talent management partner

ADUSA Distribution and Transportation

<div>Category/Area of Expertise: Human Resources 
Job Requisition: 473049 
Address: USA-ME-Winthrop-1245 US Route 202
 
Store Code: DC 03 Management (2701005)
 
 
ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution receives, stores, manages inventory, and ships fresh and non-perishable product throughout the network of local brand stores. ADUSA Distribution facilities handle a mix of product types, including fresh, frozen, grocery and health and beauty care items. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands - Food Lion, Giant Food, The GIANT Company, Hannaford and Stop &amp; Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA, visit www.adusasc.com.
 
 
PRIMARY PURPOSE 
 
The HR Business Partner role acts as a strategic partner for the Brand, ensuring HR possesses deep knowledge of business objectives and that the HR strategy is embedded into functional areas in support of business goals. The incumbent provides strong, consistent HR leadership to the function with the objective of adding value to the organization using business, operational, analytics and talent management acumen.
 
 
DUTIES AND RESPONSIBILITIES 
 
<ul><li>Collaborate with the VP of HR to support and guide the implementation of a uniform HR Business Partner model and expectations that promote a strategically focused HR Business Partner team able to provide exceptional, analytics-driven support to functional area partners, in support of business goal achievement.</li><li>Support the continual monitoring and refinement of model as needed based on HR Business Partner and business feedback, and evolving business needs.</li><li>Remain informed of industry and disciplinary best practices and key trends.</li><li>Contribute to the business strategy by helping business functional areas to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.</li><li>Review key business performance targets and their related talent implications with functional business leaders.
</li><li>Lead critical HR initiatives/special projects.
</li><li>Design and/or deliver HR training and development programs, including Performance Management, legal compliance, leadership development, and diversity, union awareness and avoidance.</li><li>Lead a team of AR and Talent Specialists according to general practices, policies, applicable laws by state based on assigned territory.
</li><li>Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities-advocating both company and associate concerns.</li><li>Provide insights and lead action-planning efforts to proactively increase associate engagement and create a winning culture.</li><li>Promote diversity and inclusion in staffing, associate relations, learning and other HR discipline areas.</li><li>Support the business proactively with internal communications, announcements and associated change management efforts.</li><li>Lead business functions in forecasting and planning their talent pipeline requirements in line with business strategy.</li><li>Utilize strategic workforce plans to drive talent recruitment and pipeline initiatives; collaborate with Talent/Learning on new / innovative recruitment methods.</li><li>Plan and support college recruitment programs to further build candidate pipeline for future succession</li><li>Drive diversity within talent acquisition, ensuring a balanced and diverse slate of candidates for all positions being recruited.</li><li>Drive and lead associate engagement efforts through being a visible, active, and involved member of the brand HR team.</li><li>Foster business relationships that are built on the HR team gaining deep knowledge of business objectives and providing strategic counsel and analytics in support of goal attainment.</li><li>Operate as a member of the brand HR Team who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.).</li><li>Drive a performance driven culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance.
</li><li>Drive development activities (MD / Succession Planning), ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable.</li><li>Support the business in determining internal and external learning and leadership development options to address the unique learning needs of their associate base and leadership teams.</li><li>This position influences business functional areas in the Brand organization beyond its department.. The incumbent supports the implementation of a best-practice HR Business Partner operating model and the application of consistent expectations and metrics that promote a focus on talent management, a performance-driven culture and analytics in support of driving business objectives</li><li>The incumbent is focused on implementing the overarching HR Business Partner strategy and program execution. Thinking is directed towards identifying new opportunities where HR can add value to the function and requires solutions that build on industry best practice in order to improve current practice or result in the direct development of new procedures/approaches</li><li>Supports and influences the functional area it supports, as defined by the total revenues or operating budgets of the business department</li><li>Actions and decisions are wholly owned by this role within the scope of responsibility. The incumbent thinks beyond existing procedures, policies and approaches, and uses judgment to develop solutions for each challenge, providing broad, consistent direction and support.</li><li>Relationship building is important for this role. This position must maintain effective relationships with the Brand leadership teams, Talent/Learning, Total Rewards, HR Services, and business functional areas in customizing strategies and programs that meet the needs of the Company's associates as well as tie to the Company's overarching strategy.</li><li>Partners with functional areas as assigned to provide support for HR business initiatives.</li><li>Supports business function as determined by business requirements.</li></ul> 

QUALIFICATIONS 
 
<ul><li>Working Knowledge of Microsoft Office Programs</li><li>3-5 years in HR, business administration, or related field</li><li>Bachelor's degree</li><li>Travel 10-20% outside of home office</li></ul> 

PREFERRED REQUIREMENTS 
 
<ul><li>Strong interpersonal, communication, and customer service skills</li><li>Presentation skills</li><li>Building and sustaining relationships</li><li>Customer focus</li><li>Effective team player</li></ul> 
We are an organization that values diversity and encourages all qualified individuals to apply without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law. Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities, including applicants. If you have a disability and require assistance in the application process, please email recruiting@adusasc.com</div>

HRBP I

Search Solution Group

<div>
 
 
 HR Business Partner
 
 
 
 
 
 
 Location: Fort Smith, AR
 
 
 
 
 
 
 
 
 
 About the Role
 
 
 
 Serve as a strategic partner to site leadership, advising on organizational design, workforce planning, and people strategy. Support ramp-up efforts for new teams and facilities, ensuring smooth onboarding, training, and workforce integration. Act as a trusted advisor on employee relations, performance management, and organizational effectiveness. Collaborate with recruiting to ensure talent pipelines meet growth demands; provide key metrics (time-to-fill, turnover, retention). Lead the development of talent reviews, succession planning, and performance management processes. Partner with leadership on scorecards and workforce KPIs to measure HR impact and drive accountability. Proactively push back and offer alternative people strategies when needed to minimize risk and enhance outcomes. Operate independently, balancing tactical HR tasks (onboarding, compliance, investigations) with strategic initiatives (culture, engagement, talent development). Leverage Rippling HRIS for workforce data, reporting, and HR process improvement.
 
 
 
 
 
 
 
 
 
 Responsibilities
 
 
 <ul>
 <li>
 Serve as a strategic partner to site leadership, advising on organizational design, workforce planning, and people strategy.
 </li>
 <li>
 Support ramp-up efforts for new teams and facilities, ensuring smooth onboarding, training, and workforce integration.
 </li>
 <li>
 Act as a trusted advisor on employee relations, performance management, and organizational effectiveness.
 </li>
 <li>
 Collaborate with recruiting to ensure talent pipelines meet growth demands; provide key metrics (time-to-fill, turnover, retention).
 </li>
 <li>
 Lead the development of talent reviews, succession planning, and performance management processes.
 </li>
 <li>
 Partner with leadership on scorecards and workforce KPIs to measure HR impact and drive accountability.
 </li>
 <li>
 Proactively push back and offer alternative people strategies when needed to minimize risk and enhance outcomes.
 </li>
 <li>
 Operate independently, balancing tactical HR tasks (onboarding, compliance, investigations) with strategic initiatives (culture, engagement, talent development).
 </li>
 <li>
 Leverage Rippling HRIS for workforce data, reporting, and HR process improvement.
 </li>
 </ul>
 
 
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 3&ndash;5+ years of progressive HR experience, ideally in manufacturing, distribution, or industrial environments.
 </li>
 <li>
 Proven success supporting multi-site operations and employee groups of 300+ across varied shifts.
 </li>
 <li>
 Strong business acumen with the ability to partner effectively with mid-to-senior level operations leaders.
 </li>
 <li>
 Demonstrated experience in talent management, performance reviews, and workforce planning.
 </li>
 <li>
 Comfortable driving both strategic initiatives and day-to-day HR operations.
 </li>
 <li>
 Strong analytical skills with ability to track and communicate key HR metrics.
 </li>
 <li>
 Hands-on experience with HRIS (Rippling experience a plus).
 </li>
 <li>
 Ideally local to Arkansas.
 </li>
 </ul>
 
 
 
 
 
 
 
 Required Skills
 
 
 <ul>
 <li>
 Strong business acumen.
 </li>
 <li>
 Experience in talent management.
 </li>
 <li>
 Analytical skills.
 </li>
 <li>
 Hands-on experience with HRIS.
 </li>
 </ul>
 
 
 
 
 
 
 
 Preferred Skills
 
 
 <ul>
 <li>
 Experience in manufacturing, distribution, or industrial environments.
 </li>
 <li>
 Experience supporting multi-site operations.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 
 Equal Opportunity Statement
 
 
 
 We are committed to diversity and inclusivity in our hiring practices.
 
 
 
</div>

Human Resources Business Partner

Associated Wholesale Grocers

<div>Human Resources Business Partner
Location: 5000 Kansas Ave Kansas City, KS 66106
Department: Human Resources
Our Opportunity
Our AWG HR team is looking for a Human Resources Business Partner with demonstrated ability to think big, deliver large-scale initiatives, and lead teams through complex challenges. As the business partner to our AWG support center teams, you will collaborate with business leaders to drive strategy and engagement.
This is an impactful and hands-on role for an experienced HR professional who has both the aptitude and expertise to advise and influence strategically. This role will act as a visible partner to the business and is the primary point of contact between the line organizations and HR senior management to address business needs touching all HR functions and capabilities including employee engagement &amp; culture, talent acquisition, talent management, total rewards and employee relations.
This role reports into the Vice President, Talent and works on a team with a fellow HR Business Partner. You will fit in well if you are positive, collaborative, thrive in an open and honest work environment, and demonstrate the highest level of integrity, confidentiality and professionalism.
What You&rsquo;ll Do
<ul><li>Strategic Partnering : Partner with leaders to align people strategies with business goals. Provide coaching to managers on leadership, performance, and team development. Advise on organizational design, team structure, and workforce planning
</li><li>Performance &amp; Development : Support the execution of performance management, feedback, and calibration processes. Coach managers on developing talent, addressing underperformance. Partner with the broader People &amp; Performance team to embed development frameworks, training and processes into teams
</li><li>Succession Planning : Leads talent management and organizational planning strategies and processes to develop world-class executive talent. This includes supporting business partners in our Talent Planning Process (TPP).
</li><li>Employee Engagement &amp; Culture : Drive initiatives that build engagement, inclusion, and high performance within teams. Be a visible, trusted presence for employees, helping to resolve concerns and conflicts. Champion company values and help leaders role model behaviors
</li><li>Change &amp; Growth : Support leaders through organizational change, scaling challenges, and team transitions. Provide data-driven insights to influence decisions on team health and effectiveness. Partner with the broader People &amp; Performance team to ensure smooth execution of people processes in teams
</li><li>Trusted Partner : Act as a trusted partner to leaders, helping them solve their most complex people challenges. Counsel employees and management on conflict resolution, complex associate relations issues, performance management, compensation and other confidential Human Resources matters including delivering corrective action and termination decisions to associates.
</li><li>Workforce Strategy: Collaborate with business partners to identify gaps in talent and work with our Sr. Talent Acquisition Specialist on hiring strategies.
</li></ul>What You&rsquo;ll Need
<ul><li>BA/BS degree from a four-year accredited university.
</li><li>Demonstrated success proven through steady career progression within varied HR roles for the last 5 &ndash; 7 years.
</li><li>Experience supporting corporate business partners .
</li><li>Demonstrated success managing multiple priorities simultaneously - orientated on driving results.
</li></ul>Preferred Qualifications
<ul><li>Advanced degree: MBA or Masters
</li><li>Demonstrated success with stretch assignments that are evidence of superior performance in previous roles (e.g., varied experiences to include but not limited to start-ups, turn-arounds, international assignments, and rapid growth business environments).
</li><li>Experience in workforce planning/flex staffing
</li></ul>Associated Wholesale Grocers, Inc. (AWG) is the nation&rsquo;s largest cooperative food wholesaler to independently owned supermarkets, serving 1,100 member companies and more than 3,400 locations throughout 33 states from 9 wholesale divisions. Consolidated sales for AWG in 2024 exceeded $12.0 billion. In addition to its cooperative wholesale operations, the company also operates subsidiary companies that provide certain real estate and supermarket development services, and pharmaceutical products. For more information, visit AWGinc.com .
 Benefits:
<ul><li>Medical, Dental, &amp; Vision Insurance
</li><li>Health Savings Account
</li><li>Dependent Care Flexible Spending Account
</li><li>Paid Vacation, Holiday, and Sick Time
</li><li>401(k) with 4% match along with 3 other contributions
</li><li>Tuition Reimbursement
</li><li>Basic &amp; Supplemental Life and AD&amp;D
</li><li>Employee Assistance Program
</li><li>Short-Term and Long-Term Disability
</li><li>Wellness Program
</li><li>Yearly Holiday Bonus</li></ul></div>

United Breweries Ltd.

<div>
 
 Position Title - HRBP Commerce - West
 
 
 Location - Mumbai
 
 
 Qualification - Graduate with a Post-Graduate Degree / Diploma in Human Resources or an MBA (HR)
 
 
 Total Experience - 8-10 Yrs
 
 
 
 
 
 
 
 Broad Objective of the Role:
 
 
 Partner with the Sales leadership in the West region to translate business strategy into people priorities. Enable effective people management by driving HR systems, processes, and interventions that support business performance, leadership effectiveness, and organizational health.
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 HR Strategy and Business Partnership
 </li>
 <li>
 Partner with Sales leaders to shape and implement the HR strategy aligned to annual business priorities
 </li>
 <li>
 Provide people insights and recommendations to support functional strategy, capability needs, and organizational effectiveness
 </li>
 <li>
 Translate business priorities into a clear annual HR plan, aligned with enterprise HR strategy and CoE frameworks
 </li>
 <li>
 Drive consistent implementation of HR policies and processes; recommend function-specific inputs to HR CoEs where required
 </li>
 <li>
 Workforce Planning and Talent Acquisition
 </li>
 <li>
 Participate in workforce planning process in partnership with Commerce leaders, factoring current and future business needs
 </li>
 <li>
 Translate manpower and capability requirements into actionable inputs for the Talent Acquisition team
 </li>
 <li>
 Partner with Talent Acquisition on hiring progress, role readiness, and stakeholder alignment
 </li>
 <li>
 Design and drive effective onboarding and induction for new hires, ensuring early integration and productivity
 </li>
 <li>
 Learning, Capability and Development
 </li>
 <li>
 Diagnose capability gaps across teams through structured needs analysis and stakeholder discussions
 </li>
 <li>
 Partner with Sales excellence team and L&amp;D to define and prioritize learning interventions aligned to functional needs
 </li>
 <li>
 Contribute to the annual learning calendar with a focus on building commercial, leadership, and people capabilities
 </li>
 <li>
 Support managers in driving individual development plans and continuous learning culture
 </li>
 <li>
 Employee Engagement and Culture
 </li>
 <li>
 Partner with internal stakeholders to drive the annual Climate Survey
 </li>
 <li>
 Analyze insights to identify themes, risks, and opportunities within Commerce teams
 </li>
 <li>
 Facilitate action planning with leaders and track execution of engagement interventions
 </li>
 <li>
 Support a strong culture of trust, performance, and inclusion across the region
 </li>
 <li>
 Performance &amp; Talent Management
 </li>
 <li>
 Drive end-to-end performance management processes for Sales teams in line with enterprise timelines and standards
 </li>
 <li>
 Enable effective objective setting, performance and feedback conversations, performance calibration and reviews
 </li>
 <li>
 Manage performance data, analytics, and governance in partnership with HR CoEs
 </li>
 <li>
 Support communication of performance outcomes in a fair and transparent manner
 </li>
 </ul>
 
 
 
 
 
 Requirements:
 
 
 
 <ul>
 <li>
 Strong exposure to designing and executing core HR processes across the employee lifecycle
 </li>
 <li>
 Prior experience partnering with Sales / Commerce / Marketing functions; field-force exposure is a plus
 </li>
 <li>
 Demonstrated ability to manage multiple senior stakeholders and operate in a fast-paced business environment
 </li>
 <li>
 Understanding of the Alco-Bev industry, including business value chain, regulatory context, and talent dynamics, is preferred
 </li>
 </ul>
 
 
</div>

HRBP Commerce - West

OpenText

<div>
 
 Opentext - The Information Company
 
 
 
 OpenText is a global leader in information management, where innovation, creativity, and collaboration are the key components of our corporate culture. As a member of our team, you will have the opportunity to partner with the most highly regarded companies in the world, tackle complex issues, and contribute to projects that shape the future of digital transformation.
 
 
 
 AI-First. Future-Driven. Human-Centered.
 
 
 
 At OpenText, AI is at the heart of everything we do&mdash;powering innovation, transforming work, and empowering digital knowledge workers. We're hiring talent that AI can't replace to help us shape the future of information management. Join us.
 
 
 
 The Opportunity
 
 
 
 We are seeking a
 
 Senior HR Business Partner (HPP4)
 
 to support multiple Business Units across India, representing a workforce of 1,500+ employees. This role serves as a
 
 strategic advisor and trusted partner
 
 to senior leaders, with strong collaboration across global HRBPs, COEs, and functional leaders.
 
 
 You will operate in a
 
 matrixed, global environment
 
 , supporting both India-based leadership and
 
 independent/orphan teams
 
 reporting to global managers. The HRBP will ensure effective execution of global HR programs, drive organizational effectiveness, strengthen governance, and enhance employee experience through high-impact HR consultation.
 
 
 This is a
 
 high-visibility, senior individual contributor
 
 role requiring strong business acumen, stakeholder management, and the ability to manage complexity with agility.
 
 
 
 You Are Great At (Key Responsibilities)
 
 
 
 <ul>
 <li>
 Strategic HR Partnership &amp; Stakeholder Management
 </li>
 <li>
 Serve as the primary HR point of contact for senior business leaders across multiple BUs in India.
 </li>
 <li>
 Partner with global HRBP counterparts to ensure alignment on HR priorities and execution.
 </li>
 <li>
 Provide HR representation during town halls, QBRs, and global leadership visits.
 </li>
 <li>
 Support isolated India teams reporting globally, ensuring consistent HR engagement and support.
 </li>
 <li>
 HR Governance, Reporting &amp; Operational Excellence
 </li>
 <li>
 Conduct periodic HR sync-ups with leaders and distribute HC dashboards, attrition analysis, and global HR updates.
 </li>
 <li>
 Ensure adherence to all global HR programs, including:
 </li>
 <ul>
 <li>
 Performance Management &amp; Calibration
 </li>
 <li>
 Compensation &amp; Merit Cycle
 </li>
 <li>
 Pulse Survey Action Planning
 </li>
 <li>
 Career Development follow-ups
 </li>
 <li>
 Compliance trainings
 </li>
 <li>
 Goal-setting and leave consumption tracking
 </li>
 </ul>
 <li>
 Maintain strong oversight on data governance and audit readiness.
 </li>
 <li>
 HR Compliance &amp; Employee Relations Support
 </li>
 <li>
 Proactively advise leaders on recurring people challenges and policy matters.
 </li>
 <li>
 Manage attendance non-compliance cases for India non-engineering teams until transition to ER.
 </li>
 <li>
 Partner with ER on complex investigations, case management, and RIF/termination processes&mdash;including approvals and stakeholder socialization.
 </li>
 <li>
 Organizational Design, Role Management &amp; Workforce Planning
 </li>
 <li>
 Review and validate recommendations related to promotions, new manager hires, job evaluations, role redundancy, and org structure alignment.
 </li>
 <li>
 Support succession planning, span-of-control reviews, reporting structure consolidation, and OD proposals.
 </li>
 <li>
 Talent Acquisition Enablement
 </li>
 <li>
 Partner with TA to support internal hiring, role scoping, salary fitment justification, and HR interviews for manager-level and above roles.
 </li>
 <li>
 Learning &amp; Leadership Development Support
 </li>
 <li>
 Facilitate and drive leadership and manager capability programs in partnership with the L&amp;D team.
 </li>
 <li>
 Track engagement, participation, and impact metrics for learning programs.
 </li>
 <li>
 Talent Management &amp; Strategic HR Projects
 </li>
 <li>
 Lead HR initiatives requiring root-cause analysis, solutioning, planning, stakeholder socialization, and change management.
 </li>
 <li>
 Partner closely with HR COEs on programs, ensuring strong local execution and business alignment.
 
 </li>
 </ul>
 
 What It Takes (Skills &amp; Competencies)
 
 
 
 <ul>
 <li>
 Strategic Thinking &amp; Business Acumen
 </li>
 <li>
 Ability to translate business priorities into actionable HR strategies.
 </li>
 <li>
 Anticipates challenges and proposes proactive, data-backed solutions.
 </li>
 <li>
 Stakeholder Management &amp; Influence
 </li>
 <li>
 Proven experience building trusted relationships with senior leaders and global stakeholders.
 </li>
 <li>
 Can influence decisions with strong data-driven narratives.
 </li>
 <li>
 Collaboration &amp; Networking
 </li>
 <li>
 Comfortable operating in a matrixed global environment.
 </li>
 <li>
 Strong partnership skills across HR COEs, TA, ER, Finance, and global HRBPs.
 </li>
 <li>
 Change Agility &amp; Execution Excellence
 </li>
 <li>
 Experience driving HR programs during transitions, organizational changes, and transformation.
 </li>
 <li>
 Ability to work through ambiguity with speed and clarity.
 </li>
 <li>
 Analytical &amp; Problem-Solving Strength
 </li>
 <li>
 Strong capability in interpreting data, identifying patterns, and diagnosing issues.
 </li>
 <li>
 Uses insights to drive decisions and improve HR effectiveness.
 </li>
 <li>
 Communication &amp; Executive Presence
 </li>
 <li>
 Excellent communication skills with the ability to engage diverse global leaders.
 </li>
 <li>
 Able to present HR insights with clarity and confidence.
 </li>
 <li>
 Deep Knowledge of HR &amp; Talent Programs
 </li>
 <li>
 Solid understanding of job architecture, organization design, talent programs, and ER processes.
 </li>
 <li>
 Familiarity with local labour laws and alignment to global policies.
 
 
 </li>
 </ul>
 
 Education
 
 
 
 <ul>
 <li>
 Master&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 Preferably a bachelor&rsquo;s degree in computer science, mathematics, or a related analytical discipline.
 
 
 </li>
 </ul>
 OpenText's efforts to build an inclusive work environment go beyond simply complying with applicable laws. Our Employment Equity and Diversity Policy provides direction on maintaining a working environment that is inclusive of everyone, regardless of culture, national origin, race, color, gender, gender identification, sexual orientation, family status, age, veteran status, disability, religion, or other basis protected by applicable laws.
 
 
 If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please contact us at hr@opentext.com. Our proactive approach fosters collaboration, innovation, and personal growth, enriching OpenText's vibrant workplace.
</div>

Zycus Infotech

<div><div><div><div><div><div>About Us<div><div><div>
Zycus, recognized by leading analyst firms in procurement technology, empowers teams to unlock deep value through its comprehensive Source-to-Pay (S2P) solutions. At the heart of our S2P solution is the Merlin Agentic Platform, which orchestrates intelligent AI agents to deliver simplified, efficient, and compliant processes.</div><div>
The Merlin Intake Agent offers business users unparalleled ease of use, increasing adoption rates and significantly reducing non-compliant spending. For procurement teams, the Merlin Autonomous Negotiation Agent handles tail spend autonomously, securing additional savings; the Merlin Contract Agent helps draft compliant contracts and reduces risks by actively monitoring them; and the Merlin AP Agent further enhances efficiency by automating invoice processing with exceptional speed and accuracy.We Are An Equal Opportunity Employer:</div><div>
Zycus is committed to providing equal opportunities in employment and creating an inclusive work environment. We do not discriminate against applicants on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, or any other legally protected characteristic. All hiring decisions will be based solely on qualifications, skills, and experience relevant to the job requirements.</div></div></div></div></div></div></div></div>
<div><div><div><div>Job Description<div><div><div>
Zycus is seeking a Senior HR Business Partner (HRBP) with 8&ndash;10 years of experience to join our dynamic HR Business Partnering team. This role reports to the Director &ndash; Talent Management and functions as a strategic HR partner, collaborating closely with business leaders to drive key people initiatives, enhance organizational effectiveness, and enable talent success.</div><div></div><div> 
Key Responsibilities:</div><ul>
<li>Act as an HR consultant for strategic business initiatives and partner with leaders to align HR strategies with business goals.</li>
<li>Support employee engagement, talent management, and change management initiatives.</li>
<li>Facilitate performance management cycles and ensure a high-performance culture through feedback and capability building.</li>
<li>Conduct end-to-end learning &amp; development activities &mdash; from need identification to evaluation.</li>
<li>Enable smooth employee onboarding, ensuring new hires assimilate into the culture effectively.</li>
<li>Drive employee retention efforts and engagement initiatives in collaboration with business teams.</li>
<li>Facilitate mentoring and coaching interventions to build leadership capability.</li>
<li>Address employee relations issues transparently and fairly.</li>
<li>Support the HR COEs and People Operations team in rolling out HR processes and policies.</li>
<li>Provide employee pulse insights to leadership to enhance the employee experience.</li>
<li>Partner with international HR teams and provide support for global people practices.</li>
<li>Manage separation formalities to ensure smooth offboarding.</li></ul></div></div>
Job Requirement<div><div><div>
Requirements:</div><ul>
<li>8&ndash;10 years of progressive HR experience, preferably in the software/tech industry.</li>
<li>Strong interpersonal skills with the ability to influence and collaborate across levels.</li>
<li>Excellent communication, critical thinking, and stakeholder management skills.</li>
<li>A proactive problem solver with strong business and HR acumen.</li>
<li>Comfortable working in a fast-paced, agile environment.</li></ul><div>
Educational Qualification:</div><ul>
<li>Master&rsquo;s degree in human resources management (preferred from Tier-1 or reputed institutes).</li></ul><div>
What It&rsquo;s Like to Be Part of the HR Team at Zycus:</div><ul>
<li>Be at the core of strategic people initiatives that drive real business impact.</li>
<li>Collaborate directly with business leaders and cross-functional teams.</li>
<li>Lead employee engagement, talent management, change management, and culture-building efforts.</li>
<li>Influence and shape policies, programs, and processes that enhance employee experience.</li>
<li>Work in a fast-paced, innovation-driven environment where HR is a key business partner.</li>
<li>Take ownership of projects with real visibility and leadership support.</li>
<li>Be part of a supportive, collaborative, and forward-thinking HR team.</li></ul></div></div></div></div></div></div></div>

Senior HR Business Partner (HRBP)

Aujan Coca-Cola Beverages Company (ACCBC)

<div>
 
 
 Job Title:
 
 HR Business Partner &ndash; Egypt
 
 
 
 Reports to:
 
 Head of Human Resources, ACCBC &amp; RR
 
 
 
 Business Unit:
 
 Egypt
 
 
 
 Function:
 
 Human Resources
 
 
 
 Grade:
 
 Hay
 
 
 
 Location:
 
 Egypt
 
 
 
 
 
 
 Purpose of the Job
 
 
 
 The HR Business Partner (HRBP) - Egypt is accountable for executing the people agenda for the Egypt business, ensuring talent, performance, culture, engagement, and change initiatives are delivered with integrity, discipline, and speed - in alignment with ACCBC &amp; RR enterprise frameworks as provided by the Head of HR.
 
 
 The role acts as the on the ground advisor and governance anchor to local leadership, translating central people strategy into effective country execution, while holding the line on policy, cost, data integrity, and ethical decision-making. Specialist design, frameworks, and standards remain centrally owned; execution, coaching, and risk management sit with the HRBP.
 
 
 
 
 
 
 Operating Context
 
 
 
 Egypt operates within:
 
 <ul>
 <li>
 A large, labour-intensive environment with manufacturing and commercial complexity
 </li>
 <li>
 Heightened inflation and labour-cost sensitivity
 </li>
 <li>
 Strict labour law, documentation, payroll, social insurance, and audit requirements
 </li>
 <li>
 Ongoing D365 ERP transformation affecting roles, data, and workflows
 </li>
 <li>
 Legacy organisational and grading changes creating exception pressure and data noise
 </li>
 </ul>
 
 
 
 
 Success in this role requires sound judgement, moral courage, calm collected emotional maturity and service discipline, balancing responsiveness with long-term workforce sustainability, and a mindset that is part of solutioning.
 
 
 
 
 
 
 Key Roles and Responsibilities
 
 
 
 
 A. Business Partnership &amp; Workforce Planning
 
 
 <ul>
 <li>
 Act as the people advisor to Egypt BU leadership
 </li>
 <li>
 Lead country workforce planning inputs into the LRP, ensuring headcount (FTE &amp; CW) and labour costs remain within approved parameters
 </li>
 <li>
 Translate enterprise org design and workforce frameworks into executable local plans
 </li>
 <li>
 Identify productivity, capability, and structural risks early and propose mitigations
 </li>
 <li>
 Provide governance over workforce-related operational pressures (unbudgeted hires, CW fluctuations, overtime exposure)
 </li>
 </ul>
 
 
 B. Talent Management &amp; Capability Development
 
 
 <ul>
 <li>
 Drive execution of talent management frameworks (talent reviews, succession inputs, development actions)
 </li>
 <li>
 Identify critical roles, bench gaps, and succession risks across manufacturing, logistics, and commercial teams
 </li>
 <li>
 Partner with leaders on development actions, internal mobility, and capability uplift
 </li>
 <li>
 Embed merit-based, capability-led progression over role inflation
 </li>
 <li>
 Ensure probation outcomes, contract renewals, and progression decisions are disciplined and evidence-based (execution via Ops)
 </li>
 </ul>
 
 
 C. Recruitment &amp; Appointment Governance
 
 
 <ul>
 <li>
 Own recruitment execution in country and offers for frontline to supervisory roles within approved budgets and grades
 </li>
 <li>
 Partner with BU leaders on mid-management hiring and interviews
 </li>
 <li>
 Validate requisitions, JO requests, position codes, and offers against grading, policy, and labour cost frameworks aligning imminently with the center for ensured org architecture integrity
 </li>
 <li>
 Govern hiring volumes, agency usage, and cost exposure in alignment with central recruitment
 </li>
 <li>
 Escalate senior, exception, or risk cases for central sign-off
 </li>
 <li>
 Oversee onboarding, quality, and assimilation outcomes (administrative execution via Ops)
 </li>
 </ul>
 
 
 D. Performance, Engagement &amp; Culture
 
 
 <ul>
 <li>
 Drive disciplined performance cycles (goal setting, reviews, calibrations, close-out)
 </li>
 <li>
 Coach leaders on feedback, accountability, and performance conversations
 </li>
 <li>
 Lead local engagement initiatives (plant, logistics, commercial) aligned to enterprise culture priorities
 </li>
 <li>
 Sponsor engagement events and initiatives delivered operationally by HR Ops
 </li>
 <li>
 Monitor engagement signals, sentiment, absenteeism, and behavioural risk indicators
 </li>
 </ul>
 
 
 E. Change Management &amp; Adoption
 
 
 <ul>
 <li>
 Act as country change lead for enterprise initiatives (D365, policy changes, workforce model shifts)
 </li>
 <li>
 Enable leaders to communicate change clearly and credibly
 </li>
 <li>
 Partner with central Change &amp; Performance teams on resistance management
 </li>
 <li>
 Track adoption metrics (process compliance, data accuracy, behavioural adherence)
 </li>
 </ul>
 
 
 F. Employee Relations, Legal &amp; Ethical Governance
 
 
 <ul>
 <li>
 Act as escalation point for ER cases, grievances, disciplinary actions, and penalties
 </li>
 <li>
 Govern investigations handled operationally by HR Ops and Legal
 </li>
 <li>
 Manage local legal cases with in-country Legal teams, ensuring alignment to group guidelines and central repositories
 </li>
 <li>
 Ensure social insurance, termination, and disciplinary actions are defensible, consistent, and compliant
 </li>
 <li>
 Champion ethical conduct, dignity, and due process
 </li>
 </ul>
 
 
 G. HR Data Integrity &amp; Governance Oversight
 
 
 <ul>
 <li>
 Accountable for accuracy of Egypt HR master data (execution via Ops)
 </li>
 <li>
 Conduct regular audits across:
 </li>
 <li>
 Headcount (FTE &amp; CW)
 </li>
 <li>
 Grades and job titles
 </li>
 <li>
 Cost centres and entity mapping
 </li>
 <li>
 Reporting line
 </li>
 <li>
 Validate payroll-related people data before leadership and finance use
 </li>
 <li>
 Leverage analytics and AI-enabled tools to identify anomalies, trends, and risks early ensuring
 </li>
 <li>
 centralized tools are used as one source of truth and no separate reporting confusion is created
 </li>
 </ul>
 
 
 H. Risk &amp; Business Continuity
 
 
 <ul>
 <li>
 Identify workforce, compliance, payroll, CW, and continuity risks early
 </li>
 <li>
 Provide governance oversight on high-risk areas (overtime, CW dependency, social insurance, penalties)
 </li>
 <li>
 Support crisis and contingency planning
 </li>
 <li>
 Escalate material risks with clear, solution-oriented recommendations
 </li>
 </ul>
 
 
 
 
 
 Key Performance Indicators (KPIs)
 
 
 <ul>
 <li>
 Headcount (FTE &amp; CW) variance vs LRP
 </li>
 <li>
 Labour cost variance vs budget
 </li>
 <li>
 Performance cycle completion &ge;95%
 </li>
 <li>
 Engagement pulse &ge;80%
 </li>
 <li>
 Policy exception rate &lt;2%
 </li>
 <li>
 Master data accuracy &ge;98%
 </li>
 <li>
 CW cost volatility and overtime risk trending downward
 </li>
 </ul>
 
 
 
 
 
 Leadership Attributes
 
 
 <ul>
 <li>
 High integrity and strong moral compass
 </li>
 <li>
 Calm, credible, and trusted under pressure
 </li>
 <li>
 Service-oriented without compromising standards
 </li>
 <li>
 Courage to challenge constructively
 </li>
 <li>
 Proactive, improvement-minded, and accountable
 </li>
 </ul>
 
 
 
 
 
 Direct Reports (if Any)
 
 
 
 None
 
</div>

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