workforce planning lead

Amazon

<div>
 
 Description
 
 
 
 Join Amazon's Global Workforce Management team as a Business Analyst and Workforce Planning Lead, where you'll transform forecasts into strategic workforce plans that power field operations across global regions. In this high-impact role, you'll partner with Finance and OTS Leadership to implement data-driven workforce planning methodologies that optimize staffing for one of the world's largest operations networks. This position offers the opportunity to drive strategic initiatives, influence organizational planning, and scale workforce optimization across expanding business units.
 
 
 Key job responsibilities
 
 
 <ul>
 <li>
 Translate forecasts into strategic workforce plans for field operations and lead expansion of workforce planning to new organizations
 </li>
 <li>
 Develop and implement standardized workforce planning methodologies that drive business value across field operations
 </li>
 <li>
 Partner with Finance and OTS Leadership stakeholders to build relationships, drive adoption, and measure impact through comprehensive metrics
 </li>
 <li>
 Create workforce optimization strategies with clear, measurable success criteria and return on investment
 </li>
 <li>
 Drive cross-functional strategic initiatives to continuously improve workforce planning processes and identify best practices
 </li>
 <li>
 Travel up to 10% to support workforce planning initiatives
 
 
 </li>
 </ul>
 This role is open to other physical locations.
 
 
 A day in the life
 
 
 As the Workforce Planning Lead, you'll start your day reviewing workforce metrics and forecast accuracy across multiple regions. You'll collaborate with Finance partners to align headcount plans with budget constraints, then meet with OTS Leadership to discuss expansion opportunities into new organizations. Your afternoons might involve analyzing staffing scenarios, building workforce models in Excel and Tableau, or facilitating workshops with operational leaders to implement standardized planning methodologies. You'll regularly present workforce strategies to senior leadership and work cross-functionally with teams across Operations Technology Solutions to ensure data-driven staffing decisions support business objectives. You'll also mentor junior team members, write effective narratives and workforce strategy documents, and proactively identify risks before they become roadblocks.
 
 
 
 About The Team
 
 
 
 The Global Workforce Management (GWM) team is at the forefront of strategic planning for Amazon's operations network. We develop and maintain a unified, data-driven approach to predict demand volume and staffing scenarios for Operations Technology Solutions (OTS) and expanding organizations across global regions. Our work directly impacts how Amazon scales its workforce to meet customer demand while optimizing costs. The team values innovation, data-driven decision-making, and cross-functional collaboration. We're expanding our workforce planning capabilities to new business units, making this an exciting time to join and shape the future of workforce strategy at Amazon.
 
 
 
 Basic Qualifications
 
 
 
 <ul>
 <li>
 Bachelor's degree in finance, accounting, business, economics, engineering , analytics, mathematics, statistics or a related technical or quantitative field
 </li>
 <li>
 2+ years of business analyst, data analyst or similar role experience
 </li>
 <li>
 2+ years of Excel (including VBA, pivot tables, array functions, power pivots, etc.) and data visualization tools such as Tableau experience
 </li>
 <li>
 2+ years of business or financial analysis experience
 </li>
 <li>
 Experience defining requirements and using data and metrics to draw business insights
 </li>
 <li>
 Experience with SQL
 </li>
 <li>
 Experience making business recommendations and influencing stakeholders
 
 
 </li>
 </ul>
 
 Preferred Qualifications
 
 
 
 <ul>
 <li>
 Experience with data visualization using Tableau, Quicksight, or similar tools
 </li>
 <li>
 Experience in Excel (including VBA, pivot tables, array functions, power pivots, etc.) and data visualization tools such as Tableau
 </li>
 <li>
 Experience with forecasting and statistical analysis
 </li>
 <li>
 Experience working with Finance teams on headcount planning and budget management
 </li>
 <li>
 Master's degree in Business, Analytics, Operations Research, or related field
 
 
 </li>
 </ul>
 Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
 
 
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 
 
 The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life &amp; AD&amp;D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
 
 
 USA, TN, Nashville - 66,900.00 - 117,000.00 USD annually
 
 
 USA, TX, Austin - 74,300.00 - 130,100.00 USD annually
 
 
 
 
 Company
 
 - Amazon.com Services LLC
 
 
 Job ID: A3188420
</div>

Business Analyst II, Operations Technology Solutions, Global Workforce Management

EjadTech - إيجاد التقنية

<div>
 
 
 Job Purpose
 
 
 
 Lead and develop the organization&rsquo;s talent acquisition and workforce management function to ensure the attraction of high-caliber talent and maintain organizational workforce readiness. This role is responsible for developing effective talent acquisition strategies, workforce planning, analyzing organizational staffing needs, managing recruitment budgets, evaluating employee capabilities and performance, and strengthening professional partnerships to support the company&rsquo;s strategic objectives and growth plans.
 
 
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 1. Strategic Workforce Planning &amp; Talent Acquisition
 
 
 
 * Develop and implement talent acquisition strategies aligned with the company&rsquo;s strategic and operational objectives.
 
 
 * Lead workforce planning initiatives and analyze current and future staffing requirements in coordination with executive management and business units.
 
 
 * Analyze market trends and competitor practices to develop innovative recruitment solutions that enhance the company&rsquo;s competitive positioning.
 
 
 * Build proactive talent pipelines for critical and hard-to-fill positions.
 
 
 * Develop employer branding initiatives to strengthen the company&rsquo;s reputation as an employer of choice.
 
 
 
 
 
 
 2. Recruitment &amp; Talent Acquisition Operations
 
 
 
 * Oversee the full recruitment lifecycle from manpower request initiation through onboarding and joining.
 
 
 * Ensure the implementation of best practices and professional standards across sourcing, assessment, selection, and hiring processes.
 
 
 * Develop and enhance recruitment policies and procedures to improve operational efficiency and quality of hires.
 
 
 * Monitor the effectiveness of recruitment channels, agencies, and vendors while evaluating return on investment.
 
 
 * Lead candidate negotiation processes and manage job offers to ensure alignment between talent quality and budget considerations.
 
 
 
 
 
 
 3. Talent Evaluation, Performance Analysis &amp; Workforce Assessment
 
 
 
 * Lead employee capability and performance evaluation processes in coordination with various departments.
 
 
 * Analyze organizational structures and performance levels to identify workforce gaps and future staffing requirements.
 
 
 * Assess the effectiveness of existing employees and their alignment with business objectives and role expectations.
 
 
 * Evaluate vacancies and critical positions to identify needs related to replacement, succession planning, restructuring, or workforce optimization.
 
 
 * Provide strategic recommendations to executive management regarding talent retention, workforce development, and targeted replacement hiring when required.
 
 
 * Contribute to succession planning initiatives and identify high-potential talent to ensure business continuity and organizational sustainability.
 
 
 * Prepare analytical reports covering workforce readiness, performance indicators, talent retention risks, and future hiring needs.
 
 
 
 
 
 
 4. Budget Management &amp; Reporting
 
 
 
 * Develop and manage recruitment and talent acquisition budgets while ensuring cost optimization and efficient resource utilization.
 
 
 * Analyze recruitment and workforce KPIs and provide improvement recommendations to senior management.
 
 
 * Prepare executive and operational reports on recruitment progress, hiring efficiency, and achievement of workforce targets.
 
 
 
 
 
 
 5. Professional Partnerships &amp; Stakeholder Management
 
 
 
 * Build and manage strategic relationships with recruitment firms, educational institutions, consulting firms, and professional platforms.
 
 
 * Represent the company at recruitment events, career fairs, and talent acquisition initiatives.
 
 
 * Strengthen internal collaboration with executive leadership and department heads to ensure accurate understanding of operational and strategic workforce needs.
 
 
 
 
 
 
 6. Leadership &amp; Team Management
 
 
 
 * Lead, mentor, and develop the talent acquisition team to enhance operational and professional capabilities.
 
 
 * Promote a culture of performance excellence, accountability, quality, and efficiency.
 
 
 * Oversee task allocation, execution of departmental plans, and achievement of functional objectives.
 
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 * Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree is preferred.
 
 
 * Minimum of 8 years of experience in talent acquisition and recruitment, including leadership experience.
 
 
 * Strong expertise in workforce planning, talent acquisition strategies, and talent management.
 
 
 * Experience in employee capability assessment, performance analysis, and workforce planning.
 
 
 * Experience managing recruitment budgets and workforce-related KPIs.
 
 
 * Previous experience within technology companies, consulting firms, telecommunications companies, or fast-paced environments is highly preferred.
 
 
 * Advanced knowledge of HR systems and Applicant Tracking Systems (ATS).
 
 
 
 
 
 
 Required Skills
 
 
 
 * Strategic thinking and advanced analytical capabilities.
 
 
 * Strong leadership and people management skills.
 
 
 * Decision-making and executive recommendation capabilities.
 
 
 * Excellent communication, negotiation, and presentation skills.
 
 
 * Strong stakeholder and partnership management abilities.
 
 
 * Advanced reporting, analytics, and data interpretation skills.
 
 
 * Deep understanding of labor market trends and talent acquisition best practices.
 
</div>

Talent Acquisition Manager

Interwood Mobel

<div>Role Overview
The HRBP acts as a strategic partner to regional business leaders, driving people initiatives that align with organizational goals. This role is responsible for end-to-end HR management across the Head Office, including talent management, employee engagement, performance management, workforce planning, and organizational development, while ensuring operational excellence and a high-performance culture.
Key Responsibilities1. Strategic HR Partnership<ul><li>
Partner with leadership (Departmental/functional heads) to align HR strategies with business objectives
</li><li>Act as a trusted advisor on organizational design, team structure, and workforce planning
</li><li>Identify business pain points and proactively design HR interventions
</li></ul>2. Talent Management &amp; Workforce Planning<ul><li>
Lead recruitment efforts for retail, corporate, and technical roles across the region
</li><li>Ensure timely hiring, especially critical positions
</li><li>Develop succession pipelines and internal talent mobility strategies
</li></ul>3. Employee Engagement &amp; Culture<ul><li>
Drive engagement initiatives tailored to regional needs (events, recognition programs, culture-building activities)
</li><li>Monitor employee pulse and recommend actions to improve morale and retention
</li><li>Lead employer branding initiatives at the regional level
</li></ul>4. Performance Management<ul><li>
Implement and drive performance management cycles (goal setting, mid-year, annual reviews)
</li><li>Coach line managers on performance conversations and development planning
</li><li>Identify low performers and high potentials, ensuring appropriate action plans
</li></ul>5. HR Operations &amp; Compliance<ul><li>
Oversee core HR operations including onboarding, confirmations, disciplinary actions, and offboarding
</li><li>Ensure adherence to company policies and labor laws
</li><li>Maintain accurate HR data and reporting for the region
</li></ul>6. Leadership Development<ul><li>
Identify leadership capability gaps and co-lead training initiatives
</li><li>Support and execute leadership development programs and workshops
</li><li>Coach managers on people management and team effectiveness
</li></ul>7. Change Management<ul><li>
Lead and support change initiatives including restructuring, policy rollouts, and process improvements
</li>Drive adoption of new HR frameworks and organizational changes 
<li>
</li></ul> 
 
Requirements 
<ul><li>
Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>
Minimum 8 years&rsquo; experience as an HR Business Partner or similar role, preferably in industrial or manufacturing sectors.</li><li>
Strong understanding of labor laws, employee relations, and workforce management, especially in blue-collar labor contexts.</li><li>
Demonstrated ability to build effective relationships with management and employees at all levels.</li><li>
Excellent communication, problem-solving, and conflict resolution skills.</li><li>
Ability to operate effectively in a fast-paced and dynamic industrial environment.</li><li>
Willingness to spend time on the shop floor and engage directly with workforce.</li></ul> 

Benefits<ul><li> 
Medical Insurance</li><li>Provident Fund</li><li>EOBI</li><li>Paid Leaves</li></ul></div>

Human Resources Business Partner - Head Office

RATP Dev

<div><h2 class="jobSectionHeader">Head of Planning &amp; Scheduling</h2>
<div><ul><li><div>Fixed-term contract</div>
</li>
<li><div>Full-time</div>
</li>
<li><div>At least 5 years of experience (Senior level)</div>
</li>
<li><div>Bachelor degree</div>
</li>
<li><div>Engineer</div></li></ul></div></div>
 <div><div><div><div><h2 class="jobSectionHeader">Mission
</h2><div>JOB PURPOSE:
The Head of Planning &amp; Scheduling is responsible for leading and managing the centralized maintenance planning and scheduling function across all infrastructure assets and facilities. The role ensures that preventive, corrective, and planned maintenance activities are effectively planned, prioritized, and executed through the optimal use of CMMS tools, including IBM Maximo.
The position focuses on maximizing asset availability, operational reliability, and regulatory compliance by optimizing workforce deployment, material planning, and maintenance schedules. The role also drives performance improvement through structured KPI monitoring, reporting, and continuous enhancement of planning, scheduling, and workforce rostering practices.</div></div><div> 
<h2 class="jobSectionHeader">Profile
</h2><div>RESPONSIBILITIES/DUTIES
Maintenance Planning &amp; Scheduling<ul><li> Lead the development and management of integrated maintenance schedules using IBM Maximo scheduling tools.</li><li> Ensure accurate creation, prioritization, assignment, monitoring, and closure of maintenance work orders.</li><li> Prioritize maintenance activities based on asset criticality, operational risk, and safety requirements.</li><li> Coordinate maintenance schedules across departments to align with operational and service requirements.</li><li> Ensure preventive and corrective maintenance activities are planned and executed in accordance with maintenance strategies and asset management policies.</li></ul>
Resource &amp; Material Planning<ul><li> Forecast and allocate labor, tools, and spare parts required for scheduled maintenance activities.</li><li> Coordinate with procurement and inventory teams to ensure timely availability of materials and spare parts.</li><li> Optimize workforce allocation based on workload distribution and technician competencies.</li><li> Ensure efficient utilization of maintenance resources to support operational performance and cost control.</li></ul>
Workforce Rostering &amp; Staff Coordination<ul><li> Oversee the development and management of maintenance staff rosters to ensure adequate coverage and operational efficiency.</li><li> Ensure fair and transparent distribution of shifts, leave, and coverage during absences.</li><li> Manage annual leave, holidays, and sickness records in compliance with organizational policies.</li><li> Support training and awareness initiatives related to roster management and workforce planning.</li><li> Promote staff welfare and engagement by balancing operational requirements with employee well-being.</li></ul>
Performance Monitoring &amp; Reporting<ul><li> Monitor and analyze key maintenance performance indicators such as schedule compliance, maintenance backlog, MTTR, and asset availability.</li><li> Produce regular reports and dashboards to support management decision-making.</li><li> Utilize Maximo reporting tools and analytics to identify trends, inefficiencies, and improvement opportunities.</li><li> Ensure accurate data management and reporting to support operational transparency and performance management.</li></ul>
Strategic Maintenance Planning<ul><li> Lead the development of annual and long-term maintenance plans aligned with asset management strategies.</li><li> Support lifecycle planning and reliability improvement initiatives aimed at maximizing asset performance and minimizing downtime.</li><li> Ensure maintenance planning activities align with ISO standards, internal procedures, and regulatory requirements.</li></ul>
Leadership &amp; Continuous Improvement<ul><li> Provide strategic leadership to the planning and scheduling team, ensuring clear roles, accountability, and performance expectations.</li><li> Mentor and develop team members to strengthen planning capabilities and professional growth.</li><li> Promote a culture of continuous improvement by identifying process inefficiencies and implementing corrective actions.</li><li> Lead initiatives to enhance scheduling practices, workforce planning, and resource optimization.</li><li> Support digital transformation initiatives, including automation of scheduling and rostering processes.</li><li> Ensure compliance with health, safety, and environmental standards across all planning activities.</li></ul>
Safety Responsibilities<ul><li> Promote a positive safety culture within the workplace and attend any safety-related meetings or briefings as</li><li> required within the job role.</li><li> Comply with the requirements of RDMC RQHSE Policy and Safety Management System.</li><li> Be mindful that Safety, Security, and Environmental protection are everyone&rsquo;s responsibility.</li><li> All staff members are accountable for reporting and intervening in any Safety, Security, or Environmental violations.</li></ul>
ESSENTIAL QUALIFICATIONS, KNOWLEDGE &amp; EXPERIENCE
QUALIFICATIONS<ul><li> Bachelor&rsquo;s degree in engineering, Maintenance Management, Industrial Engineering, or a related field.</li><li> Fluent in English and Arabic, French is a plus.</li></ul>
KNOWLEDGE<ul><li> Strong understanding of maintenance planning and scheduling principles.</li><li> Proficiency in IBM Maximo or similar CMMS platforms.</li><li> Knowledge of resource planning, forecasting, and workforce rostering.</li><li> Familiarity with maintenance KPIs, performance monitoring, and reporting systems.</li><li> Understanding of ISO standards and asset lifecycle management practices.</li></ul>
EXPERIENCE<ul><li> 7-10 years in maintenance planning, including at least 3 years in a leadership role.</li><li> Experience in large-scale industrial or infrastructure environments is preferred.</li></ul>
DESIRED BEHAVIORS &amp; EXPERIENCES<ul><li> Strong organizational and planning abilities.</li><li> Effective communication and team coordination skills.</li><li> Proactive and solution-oriented mindset.</li><li> High attention to detail and accuracy.</li><li> Strong leadership and people management skills.</li><li> Ability to adapt to change and drive process improvements.</li><li> Commitment to safety, quality, and compliance.</li></ul></div></div></div></div> 

<div><div><div><h3 class="jobSectionHeader">Location</h3>
<div><div><div>Location</div></div>
<div>Address</div>
</div>Cairo, Cairo, Egypt</div></div></div></div><div></div>

Head of Planning & Scheduling

Smart Care Solutions

<div>The Chief People Officer (CPO) is a key member of the executive leadership team responsible for aligning the company&rsquo;s people strategy with its business objectives. This role drives organizational performance through talent, culture, leadership, and workforce strategy.
The CPO ensures the organization has the capabilities, leadership, and environment required to scale, perform, and compete.
Key Responsibilities
Executive Leadership &amp; Business Partnership<ul><li>
Partner closely with the CEO and executive team on organizational design, workforce strategy, and business transformation initiatives</li><li>
Drive organizational effectiveness and productivity to support revenue growth, operational scale, and long-term business performance</li><li>
Lead enterprise change initiatives to support growth, scaling complexity, and evolving business needs, including organizational transformation and operating model shifts</li></ul>
Culture &amp; Performance<ul><li>
Shape and embed a high-performance culture aligned with business objectives, reinforcing accountability, ownership, and results</li><li>
Lead and continuously optimize compensation, benefits, and performance frameworks to drive accountability, equity, and measurable business outcomes</li><li>
Align Team Member experience with company performance, reinforcing both engagement and accountability</li></ul>
Talent Strategy &amp; Workforce Planning<ul><li>
Own the end-to-end talent lifecycle from workforce planning and recruiting through development, retention, and exit, ensuring quality, consistency, and alignment to company's guiding principles</li><li>
Lead strategic workforce planning, aligning headcount, capabilities, and organizational structure to business growth and long-term objectives</li><li>
Sustain talent acquisition as a competitive advantage by driving quality of hire, speed, and alignment with critical capability needs</li></ul>
Leadership Development &amp; Succession<ul><li>
Build leadership capability across all levels and establish succession pipelines for critical roles</li></ul>
People Operations &amp; Infrastructure<ul><li>
Ensure scalable HR infrastructure, policies, and systems are in place to support a high-growth, performance-driven organization</li><li>
Implement data-driven people analytics to inform decision-making, track organizational health, and improve performance</li><li>
Ensure compliance with all federal, state, and local labor laws, with rigor appropriate for a multi-functional, multi-location workforce</li><li>
Lead and develop the People function across HR, Talent Acquisition, L&amp;D, and Total Rewards, building a high-impact, scalable team</li></ul>
Qualifications<ul><li>
10+ years of progressive HR or People leadership experience, including the last 5 years in a senior executive role such as CPO, CHRO, or Head of People</li><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Psychology, or related field, advanced degree preferred but not required</li><li>
Background in private equity-backed or investor-driven environments preferred</li><li>
Proven ability to scale an hourly workforce across multi-state, multi-location environments</li><li>
Track record of designing and implementing compensation and performance frameworks that drive results</li><li>
Demonstrated ability to align people strategy with business objectives and financial outcomes</li><li>
Strong analytical mindset with experience leveraging people data to guide decisions</li><li>
Exceptional communication skills, executive presence, and ability to influence at the board and executive level</li></ul> 
About Smart Care
Smart Care is a national repair and service provider for commercial foodservice, refrigeration, and cold storage equipment. Our offering of comprehensive mechanical services includes hot side cooking equipment, stand-alone refrigeration, specialty coffee and beverage, complex rack refrigeration and HVAC.
Smart Care is an Equal Employment Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other protected class status. All qualified individuals are encouraged to apply. If you need a reasonable accommodation with respect to Smart Care&rsquo;s application or hiring process due to a disability, please contact the Human Resources department at HR@smartcaresolutions.com.</div>

Chief People Officer

Experts Group International

<div>
 
 
 Human Resources Director
 
 
 
 
 Location:
 
 Dubai, United Arab Emirates
 
 
 
 
 
 Role Overview:
 
 
 We are seeking an experienced Human Resources Director to lead the HR function for a growing construction business based in Dubai. This role will focus heavily on talent acquisition, workforce planning, compensation and benefits strategy, and building scalable HR frameworks to support project-based operations across the UAE and wider region.
 
 
 The HR Director will act as a strategic partner to executive leadership, ensuring the organisation attracts, develops, and retains top-tier talent while maintaining compliance with UAE labour laws and industry regulations.
 
 
 
 
 
 Key Responsibilities
 
 
 1. Talent Acquisition &amp; Workforce Planning
 
 <ul>
 <li>
 Develop and implement a comprehensive talent acquisition strategy aligned with business growth and project pipeline demands.
 </li>
 <li>
 Lead high-volume recruitment across technical, engineering, project management, and corporate functions.
 </li>
 <li>
 Build strong talent pipelines for critical construction roles (e.g., project directors, engineers, quantity surveyors, site managers).
 </li>
 <li>
 Establish employer branding initiatives to position the company as an employer of choice within the construction sector.
 </li>
 <li>
 Oversee recruitment partners, agencies, and international hiring campaigns where required.
 </li>
 <li>
 Implement workforce planning models to ensure manpower forecasting aligns with project timelines.
 </li>
 </ul>
 
 2. Compensation &amp; Benefits
 
 <ul>
 <li>
 Design and implement competitive compensation and benefits frameworks aligned with market benchmarks in the UAE construction industry.
 </li>
 <li>
 Lead salary benchmarking exercises and ensure internal equity across roles and geographies.
 </li>
 <li>
 Develop incentive schemes linked to project performance and business outcomes.
 </li>
 <li>
 Oversee benefits administration including health insurance, allowances, bonuses, and expatriate packages.
 </li>
 <li>
 Ensure compliance with WPS (Wage Protection System) and UAE Labour Law requirements.
 </li>
 </ul>
 
 3. HR Strategy &amp; Leadership
 
 <ul>
 <li>
 Develop and execute the overall HR strategy in alignment with business objectives.
 </li>
 <li>
 Establish HR policies, procedures, and governance frameworks suitable for a project-driven environment.
 </li>
 <li>
 Lead organisational design initiatives to support business expansion.
 </li>
 <li>
 Provide strategic counsel to senior leadership on people-related matters.
 </li>
 </ul>
 
 4. Employee Relations &amp; Compliance
 
 <ul>
 <li>
 Ensure full compliance with UAE Labour Law and regulatory requirements.
 </li>
 <li>
 Oversee employee relations matters including disciplinary processes and conflict resolution.
 </li>
 <li>
 Develop retention and engagement strategies to reduce turnover across site-based and corporate employees.
 </li>
 </ul>
 
 5. Performance Management &amp; Development
 
 <ul>
 <li>
 Implement performance management frameworks aligned with KPIs and project milestones.
 </li>
 <li>
 Support leadership development and succession planning initiatives.
 </li>
 <li>
 Promote a culture of accountability, safety, and high performance.
 </li>
 </ul>
 
 
 
 
 Candidate Profile
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree preferred).
 </li>
 <li>
 12+ years of progressive HR experience, with at least 5 years in a senior leadership role within construction, engineering, or infrastructure sectors.
 </li>
 <li>
 Strong expertise in talent acquisition within project-based environments.
 </li>
 <li>
 Proven experience designing compensation and benefits frameworks in the UAE market.
 </li>
 <li>
 In-depth knowledge of UAE Labour Law and HR compliance requirements.
 </li>
 <li>
 Experience managing multi-site or geographically dispersed workforces.
 </li>
 <li>
 Strong leadership, stakeholder management, and influencing skills.
 </li>
 <li>
 Professional HR certification (CIPD, SHRM, or equivalent) preferred.
 </li>
 </ul>
 
 
</div>

Human Resources Director

FOODHUB

Senior Vice President &ndash; Egypt OperationsRole OverviewWe are seeking a highly strategic and operational leader to oversee and drive our Egypt operations. The role will be responsible for managing the complete contact center business, scaling teams, driving operational excellence, overseeing recruitment and people strategy, and ensuring alignment with global business objectives.This individual will act as the senior-most leader for Egypt operations and will work closely with global leadership to support business growth, customer experience, workforce management, and operational performance.Key ResponsibilitiesStrategic Leadership<ul><li>Lead and manage the overall Egypt business operations</li><li>Drive operational strategy aligned with company growth plans</li><li>Partner with global leadership teams on expansion, process optimization, and performance improvement initiatives</li><li>Build a high-performance culture focused on accountability, quality, and customer experience</li></ul>Contact Center Operations<ul><li>Oversee end-to-end contact centre operations including customer support, workforce planning, quality, training, and performance management</li><li>Ensure operational KPIs, SLAs, productivity, and customer satisfaction targets are consistently achieved</li><li>Implement scalable operational processes and continuous improvement initiatives</li></ul>People &amp; Recruitment Leadership<ul><li>Lead hiring strategy and workforce planning for the Egypt office</li><li>Manage recruitment, onboarding, talent development, and employee engagement initiatives</li><li>Build leadership capability across departments and develop succession planning</li></ul>Business &amp; Stakeholder Management<ul><li>Act as the key point of leadership for Egypt operations</li><li>Collaborate with cross-functional teams including HR, Finance, Operations, Technology, and Customer Experience</li><li>Present operational insights, forecasts, and business updates to executive leadership</li></ul>Compliance &amp; Administration<ul><li>Ensure compliance with local employment laws and operational regulations</li><li>Oversee office administration, vendor management, infrastructure, and operational governance</li></ul>Requirement <ul><li>10&ndash;15+ years of experience in contact centre/BPO/customer operations leadership</li><li>Strong experience managing large-scale customer support or service operations</li><li>Proven leadership experience in Egypt preferred</li><li>Experience handling recruitment and large team management</li><li>Strong operational, commercial, and people leadership skills</li><li>Ability to work in a fast-paced, high-growth environment</li><li>Excellent stakeholder management and decision-making capability</li></ul>Work Location: In person

Senior Vice President

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