul>
 
 
</div>

Innovo Group

<div>
 Role Purpose
 
 Act as business partner to leaders, driving people strategy in business units. Provide expert strategic and technical human resource advice.
 
 Key Accountabilities
 <ul>
 <li>
 Lead people initiatives that promote wellbeing and corporate values in cooperation with line managers.
 </li>
 <li>
 Analyze employee engagement survey findings and work with leaders on practical actions to improve employee experience.
 </li>
 <li>
 Provide guidance and support in areas such as conflict resolution, disciplinary actions, and employee grievances.
 </li>
 <li>
 Source candidates, screen, schedule, conduct interviews &amp; prepare employment offers. Manages relationship with hiring managers to ensure hiring needs are met efficiently.
 </li>
 <li>
 Conduct exit interviews and analyses findings to identify trends and areas for improvement.
 </li>
 <li>
 Guide leaders and employees on adapting new ways of working and evolving company culture.
 </li>
 <li>
 Regularly review data quality in SAP &amp; update organizational structures of assigned teams.
 </li>
 <li>
 Ensure consistent use of SAP system across all people&rsquo;s functions.
 </li>
 <li>
 Coordinates the completion of annual performance management cycle with the assigned business unit, guiding and training managers and employees through performance reviews, goal setting, and development discussions.
 </li>
 <li>
 Coach line managers on handling performance challenges, including Performance Improvement Plans (PIP).
 </li>
 <li>
 Consolidate training needs analysis for assigned business unit and ensure employees and managers are equipped with the necessary knowledge and skills to perform effectively.
 </li>
 <li>
 Visit project sites promoting Diversity, Equity and Inclusion principles.
 </li>
 </ul>
 Qualifications, Experience, Knowledge &amp; Skills
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources or any relevant field.
 </li>
 <li>
 CIPD or SHRM qualification preferred
 </li>
 <li>
 A minimum of 6-8 years&rsquo; experience in relevant role.
 </li>
 <li>
 Multinational experience is a must.
 </li>
 <li>
 Outstanding communication and interpersonal abilities.
 </li>
 <li>
 An analytical mindset with excellent organizational skills.
 </li>
 <li>
 Excellent command of English language is a must.
 </li>
 </ul>
</div>

People Partner

UNFPA

Staff grade/level
 
P-5
 
Contract type
 
Fixed Term Appointment
 
Duty station
 
Cairo
 
Job categories
 
Human Resources
 
Closing date
 
31 March 2026 23:59(America/New_York)
 
Job ID
 
32667
 
Job description
 
The Position: 
You will manage the interface between business units and the Human Resources function in UNFPA by providing strategic HR Client services and driving HR programs and initiatives in your client area.
 
You will report to the Deputy HR Director.
 
How you can make a difference: 
UNFPA is the lead United Nations agency for delivering a world where every pregnancy is intended, every childbirth is safe, and every young person's potential is fulfilled. The UNFPA Strategic Plan for 2026-2029 articulates the organization’s response to a complex global environment, providing a roadmap for resilience and renewal. It is designed to accelerate the implementation of the Programme of Action of the International Conference on Population and Development (ICPD) and the achievement of the Sustainable Development Goals by 2030. This mandate is pursued through a focus on four interconnected outcomes: ending the unmet need for family planning; ending preventable maternal deaths; ending gender-based violence and harmful practices; and adapting to demographic change through evidence and rights-based policies.
 
In a world where fundamental human rights are at risk, we need principled and ethical staff, who embody these international norms and standards and who will defend them courageously and with full conviction.
 
UNFPA is seeking candidates who transform, inspire, and deliver high-impact and sustained results and ensure effective external relations, communications, and partnership-building and resource mobilization in a rapidly changing development and funding landscape. We need staff who are transparent, exceptional in how they manage the resources entrusted to them, and who commit to delivering excellence in programme results.
 
Job Purpose: 
The HR Business Partner (HRBP) is a key member of the global HR team and facilitates the identification and meeting of the Human Resource needs and objectives of the organization in the client area (Region/HQ) supporting the effective implementation of the Human Resources aspects of the UNFPA Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support the clients’ business objectives. The HRBP manages the business-HR interface and guides client managers in applying HR policies and practices effectively and equitably, also invites them to contribute to development of policies and HR initiatives in support of new and evolving ways of doing business. The HRBP will ensure delivery of timely, client focused HR support in a spirit of partnership with the business. In close collaboration with the HR Programme manager, you will lead and coordinate the efficient, consistent implementation of key HR processes in the above Regions. You will strengthen the team's ability to provide value-adding advice to managers and staff regarding policy application in all areas of Human Resources.
 
You will supervise a team of Human Resources Specialists and Assistants who support managers and staff based in the field. Together with the Deputy Director, Client Services the Regional HR Business Partner will be responsible for ensuring that the delivery of HR services globally meets clients' expectations with regard to efficiency and consistency. The position is a rotational and roster post.
 
The HRBP works with Client managers, including Directors and Representatives or equivalent level, and staff at all levels in the country offices and in New York, and participates in Regional/Division leadership/management teams. You will also work closely with other DHR Units, Legal, Staff Association, the Ombuds Office, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark and promote the progress in modernizing HR policies and practices.
 
You would be responsible for: 
1. Policy Advice: 
Serve as the lead interlocutor with the Policy Adviser on compelling business cases for new or revised policies, based on consultation with, guidance to, and/or feedback from, other HR Business Partners;
 Advise staff and managers on HR policies, guidelines, and practices;
 Provide quality advice to develop innovative HR approaches and solutions to complex problems;
 Manage the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in implementation of HR policies and processes at the local level providing timely technical advice, guidance, follow-up and training as appropriate.
 
2. Performance and Staff Development: 
As a senior member of the DHR Team provides strategic advice on performance management and career development systems to HR Programmes.
 Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
 In collaboration with the Programmes Unit, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of under-performance; advise staff on career development, and support client managers in continuously building up and developing their people management capabilities;
 Take the lead in identifying, assessing and resolving issues, problems, and conflicts at the Regional and CO levels, including guidance on informal and formal avenues of conflict management;
 In collaboration with the Directorate, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
 Work directly with staff members in at the regional and country offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
 Working closely with the Programme Unit and the regional / Divisional Learning Focal Points ensure strategic regional learning needs are met.
 
3. Organizational Effectiveness/Business Consulting: 
As a senior member of the DHR Team, participate in and coordinate corporate level, organizational-wide HR initiatives, pilot programs, workshops, training sessions, etc. as determined by the Deputy HR Director or the HR Director.
 Lead the development and implementation of talent management programmes, in consultation with the Programmes Unit, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
 Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
 Participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level;
 Provide guidance to client units on the review of GSS feedback, related action planning, implementation and follow-up;
 Act as member of the UNFPA/PSD Internal Consulting Group (ICG), drive organizational development across the organization by advising management on change processes and developing HR related initiatives to facilitate change, liaising with relevant stakeholders both in DHR and in the client system;
 Support Country Offices in the transition to new modes of engagement as required to deliver on the Country Programme. This may include assessment, realignment/shifts in staffing patterns, skills profiles and/or organizational structures;
 Undertake assessment and realignment of other business units as needed;
 Act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programmes and current people issues/solutions.
 
4. Planning and Analytics, and Workforce Management: 
As a senior member of the DHR Team participate in HR Corporate Initiatives providing technical leadership on workforce planning, staffing trends and needs, implementation of corporate HR initiatives/programmes, development of local HR initiatives and leading open discussions on current people issues and possible solutions;
 Proactive use of HR analytics to understand the staffing trends in the client area;
 Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives;
 Contribute to the development and implementation of the Annual Regional or Divisional HR Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of UNFPA’s People Strategy.
 
5. Recruitment and Staffing: 
Manage all recruitment activities and administration of national and international staff, including high level national posts at Country level, in the client area and provide advisory services as required;
 Oversee and provide guidance to Country Offices, as need, staffing matters;
 Manage recruitment and administration of national and international Individual Consultants (ICs), and provide quarterly reports;
 Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted;
 Work with UNDP BES Team, local and HQ, on HR administrative matters.
 
6. Humanitarian Capacity and Capability: 
Working closely with the DHR Humanitarian Unit to: 
Assist in cases of humanitarian and medical emergencies, in collaboration with the Humanitarian Office and DHR Humanitarian Unit, DHR/Duty of Care, Security, and other relevant interagency counterparts;
 Manage the provision of timely support to countries under fast track. Assist in talent acquisition for urgent humanitarian/other situations not in fast track countries requiring rapid response;
 Support capability development efforts on humanitarian response.
 
7. Knowledge building and knowledge sharing: 
As a senior member of the DHR Team actively facilitate sharing of business knowledge and capacity building related to the evolving business operations and responses in DHR;
 Contribute to the relevant networks within the UN system and other major international organizations, representing DHR, as assigned, to find synergies, benchmark and promote the progress in modernizing HR policies and practices within the UN system, including recommendations to UNFPA/DHR.
 Facilitate knowledge building and knowledge sharing in the client area (Region/Division) through active participation in the HR Business Partners community of practice.
 Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region;
 Provide oversight and guidance to staff/team members supervised.
 
Serve as OIC as required for the Client Services and Outreach Branch (CSOB) and perform any other duties as may be required by the Deputy HR Director or the HR Director.
 
Qualifications and Experience: 
Education: 
Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Development or related discipline.
 
Knowledge and Experience: 
Ten (10) years of progressively relevant experience in HR management of which five (5) years at international level and five (5) years in a similar role are required;
 Experience in a supervisory/managerial role is required;
 Mastery of modern concepts and approaches in the field of Human Resources;
 Proven ability to deliver effective solutions to complex HR challenges in a multicultural environment;
 Strategic mindset coupled with strong analytical skills and a proven ability to handle big picture perspectives, as well as day to day operational matters;
 Excellent organizational, multi-tasking and project management skills;
 Ability to handle confidential information and gain trust;
 Strong communication, collaboration and team skills;
 Field experience is an asset;
 Experience with international development/humanitarian organization, multilaterals or INGO’s is an asset;
 Consulting experience related to organizational development and change management, is desirable.
 
Languages: 
Fluency in English is required; knowledge of other official UN languages is desirable.
 
Required Competencies: 
Values: 
Exemplifying integrity,
 Demonstrating commitment to UNFPA and the UN system,
 Embracing cultural diversity,
 Embracing change
 
Core Competencies: 
Achieving results,
 Being accountable,
 Developing and applying professional expertise/business acumen,
 Thinking analytically and strategically,
 Working in teams/managing ourselves and our relationships,
 Communicating for impact
 
Functional Competencies: 
Anticipating client’s needs of HR support and responding based on clear understanding of the issues/concerns,
 Acting as a trusted advisor, removing obstacles and resolving issues within and across units,
 Assuming accountability for agreed results and meeting deadlines, creating conditions for achieving them,
 Using facts to persuade and demonstrating the ability to gain commitment.
 
Managerial Competencies: 
Providing strategic vision and focus,
 Engaging internal / external partners and stakeholders,
 Leading, developing and empowering people / creating a culture of performance,
 Making decisions and exercising judgment,
 Performance Management.
 
Compensation and Benefits: 
This position offers an attractive remuneration package including a competitive net salary plus health insurance and other benefits as applicable.
 
UNFPA Work Environment: 
UNFPA provides a work environment that reflects the values of gender equality, diversity, integrity and healthy work-life balance. We are committed to ensuring gender parity in the organization and therefore encourage women to apply. Individuals from the LGBTQIA+ community, minority ethnic groups, indigenous populations, persons with disabilities, and other underrepresented groups are highly encouraged to apply. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. UNFPA promotes equal opportunities in terms of appointment, training, compensation and selection for all regardless of personal characteristics and dimensions of diversity. Diversity, Equity and Inclusion is at the heart of UNFPA's workforce - click here to learn more.
 
Disclaimer: 
Selection and appointment may be subject to background and reference checks, medical clearance, visa issuance and other administrative requirements.
 
UNFPA does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process and does not concern itself with information on applicants' bank accounts.
 
Applicants for positions in the international Professional and higher categories, who hold permanent resident status in a country other than their country of nationality, may be required to renounce such status upon their appointment.
 
About UNFPA
 
We promote gender equality and empower women, girls and young people to take control of their bodies and their futures.
 
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HR Business Partner, ASRO, Client Services and Outreach Branch, Division for Human Resources, Cairo, Egypt, P-5

IFFCO Group

<div>
 
 
 Job Summery :
 
 
 <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>
 
 
 Responsibilities :
 
 
 <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>
 
 
 
 
 
 Work Experience:
 
 
 
 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
 
</div>

Head HR & Admin

United Nations Development Programme

<div>The Position:
You will manage the interface between business units and the Human Resources function in UNFPA by providing strategic HR Client services and driving HR programs and initiatives in your client area.
You will report to the Deputy HR Director.
How you can make a difference:
UNFPA is the lead United Nations agency for delivering a world where every pregnancy is intended, every childbirth is safe, and every young person's potential is fulfilled. The UNFPA Strategic Plan for 2026-2029 articulates the organization&rsquo;s response to a complex global environment, providing a roadmap for resilience and renewal. It is designed to accelerate the implementation of the Programme of Action of the International Conference on Population and Development (ICPD) and the achievement of the Sustainable Development Goals by 2030. This mandate is pursued through a focus on four interconnected outcomes: ending the unmet need for family planning; ending preventable maternal deaths; ending gender-based violence and harmful practices; and adapting to demographic change through evidence and rights-based policies.
In a world where fundamental human rights are at risk, we need principled and ethical staff, who embody these international norms and standards and who will defend them courageously and with full conviction.
UNFPA is seeking candidates who transform, inspire, and deliver high-impact and sustained results and ensure effective external relations, communications, and partnership-building and resource mobilization in a rapidly changing development and funding landscape. We need staff who are transparent, exceptional in how they manage the resources entrusted to them, and who commit to delivering excellence in programme results.
Job Purpose:
The HR Business Partner (HRBP) is a key member of the global HR team and facilitates the identification and meeting of the Human Resource needs and objectives of the organization in the client area (Region/HQ) supporting the effective implementation of the Human Resources aspects of the UNFPA Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support the clients&rsquo; business objectives. The HRBP manages the business-HR interface and guides client managers in applying HR policies and practices effectively and equitably, also invites them to contribute to development of policies and HR initiatives in support of new and evolving ways of doing business. The HRBP will ensure delivery of timely, client focused HR support in a spirit of partnership with the business. In close collaboration with the HR Programme manager, you will lead and coordinate the efficient, consistent implementation of key HR processes in the above Regions. You will strengthen the team's ability to provide value-adding advice to managers and staff regarding policy application in all areas of Human Resources.
You will supervise a team of Human Resources Specialists and Assistants who support managers and staff based in the field. Together with the Deputy Director, Client Services the Regional HR Business Partner will be responsible for ensuring that the delivery of HR services globally meets clients' expectations with regard to efficiency and consistency. The position is a rotational and roster post.
The HRBP works with Client managers, including Directors and Representatives or equivalent level, and staff at all levels in the country offices and in New York, and participates in Regional/Division leadership/management teams. You will also work closely with other DHR Units, Legal, Staff Association, the Ombuds Office, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark and promote the progress in modernizing HR policies and practices.
You would be responsible for:
1. Policy Advice:
<ul><li>Serve as the lead interlocutor with the Policy Adviser on compelling business cases for new or revised policies, based on consultation with, guidance to, and/or feedback from, other HR Business Partners;
</li><li>Advise staff and managers on HR policies, guidelines, and practices;
</li><li>Provide quality advice to develop innovative HR approaches and solutions to complex problems;
</li><li>Manage the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in implementation of HR policies and processes at the local level providing timely technical advice, guidance, follow-up and training as appropriate.
</li></ul>2. Performance and Staff Development:
<ul><li>As a senior member of the DHR Team provides strategic advice on performance management and career development systems to HR Programmes.
</li><li>Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
</li><li>In collaboration with the Programmes Unit, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of under-performance; advise staff on career development, and support client managers in continuously building up and developing their people management capabilities;
</li><li>Take the lead in identifying, assessing and resolving issues, problems, and conflicts at the Regional and CO levels, including guidance on informal and formal avenues of conflict management;
</li><li>In collaboration with the Directorate, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
</li><li>Work directly with staff members in at the regional and country offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
</li><li>Working closely with the Programme Unit and the regional / Divisional Learning Focal Points ensure strategic regional learning needs are met.
</li></ul>3. Organizational Effectiveness/Business Consulting:
<ul><li>As a senior member of the DHR Team, participate in and coordinate corporate level, organizational-wide HR initiatives, pilot programs, workshops, training sessions, etc. as determined by the Deputy HR Director or the HR Director.
</li><li>Lead the development and implementation of talent management programmes, in consultation with the Programmes Unit, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the HR Programmes Unit;
</li><li>Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
</li><li>Participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level;
</li><li>Provide guidance to client units on the review of GSS feedback, related action planning, implementation and follow-up;
</li><li>Act as member of the UNFPA/PSD Internal Consulting Group (ICG), drive organizational development across the organization by advising management on change processes and developing HR related initiatives to facilitate change, liaising with relevant stakeholders both in DHR and in the client system;
</li><li>Support Country Offices in the transition to new modes of engagement as required to deliver on the Country Programme. This may include assessment, realignment/shifts in staffing patterns, skills profiles and/or organizational structures;
</li><li>Undertake assessment and realignment of other business units as needed;
</li><li>Act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programmes and current people issues/solutions.
</li></ul>4. Planning and Analytics, and Workforce Management:
<ul><li>As a senior member of the DHR Team participate in HR Corporate Initiatives providing technical leadership on workforce planning, staffing trends and needs, implementation of corporate HR initiatives/programmes, development of local HR initiatives and leading open discussions on current people issues and possible solutions;
</li><li>Proactive use of HR analytics to understand the staffing trends in the client area;
</li><li>Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives;
</li><li>Contribute to the development and implementation of the Annual Regional or Divisional HR Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of UNFPA&rsquo;s People Strategy.
</li></ul>5. Recruitment and Staffing:
<ul><li>Manage all recruitment activities and administration of national and international staff, including high level national posts at Country level, in the client area and provide advisory services as required;
</li><li>Oversee and provide guidance to Country Offices, as need, staffing matters;
</li><li>Manage recruitment and administration of national and international Individual Consultants (ICs), and provide quarterly reports;
</li><li>Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted;
</li><li>Work with UNDP BES Team, local and HQ, on HR administrative matters.
</li></ul>6. Humanitarian Capacity and Capability:
<ul><li>Working closely with the DHR Humanitarian Unit to:
<ul><li>Assist in cases of humanitarian and medical emergencies, in collaboration with the Humanitarian Office and DHR Humanitarian Unit, DHR/Duty of Care, Security, and other relevant interagency counterparts;
</li><li>Manage the provision of timely support to countries under fast track. Assist in talent acquisition for urgent humanitarian/other situations not in fast track countries requiring rapid response;
</li><li>Support capability development efforts on humanitarian response.
</li></ul></li></ul>7. Knowledge building and knowledge sharing:
<ul><li>As a senior member of the DHR Team actively facilitate sharing of business knowledge and capacity building related to the evolving business operations and responses in DHR;
</li><li>Contribute to the relevant networks within the UN system and other major international organizations, representing DHR, as assigned, to find synergies, benchmark and promote the progress in modernizing HR policies and practices within the UN system, including recommendations to UNFPA/DHR.
</li><li>Facilitate knowledge building and knowledge sharing in the client area (Region/Division) through active participation in the HR Business Partners community of practice.
</li><li>Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region;
</li><li>Provide oversight and guidance to staff/team members supervised.
</li></ul>Serve as OIC as required for the Client Services and Outreach Branch (CSOB) and perform any other duties as may be required by the Deputy HR Director or the HR Director.
Qualifications and Experience:
Education:
Master&rsquo;s degree in Human Resources, Business Administration, Public Administration, Organizational Development or related discipline.
Knowledge and Experience:
<ul><li>Ten (10) years of progressively relevant experience in HR management of which five (5) years at international level and five (5) years in a similar role are required;
</li><li>Experience in a supervisory/managerial role is required;
</li><li>Mastery of modern concepts and approaches in the field of Human Resources;
</li><li>Proven ability to deliver effective solutions to complex HR challenges in a multicultural environment;
</li><li>Strategic mindset coupled with strong analytical skills and a proven ability to handle big picture perspectives, as well as day to day operational matters;
</li><li>Excellent organizational, multi-tasking and project management skills;
</li><li>Ability to handle confidential information and gain trust;
</li><li>Strong communication, collaboration and team skills;
</li><li>Field experience is an asset;
</li><li>Experience with international development/humanitarian organization, multilaterals or INGO&rsquo;s is an asset;
</li><li>Consulting experience related to organizational development and change management, is desirable.
</li></ul>Languages:
Fluency in English is required; knowledge of other official UN languages is desirable.
Required Competencies:
Values:
<ul><li>Exemplifying integrity,
</li><li>Demonstrating commitment to UNFPA and the UN system,
</li><li>Embracing cultural diversity,
</li><li>Embracing change
</li></ul>Core Competencies:
<ul><li>Achieving results,
</li><li>Being accountable,
</li><li>Developing and applying professional expertise/business acumen,
</li><li>Thinking analytically and strategically,
</li><li>Working in teams/managing ourselves and our relationships,
</li><li>Communicating for impact
</li></ul>Functional Competencies:
<ul><li>Anticipating client&rsquo;s needs of HR support and responding based on clear understanding of the issues/concerns,
</li><li>Acting as a trusted advisor, removing obstacles and resolving issues within and across units,
</li><li>Assuming accountability for agreed results and meeting deadlines, creating conditions for achieving them,
</li><li>Using facts to persuade and demonstrating the ability to gain commitment.
</li></ul>Managerial Competencies:
<ul><li>Providing strategic vision and focus,
</li><li>Engaging internal / external partners and stakeholders,
</li><li>Leading, developing and empowering people / creating a culture of performance,
</li><li>Making decisions and exercising judgment,
</li><li>Performance Management.
</li></ul>Compensation and Benefits:
This position offers an attractive remuneration package including a competitive net salary plus health insurance and other benefits as applicable.
UNFPA Work Environment:
UNFPA provides a work environment that reflects the values of gender equality, diversity, integrity and healthy work-life balance. We are committed to ensuring gender parity in the organization and therefore encourage women to apply. Individuals from the LGBTQIA+ community, minority ethnic groups, indigenous populations, persons with disabilities, and other underrepresented groups are highly encouraged to apply. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. UNFPA promotes equal opportunities in terms of appointment, training, compensation and selection for all regardless of personal characteristics and dimensions of diversity. Diversity, Equity and Inclusion is at the heart of UNFPA's workforce - click here to learn more.
Disclaimer:
Selection and appointment may be subject to background and reference checks, medical clearance, visa issuance and other administrative requirements.
UNFPA does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process and does not concern itself with information on applicants' bank accounts.
Applicants for positions in the international Professional and higher categories, who hold permanent resident status in a country other than their country of nationality, may be required to renounce such status upon their appointment.</div>

Coca-Cola HBC

<div><div><div><div><div><div><div><div>Egypt (Cairo)
</div></div></div></div><div><div><div>Human Resources
</div></div></div><div><div><div>On-site
</div></div></div><div><div><div>Experienced Professionals
</div></div></div></div></div></div><div><div><div><div><div><div>ABOUT YOUR NEW JOB
Provide strategic HR support to business leaders by managing core people processes and fostering a positive employee experience. Drive initiatives that enhance talent development, engagement, and organizational culture. Ensure HR practices and policies are effectively implemented while continuously improving systems and processes. 
ABOUT YOUR NEW JOB RESPONSIBILITIES<ul><li>
Advises line managers on moves, recruitment, and onboarding for mainstream positions.</li><li>
Partners with Line Managers to ensure development and release of organizational announcements related to structure and people changes.</li><li>
Implements of sub-functional engagement plans.</li><li>
Performance management process support; individual performance plans to improve performance or support separation and termination.</li><li>
Give guidance on inquiries, grievances; employee complaints; long-term absences.</li><li>
Continuous improvement with Employee Care &amp; HRIS.</li><li>
Need identification for technology and HR process improvements; prototype testing; Implementation &amp; change management.</li><li>
Workforce Reporting: reporting manual KBIs if there are any that are not covered.</li><li>
Interfaces with Employee Care team for implementation of new ways of working.</li><li>
Partners with the functions for Recognition schemes/ programs design and deployment; Delivers proper Benefits implementation and communication.</li><li>
Ensures HR Policies are updated, communicated and uploaded in a central point for employees to access.</li><li>
Coordinates the Talent Review Process for middle &amp; front liner population with respective Line Managers for identifying HIPOs &amp; A players.</li><li>
Coordinates with the TA &amp; respective functional teams front liner sourcing projects (i.e. Sales &amp; SC seasonality).</li><li>
Implementation of Productivity initiatives with Employee Experience &amp; rewards.</li><li>
Execution of Culture workshops &amp; labs for the function.</li><li>
Manage the Hiring requestions on Avature vs. Hiring plan.</li><li>
Ensure FTE/Org structure changes reflection on system (Job titles &amp; reporting lines).</li><li>
Manage promotions &amp; transfers for all functions except CL.</li><li>
Follow up on (P4G, Engagement/Pulse Survey participation, Onboarding for newcomers.</li><li>
Gives guidance on inquiries, grievances; employee complaints; long-term absences.</li></ul> 
ARE THESE YOUR SECERET INGRIDENTS<ul><li>
Minimum 7 years of experience across various HR functions, with a strong focus on HR Business Partnership and HR Generalist roles.</li><li>
Proven expertise in managing the end-to-end employee life cycle.</li><li>
Strong ability to influence stakeholders and build effective relationships across the organization.</li><li>
Demonstrated experience in:<ul><li>
Talent Development</li><li>
Performance Management</li><li>
Succession Planning</li></ul></li></ul> 
HOW WE WILL SUPPORT YOU<ul><li>
You&rsquo;ll have a buddy who will introduce you to the business, your daily routines during your onboarding period.</li><li>
International career opportunities: As a large and expanding company, we offer unique opportunities for role changes and enriching experiences and capabilities, including cross-functional transitions and international assignments.</li><li>
4 unique core values: Customer first, We over I, Make it simple and Deliver sustainably form the foundation of a robust culture that enables continuous and sustainable growth.</li><li>
Competitive remuneration and social package</li></ul> 
ABOUT YOUR NEW TEAM
We are Coca-Cola Hellenic, a growth-focused consumer goods business and strategic bottling partner of the Coca-Cola Company. We bottle, distribute and sell an unrivalled range of products in 29 markets in Europe, Africa and Eurasia. As we do, we create value for all stakeholders, support socio-economic growth and build a more positive environmental impact.
We bring together more than 30,000 people from over 70 nationalities, coming from five continents. The diversity of our markets, from mature to emerging economies, provides a wide range of attractive opportunities for growth.
 We nurture our talents. We give opportunities to people across all functions and levels, as well as different geographies, backgrounds and education. We are willing to take a risk on the people we believe in, even if they don&rsquo;t have the perfect experience. We have faith in what every person can be.
And although we have so much to be proud of, we always stay humble. We believe the real magic happens &ndash; for us and for you &ndash; when we OPEN UP.&quot;
At Coca-Cola HBC, we are an inclusive employer that thrives on diversity. This means our environment provides equal opportunities for all, regardless of race, color, religion, age, disability, sexual orientation, or gender identity. Join us in nurturing a culture where everyone belongs and contributes to our collective success.</div> 
</div></div></div></div></div><div><div><div><h3 class="jobSectionHeader">Benefits
</h3></div></div><div><div><div><div><div>Bonus incentives</div>
</div></div><div><div><div>IT Equipment</div>
</div></div><div><div><div>Learning programs</div>
</div></div><div><div><div>Medical Insurance</div>
</div></div><div><div><div>Free product quota</div>
</div></div><div><div><div>Supportive team</div></div></div></div></div></div></div>

HR Business Partner - Manufacturing

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