eoi sap talent management consultant Jobs in Cairo 12 Months Contract Jobs In Cairo Egypt

eoi sap talent management consultant

manager - payroll & people operations Jobs in Cairo 12 Months Contract Jobs In Cairo Egypt

manager - payroll & people operations

od & talent management lead Jobs in Cairo 12 Months Contract Jobs In Cairo Egypt

od & talent management lead

people operations lead Jobs in Cairo 12 Months Contract Jobs In Cairo Egypt

people operations lead

senior talent acquisition partner Jobs in Cairo 12 Months Contract Jobs In Cairo Egypt

senior talent acquisition partner

od talent management lead

QStaffers

<div>
 
 QStaffers
 
 is currently hiring an
 
 OD &amp; Talent Management Lead
 
 for one of our partners, a global leader in the real estate field.
 
 
 
 Job Summary:
 
 
 
 Lead and drive organizational development and performance management initiatives that align with the company's strategic objectives. Enhance organizational effectiveness by optimizing structures, processes, people, and performance.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Develop, implement, and continuously refine a robust and data-driven performance management system.
 </li>
 <li>
 Collaborate with leadership to define, align, and cascade strategic objectives and KPIs across all departments.
 </li>
 <li>
 Develop and maintain performance standards and measurement frameworks for all roles.
 </li>
 <li>
 Manage the entire performance management cycle, including goal setting, end-of-year evaluations, and Calibration.
 </li>
 <li>
 Provide guidance and support to managers on setting SMART goals, conducting effective performance reviews, and utilizing performance data for development.
 </li>
 <li>
 Continuously evaluate and enhance the performance management system based on employee feedback, business needs, and best practices.
 </li>
 <li>
 Advise leadership on organizational design, structure, and processes to improve efficiency, agility, and effectiveness based on Market best practices.
 </li>
 <li>
 Partner with Talent Acquisition &amp; Development team to develop and implement talent management strategies, including succession planning, and talent Identification and development programs.
 </li>
 <li>
 Developing and implementing career paths for different roles and levels within the organization.
 </li>
 <li>
 Develop and maintain People &amp; Culture policies and procedures, including employee handbooks, code of conduct, and policies manuals.
 </li>
 <li>
 Analyze HR data and metrics to identify trends, assess effectiveness of HR programs, and inform strategic decision-making.
 </li>
 <li>
 Prepare regular reports on key HR metrics, including employee turnover, employee satisfaction, and workforce planning.
 </li>
 <li>
 Conducting job analyses to determine the duties, responsibilities, and qualifications for each position.
 </li>
 <li>
 Analyzing and optimizing the organizational structure, including departments, teams, and reporting relationships.
 </li>
 <li>
 Creating and maintaining up-to-date organizational charts to visually represent the company's structure.
 </li>
 <li>
 Participate in developing and executing promotional plan in collaboration with Vice presidents.
 </li>
 <li>
 Participate in developing and executing Manpower plan in collaboration with Vice presidents.
 </li>
 <li>
 Guide management and employee actions by Conducting ad-hoc analysis to support strategic decision-making and problem-solving.
 
 
 </li>
 </ul>
 Requirements:
 
 
 <ul>
 <li>
 Education: A bachelor&rsquo;s degree in human resources, business administration, or a related field.
 </li>
 <li>
 6-8 years of progressive experience in Human Resources, with at least 7 years of experience in senior-level Organizational Development and Performance Management roles.
 </li>
 <li>
 Special requirements:
 </li>
 <li>
 Strong analytical and problem-solving skills with the ability to think strategically and translate business needs into actionable plans.
 </li>
 <li>
 Excellent communication, interpersonal, and presentation skills with the ability to influence and build consensus.
 </li>
 <li>
 Strong project management and organizational skills with the ability to manage multiple projects simultaneously.
 </li>
 <li>
 Proficiency in HRIS systems, data analysis tools, and performance management software. ( preferably Success Factors System).
 </li>
 <li>
 Knowledge of labor laws and regulations.
 </li>
 </ul>
</div>

OD & Talent Management Lead

Magnet

<div>
 
 
 Employer Overview
 
 
 
 Magnet, a subsidiary of Beltone Holding, is a leading HR consultancy firm and trusted partner for companies seeking comprehensive management and HR solutions.
 
 
 We empower organizations through executive search, personnel and payroll services, and a full suite of HR consulting offerings. Magnet&rsquo;s proactive and transformational approach ensures innovative and impactful solutions that help organizations reach their full potential in today&rsquo;s evolving business environment.
 
 
 
 
 
 
 Job Summary
 
 
 
 The OD Specialist will support the design and implementation of organizational development initiatives for Magnet&rsquo;s assigned clients. The role focuses on enhancing organizational performance, employee engagement, and culture transformation by executing OD frameworks, analyzing data, and supporting change management projects under the supervision of senior consultants.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Support in conducting organizational assessments and gathering data to identify development needs across assigned clients.
 </li>
 <li>
 Assist in designing and implementing OD programs such as structure design, job descriptions, performance management, and competency frameworks.
 </li>
 <li>
 Support employee engagement and culture development initiatives through surveys, analysis, and reporting.
 </li>
 <li>
 Contribute to preparing client presentations, reports, and proposals.
 </li>
 <li>
 Monitor project progress and ensure timely delivery of client requirements.
 </li>
 <li>
 Research best practices and stay updated with OD and HR consulting trends.
 </li>
 <li>
 Maintain strong communication and relationships with clients and internal teams.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 
 Education:
 
 Bachelor&rsquo;s degree in Business Administration, Human Resources, or related field.
 </li>
 <li>
 
 Certifications:
 
 HR certification is a plus.
 </li>
 <li>
 
 Experience:
 
 2&ndash;3 years of experience in Organizational Development.
 </li>
 <li>
 Prior experience in an HR agency or consulting environment is a strong advantage.
 </li>
 <li>
 Excellent communication and presentation skills.
 </li>
 <li>
 Analytical mindset and attention to detail.
 </li>
 <li>
 Proactive, organized, and able to manage multiple tasks.
 </li>
 <li>
 Advanced understanding of OD frameworks, performance management, and HR structures.
 </li>
 <li>
 Experience in data analysis, survey design, or reporting tools is preferred.
 </li>
 <li>
 Proficient in MS Office Suite (Excel, PowerPoint, Word).
 </li>
 <li>
 Excellent command of English and Arabic (written and spoken).
 </li>
 <li>
 Strong interpersonal skills and adaptability.
 </li>
 <li>
 Willingness to visit clients on-site when needed.
 </li>
 </ul>
 
 
</div>

Organizational Development Specialist

Talent 360 ME

<div>
 
 HR Generalist - Talent 360
 
 
 
 
 Role Overview:
 
 Supports comprehensive HR functions, including recruitment, employee relations, organizational development, performance management, new hire onboarding, and HR reporting/administration.
 
 
 
 Key Responsibilities Include:
 
 
 
 <ul>
 <li>
 Managing recruitment processes.
 </li>
 <li>
 Handling employee relations.
 </li>
 <li>
 Assisting with OD initiatives.
 </li>
 <li>
 Coordinating employee development and performance.
 </li>
 <li>
 Conducting new staff orientations and maintaining HR records.
 </li>
 <li>
 Generating HR activity reports.
 
 
 
 </li>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Experience: 1-4 years in HR
 </li>
 <li>
 Education: Bachelor's degree in Business or a related field.
 </li>
 <li>
 Knowledge: Strong grasp of Labor Law and employment equity regulations.
 </li>
 <li>
 Skills: Efficient HR administration, people management, excellent communication (written and verbal), strong decision-making, and problem-solving abilities.
 
 
 
 </li>
 </ul>
 
 Work Environment:
 
 
 
 <ul>
 <li>
 Hours: Full-time (09:00 AM - 05:00 PM OR 10:00 AM - 06:00 PM).
 </li>
 <li>
 Days Off: Fridays &amp; Saturdays.
 </li>
 <li>
 Locations: Maadi - Down town - Masr Gedida
 
 
 
 </li>
 </ul>
 
 Benefits Package:
 
 
 
 <ul>
 <li>
 Attractive Salary
 </li>
 <li>
 Medical Insurance
 </li>
 <li>
 Social Insurance
 </li>
 <li>
 Payroll Benefits
 </li>
 <li>
 Learning and Development Opportunities including Educational Fund
 </li>
 </ul>
</div>

HR Generalist ( Mid Level)

Al-Futtaim

<div>
 
 
 Company:
 
 Al-Futtaim Corporate Services
 
 
 
 
 
 
 Overview Of The Role:
 
 
 
 The Talent and Engagement Lead is responsible for driving a high-performance culture and enhancing the overall employee experience across the organization. This role plays a pivotal part in shaping performance management frameworks, developing talent, and fostering an inclusive and engaging workplace. The leader will work closely with Learning &amp; Development and HR Business Partners to implement initiatives that ensure employees feel valued, motivated, and supported throughout their journey. Reporting to the Head of L&amp;D, Talent &amp; Engagement, this role is central to enabling organizational growth through strategic people and engagement initiatives.
 
 
 
 
 
 
 What You Will Do:
 
 
 
 
 Performance and Talent Management
 
 
 <ul>
 <li>
 Lead the annual performance cycle using tools such as SAP SuccessFactors and balanced scorecards, ensuring alignment with organizational objectives.
 </li>
 <li>
 Implement divisional performance management frameworks and enhance managerial capabilities for fair and constructive performance reviews.
 </li>
 <li>
 Partner with Learning &amp; Development to design programs in performance evaluation, feedback delivery, and leadership development.
 </li>
 <li>
 Drive talent reviews, succession planning, and career development frameworks for high-potential employees.
 </li>
 </ul>
 
 
 
 
 
 Employee Engagement and Experience
 
 
 <ul>
 <li>
 Design and execute initiatives that enhance the employee experience across the full lifecycle, from onboarding to offboarding.
 </li>
 <li>
 Collaborate with HR and business units to align on engagement actions, recognition programs, and culture enhancement activities.
 </li>
 <li>
 Lead division-level engagement events to foster morale, team spirit, and organizational cohesion.
 </li>
 </ul>
 
 
 
 
 
 Culture, Communication, and Inclusion
 
 
 <ul>
 <li>
 Develop and promote a compelling organizational culture aligned with company values and strategic objectives.
 </li>
 <li>
 Implement diversity, equity, and inclusion programs, celebrate achievements, and reinforce company culture through effective communication.
 </li>
 <li>
 Foster a culture of purpose, clarity, and employee connection through impactful communication channels.
 </li>
 </ul>
 
 
 
 
 
 Employee Feedback and Analytics
 
 
 <ul>
 <li>
 Manage engagement surveys and pulse surveys, leveraging insights to enhance employee satisfaction and experience.
 </li>
 <li>
 Monitor performance and talent management metrics, providing actionable insights to senior leadership.
 </li>
 </ul>
 
 
 
 
 
 Compliance and Performance Improvement
 
 
 <ul>
 <li>
 Ensure adherence to performance policies and timely execution of performance improvement initiatives.
 </li>
 <li>
 Collaborate with HR Business Partners to address underperformance through structured action plans.
 </li>
 </ul>
 
 
 
 
 
 Partnership and Stakeholder Management
 
 
 <ul>
 <li>
 Build strong relationships with senior stakeholders, providing strategic guidance on performance, talent management, engagement, and culture initiatives.
 </li>
 <li>
 Collaborate closely with group HR, Talent Management, and Employee Experience teams to ensure cohesive delivery of initiatives.
 </li>
 </ul>
 
 
 
 
 
 Required Skills To Be Successful:
 
 
 <ul>
 <li>
 Strong leadership, communication, and interpersonal skills, with the ability to influence at all levels.
 </li>
 <li>
 Strategic mindset with the ability to translate business goals into effective talent and engagement initiatives.
 </li>
 <li>
 Expertise in managing complex projects, multiple priorities, and organizational change in dynamic environments.
 </li>
 <li>
 Proficient in HR platforms like SAP SuccessFactors, data-driven decision-making, and performance analytics.
 </li>
 </ul>
 
 
 
 
 
 What Qualifies You For The Role:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline; a master&rsquo;s degree is highly desirable.
 </li>
 <li>
 Professional HR certification (e.g., CIPD, SHRM-SCP/CP, SPHR, or PHR) is a strong asset.
 </li>
 <li>
 Minimum of 8+ years of progressive experience in performance management, talent development, succession planning, and employee engagement.
 </li>
 <li>
 Proven experience in designing and delivering employee engagement initiatives, talent programs, and high-performance culture frameworks.
 </li>
 <li>
 Strong business partnering experience and ability to drive strategic HR initiatives aligned with organizational objectives.
 </li>
 </ul>
 
 
</div>

Talent Management and Engagement Senior Manager

Al-Mansour Automotive

<div>
 
 
 The Opportunity:
 
 
 
 
 
 
 We are looking for an experienced and results-driven HR Business Partner to join our growing team. In this pivotal role, you will be a strategic partner to our business units, helping to drive our talent agenda and foster a high-performance culture. If you are passionate about HR and have a proven track record in talent management, talent acquisition, performance management, and account management, we encourage you to apply!
 
 
 
 
 
 
 What You'll Do:
 
 
 
 
 
 <ul>
 <li>
 Talent Management: Partner with leaders to develop and implement effective talent strategies, including succession planning, career development, and employee engagement initiatives.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Talent Acquisition: Lead and support recruitment efforts, from sourcing and interviewing to onboarding, ensuring we attract and retain top talent for our automotive operations.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Performance Management: Drive the performance management cycle, providing guidance and support to managers on goal setting, feedback, performance reviews, and development plans.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Account Management: Serve as a trusted HR advisor and primary point of contact for assigned business units, understanding their unique needs and providing tailored HR solutions.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Coach and advise leaders on a variety of HR topics, including employee relations, organizational design, and change management.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Analyze HR metrics and data to identify trends and recommend solutions that improve business outcomes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What You'll Bring:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 3-5 years of progressive HR experience, preferably within the automotive industry or a fast-paced environment.
 </li>
 <li>
 Demonstrated expertise in Talent Management, including employee development, engagement, and retention strategies.
 </li>
 <li>
 Proven success in Talent Acquisition, with experience recruiting for diverse roles.
 </li>
 <li>
 Strong background in Performance Management, including designing and implementing performance review processes.
 </li>
 <li>
 Excellent Account Management skills, with the ability to build strong relationships and influence stakeholders at all levels.
 </li>
 <li>
 Exceptional communication (verbal and written), interpersonal, and presentation skills.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment
 </li>
 </ul>
 
 
</div>

HR Business Partner

Cilantro

<div>
 To lead and execute end-to-end talent acquisition strategies for Cilantro, ensuring timely, high-quality hires while enhancing the employer brand and supporting business growth objectives. Acts as a strategic partner to hiring managers and provides insights on workforce planning and talent market trends.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Full-Cycle Recruitment
 </li>
 <li>
 Manage end-to-end recruitment for key roles across business functions.
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Partner with business leaders and hiring managers to understand workforce needs.
 </li>
 <li>
 Sourcing &amp; Talent Pipelines
 </li>
 <li>
 Develop proactive sourcing strategies, including passive candidate engagement.
 </li>
 <li>
 Candidate Experience
 </li>
 <li>
 Ensure a smooth and positive candidate journey.
 </li>
 <li>
 Employer Branding
 </li>
 <li>
 Support initiatives to attract top talent and enhance market presence.
 </li>
 <li>
 Metrics &amp; Reporting
 </li>
 <li>
 Track, analyze, and report recruitment KPIs.
 </li>
 <li>
 Process Improvement
 </li>
 <li>
 Identify gaps in TA processes and propose enhancements.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).
 </li>
 <li>
 Minimum 3 years of experience in full-cycle talent acquisition, ideally in fast-paced or multi-national environments.
 </li>
 <li>
 Proven track record in sourcing, interviewing, and hiring for mid-to-senior level positions.
 </li>
 <li>
 Experience with applicant tracking systems (ATS) and HR technologies.
 </li>
 <li>
 Strong understanding of labor laws and HR best practices.
 </li>
 <li>
 Strategic Thinking
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Sourcing Expertise
 </li>
 <li>
 Candidate Engagement
 </li>
 <li>
 Decision-Making &amp; Judgment
 </li>
 <li>
 Analytical Skills
 </li>
 <li>
 Collaboration &amp; Teamwork
 </li>
 <li>
 Adaptability &amp; Resilience
 </li>
 </ul>
</div>

Senior Talent Acquisition Partner

Grifols Egypt for Plasma Derivatives (GEPD)

<div>
 
 
 Job Objective:
 
 
 
 To strategically design, implement, and manage comprehensive talent management and training initiatives that attract, develop, and retain high-performing employees, ensuring the alignment of individual capabilities with Grifols Egypt's strategic goals and fostering a culture of continuous learning and growth.
 
 
 
 
 
 
 Environment
 
 
 
 
 Internal
 
 : All department heads and leaders across various functions (Quality, Operations, Commercial, Finance, etc), individual employees at all levels, and senior management. Will collaborate closely with other HR functions, such as Talent Acquisition and HR Business Partners.
 
 
 
 External
 
 : Interacts with external training providers, consultants, academic institutions, industry associations, and HR technology vendors.
 
 
 
 
 
 
 Key responsibility
 
 
 <ul>
 <li>
 
 Talent Management Strategy
 
 : Develop, implement, and continuously refine GEPD&rsquo;s talent management strategy, including succession planning, talent reviews, and high-potential programs.
 </li>
 <li>
 
 Learning &amp; Development (L&amp;D):
 
 Identify organizational and individual training needs through strong training needs assessments (surveys, interviews, performance data analysis). Design, develop, and deliver/facilitate engaging and effective training programs (e.g., leadership development, technical skills, soft skills, onboarding, compliance).
 </li>
 <li>
 
 Succession Planning &amp; Talent Review
 
 : Lead annual talent review sessions/ committee to identify critical roles, assess talent readiness, pinpoint high-potential employees, and develop proper succession plans for key positions across the organization.
 </li>
 <li>
 
 Onboarding &amp; Induction
 
 : Enhance and manage the new hire orientation and induction programs to ensure seamless integration of new employees, focusing on company culture, values, policies, and initial role-specific training.
 </li>
 <li>
 
 Talent Pool &amp; Data Analytics
 
 : Maintain comprehensive talent profiles within the HRIS/performance management system, leveraging data analytics to identify talent trends, inform strategic decisions, and measure the effectiveness of talent programs.
 </li>
 <li>
 
 Career Development &amp; Engagement
 
 : Implement career development frameworks and tools to support employee growth, retention, and engagement, including mentorship programs, coaching, and internal mobility initiatives.
 </li>
 <li>
 
 Vendor Management
 
 : Select, negotiate with, and manage external training providers and consultants to ensure high-quality and cost-effective solutions that meet organizational needs.
 </li>
 <li>
 
 Budget Management
 
 : Manage the budget allocated for talent management and training initiatives, ensuring efficient resource utilization.
 </li>
 <li>
 
 Policy &amp; Compliance
 
 : Ensure all talent management and training activities comply with company policies, local labor laws, and industry regulations (GEPD quality standards).
 </li>
 <li>
 
 Continuous Improvement
 
 : Stay ahead of best practices and emerging trends in talent management and learning technologies to drive continuous improvement and innovation within HR programs.
 </li>
 </ul>
 
 
 
 
 
 Academic experience required
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
 </li>
 <li>
 Master's degree (MBA, MA in HR) or relevant professional certifications (e.g., CIPD, ATD, SHRM) are highly preferred.
 </li>
 </ul>
 
 
 
 
 
 Professional Experience Required
 
 
 <ul>
 <li>
 7-10 years of progressive experience in Human Resources, with at least 3-5 years specifically in a dedicated Talent Management, Learning &amp; Development, or Organizational Development role, preferably within a pharmaceutical/healthcare manufacturing environment.
 </li>
 <li>
 Proven track record of successfully designing and implementing comprehensive talent management programs (performance management, succession planning, leadership development).
 </li>
 <li>
 Demonstrated experience in conducting training needs assessments, developing curriculum, and delivering engaging training sessions.
 </li>
 <li>
 Experience with HRIS and performance management systems (such as SAP SuccessFactors) and leveraging data for insights.
 </li>
 </ul>
 
 
 
 
 
 Computing Skills
 
 
 <ul>
 <li>
 Highly proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
 </li>
 <li>
 Strong experience with HRIS/HRM software and Learning Management Systems (LMS).
 </li>
 <li>
 Proficiency in data analysis tools and presentation software.
 </li>
 </ul>
 
 
 
 
 
 Personal Skills
 
 
 <ul>
 <li>
 Excellent communication (written and verbal) and presentation skills, with the ability to influence and engage stakeholders at all levels.
 </li>
 <li>
 Strong analytical and problem-solving abilities, with a data-driven approach to decision-making.
 </li>
 <li>
 Exceptional interpersonal and relationship-building skills.
 </li>
 <li>
 Proactive, self-motivated, and results-oriented with a strong sense of ownership.
 </li>
 <li>
 Ability to manage multiple projects simultaneously and work effectively in a fast-paced, dynamic environment.
 </li>
 <li>
 High level of integrity, discretion, and confidentiality.
 </li>
 </ul>
 
 
 
 
 
 Languages
 
 
 <ul>
 <li>
 Fluent in both written and spoken English.
 </li>
 <li>
 Fluent in written and spoken Arabic.
 </li>
 </ul>
 
 
</div>

Talent Management & Training Manager

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