وظائف مدير شئون الموظفين - الإسكندريه مصر

<p><strong>Location: </strong>Alexandria, Egypt</p><p><strong>Department: </strong>Human Resources</p><p><strong>Reports To:</strong> HR Manager</p><p><strong>Employment Type: </strong>Full-Time</p><p><br></p><p><strong>About Andalusia Ventures</strong></p><p>Andalusia Ventures drives healthcare transformation through innovation, turning concepts into operational healthcare solutions while focusing on patient-centric care, advanced technology, and sustainable growth.</p><p><br></p><p><strong>Job Objective</strong></p><p>The Talent Acquisition Specialist is responsible for managing the full recruitment cycle, from identifying manpower requirements and sourcing candidates to conducting interviews, coordinating assessments, and facilitating the hiring process. The role focuses on attracting qualified talent, delivering an excellent candidate experience, and ensuring timely recruitment in alignment with the company's business objectives.</p><p><br></p><p><strong>Key Responsibilities</strong></p><ul><li>Manage the full recruitment cycle across assigned departments and business units.</li><li>Coordinate with hiring managers to understand manpower requirements, job specifications, and hiring priorities.</li><li>Develop and publish job advertisements across LinkedIn, recruitment platforms, social media, and other sourcing channels.</li><li>Source and attract qualified candidates through LinkedIn Recruiter, job boards, referrals, databases, and direct sourcing.</li><li>Screen CVs, conduct initial interviews, and assess candidates against job requirements.</li><li>Coordinate technical interviews, assessment stages, and feedback with hiring managers.</li><li>Build and maintain a strong pipeline of qualified candidates for current and future vacancies.</li><li>Manage candidate communication throughout the recruitment process and ensure a positive candidate experience.</li><li>Prepare and manage employment offers, negotiate offers within approved guidelines, and follow up on candidate acceptance.</li><li>Coordinate with HR and relevant departments to ensure a smooth onboarding process.</li><li>Maintain accurate recruitment records, candidate databases, and applicant tracking systems.</li><li>Monitor recruitment KPIs, including time-to-fill, time-to-hire, source effectiveness, offer acceptance rate, and hiring manager satisfaction.</li><li>Prepare regular recruitment reports and provide updates on vacancy status and hiring progress.</li><li>Support employer branding initiatives and recommend improvements to recruitment processes.</li></ul><p><br></p><p><strong>Job Requirements</strong></p><ul><li>Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>2–5 years of experience in Talent Acquisition or Recruitment.</li><li>Proven experience managing the full recruitment cycle.</li><li>Strong sourcing and candidate assessment skills.</li><li>Hands-on experience using LinkedIn Recruiter, job portals, and applicant tracking systems.</li><li>Excellent communication, negotiation, and stakeholder management skills.</li><li>Ability to manage multiple vacancies and prioritize hiring requirements effectively.</li><li>Strong organizational skills, attention to detail, and ability to work in a fast-paced environment.</li><li>Good command of English, both written and spoken.</li></ul><p><br></p><p><strong>Preferred Qualifications</strong></p><ul><li>Experience recruiting for multiple departments and business functions.</li><li>Previous experience in healthcare, medical tourism, hospitals, or other service-oriented industries.</li><li>Experience with volume recruitment, specialized roles, and hard-to-fill positions.</li><li>Knowledge of recruitment metrics, talent mapping, and market intelligence.</li><li>Key Performance Indicators (KPIs)</li><li>Time-to-fill and time-to-hire.</li><li>Number of vacancies closed within the agreed recruitment timeline.</li><li>Quality of hire and hiring manager satisfaction.</li><li>Offer acceptance rate.</li><li>Candidate experience and satisfaction.</li><li>Sourcing channel effectiveness.</li><li>Recruitment pipeline quality and database accuracy.</li></ul><p><br></p><ul><li>To apply: Fatma-Fathy@Andalusiagroup.net and include <strong>“Talent Acquisition Specialist”</strong> in the email subject line.</li></ul>

<strong>Location: </strong>Alexandria, Egypt — with few travels to our Cairo head office and Port Said branch<br><strong>Reports to:</strong> The Board / CEO <br><strong>Employment type: </strong>Full-time<br><strong>Compensation: </strong>Competitive salary, commensurate with experience, plus standard benefits<br><br><strong>About First Global Logistics<br></strong>First Global Logistics (FGL) is a family-owned Egyptian freight forwarding company, established in 2005 and headquartered in Alexandria (Azarita), with branches in Cairo and Port Said. We operate across sea freight (FCL/LCL/break bulk), air freight, road transport, and customs clearance, and are proud members of FIATA and EIFFA. FGL has also a well-established reputation in project cargo logistics and break bulk chartering, built on deep expertise across Egypt's ports and trade lanes.<br><br><strong>The Role<br></strong>We are looking for an HR Manager to build and lead FGL's HR function as the company scales. You will establish the policies, structure, and workforce planning needed to support our expanding branch network and evolving commercial organization — working closely with senior leadership, <br><br>FGL is entering a new phase of growth: and investing in the people and systems needed to support this expansion. This role is central to that strategy.<br><br><br><br><strong>RESPONSIBILITIES</strong><ul><li><strong>Key Responsibilities</strong></li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Design and implement HR policies, procedures, and an employee handbook aligned with Egyptian labor law, appropriate to a growing family-owned business</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Lead end-to-end recruitment and workforce planning to support FGL's branch expansion,</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Partner with the CEO // The Board and senior leadership on organizational design as new roles are introduced</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Own onboarding, employee relations, performance management, and training and development programs</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Maintain accurate HR records and ensure ongoing compliance with Egyptian labor law and social insurance regulations</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Coordinate with company management on compensation structuring and benefits design (payroll processing itself is retained by management)</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Support a culture appropriate to a family-owned business scaling its operations, balancing structure with FGL's close-knit working environment</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Track HR metrics — headcount, turnover, time-to-hire — and report regularly to leadership</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The opportunity to build and shape a growing, family-owned logistics company's HR function from the ground up<br><br><br></li></ul><strong>REQUIREMENTS</strong><ul><li><strong>What We're Looking For</strong></li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Bachelor's degree in Human Resources, Business Administration, or a related field; HR certification (e.g., SHRM, CIPD) is a plus</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7+ years of progressive HR experience, including experience in an HR management or senior generalist role</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Experience in logistics, freight forwarding, shipping, or a related industry is preferred</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strong working knowledge of Egyptian labor law and social insurance regulations</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Experience supporting company growth, restructuring, or new-site setup is a strong plus</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Fluent in Arabic and English, written and spoken</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strong interpersonal and communication skills, with the confidence to work closely with senior leadership and ownership</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Based in or willing to relocate to Alexandria, with flexibility to travel to Cairo and Port Said<br><br><br></li></ul><strong>BENEFITS</strong><ul><li>Working hours : from 9 am to 5 pm<br><br></li></ul>

<strong>Location: </strong>Alexandria, Egypt — with few travels to our Cairo head office and Port Said branch<br><strong>Reports to:</strong> The Board / CEO <br><strong>Employment type: </strong>Full-time<br><strong>Compensation: </strong>Competitive salary, commensurate with experience, plus standard benefits<br><br><strong>About First Global Logistics<br></strong>First Global Logistics (FGL) is a family-owned Egyptian freight forwarding company, established in 2005 and headquartered in Alexandria (Azarita), with branches in Cairo and Port Said. We operate across sea freight (FCL/LCL/break bulk), air freight, road transport, and customs clearance, and are proud members of FIATA and EIFFA. FGL has also a well-established reputation in project cargo logistics and break bulk chartering, built on deep expertise across Egypt's ports and trade lanes.<br><br><strong>The Role<br></strong>We are looking for an HR Manager to build and lead FGL's HR function as the company scales. You will establish the policies, structure, and workforce planning needed to support our expanding branch network and evolving commercial organization — working closely with senior leadership, <br><br>FGL is entering a new phase of growth: and investing in the people and systems needed to support this expansion. This role is central to that strategy.<br><br><br><br><strong>RESPONSIBILITIES</strong><ul><li><strong>Key Responsibilities</strong></li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Design and implement HR policies, procedures, and an employee handbook aligned with Egyptian labor law, appropriate to a growing family-owned business</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Lead end-to-end recruitment and workforce planning to support FGL's branch expansion,</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Partner with the CEO // The Board and senior leadership on organizational design as new roles are introduced</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Own onboarding, employee relations, performance management, and training and development programs</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Maintain accurate HR records and ensure ongoing compliance with Egyptian labor law and social insurance regulations</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Coordinate with company management on compensation structuring and benefits design (payroll processing itself is retained by management)</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Support a culture appropriate to a family-owned business scaling its operations, balancing structure with FGL's close-knit working environment</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Track HR metrics — headcount, turnover, time-to-hire — and report regularly to leadership</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The opportunity to build and shape a growing, family-owned logistics company's HR function from the ground up<br><br><br></li></ul><strong>REQUIREMENTS</strong><ul><li><strong>What We're Looking For</strong></li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Bachelor's degree in Human Resources, Business Administration, or a related field; HR certification (e.g., SHRM, CIPD) is a plus</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;7+ years of progressive HR experience, including experience in an HR management or senior generalist role</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Experience in logistics, freight forwarding, shipping, or a related industry is preferred</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strong working knowledge of Egyptian labor law and social insurance regulations</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Experience supporting company growth, restructuring, or new-site setup is a strong plus</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Fluent in Arabic and English, written and spoken</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strong interpersonal and communication skills, with the confidence to work closely with senior leadership and ownership</li><li>•&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Based in or willing to relocate to Alexandria, with flexibility to travel to Cairo and Port Said<br><br><br></li></ul><strong>BENEFITS</strong><ul><li>Working hours : from 9 am to 5 pm<br><br></li></ul>

<p>o establish, lead, and operate the Human Resources function in a developing manufacturing environment, ensuring effective manpower availability, disciplined personnel administration, employee relations, performance support, and compliance with approved HR policies and applicable labor requirements. The role is hands-on and is expected to build a practical HR foundation that can grow with the factory, with particular focus on blue-collar workforce management and factory operations.</p><p><br></p><p>Key Responsibilities</p><p>1. HR Function Ownership &amp; Daily Operations</p><p>Take day-to-day ownership of the HR function and ensure essential HR activities are executed consistently and professionally.</p><p>Build basic HR discipline, records, follow-up mechanisms, and reporting required for a growing factory.</p><p>Prioritize practical operational needs while progressively strengthening the HR function as the organization develops.</p><p>Coordinate HR activities across recruitment, personnel, employee relations, performance support, and training coordination.</p><p>2. Recruitment &amp; Manpower</p><p>Coordinate manpower requirements with department managers based on approved needs and organizational priorities.</p><p>Manage recruitment activities for workers, technicians, supervisors, specialists, and managerial positions within the approved hiring process.</p><p>Source, screen, and coordinate interviews, offers, onboarding, and joining formalities.</p><p>Develop practical recruitment channels suitable for factory and blue-collar hiring.</p><p>Track vacancies, hiring lead time, joining rates, early turnover, and recruitment effectiveness.</p><p>Support manpower planning and identify recurring recruitment or retention problems.</p><p>3. Personnel Administration &amp; Employee Records</p><p>Ensure employee files, contracts, employment documents, and personnel records are complete, accurate, and properly maintained.</p><p>Manage attendance, leave, shifts, overtime, and employee-status changes in coordination with relevant departments.</p><p>Ensure timely and accurate HR inputs required for payroll processing and review discrepancies before submission to Finance/Payroll.</p><p>Follow probation periods, contract renewals, transfers, promotions, resignations, and terminations according to approved procedures.</p><p>Ensure personnel transactions and records comply with approved company policies and applicable labor requirements.</p><p>4. Factory Workforce &amp; Employee Relations</p><p>Maintain strong day-to-day presence with factory employees, supervisors, and department managers.</p><p>Handle employee complaints, workplace concerns, disciplinary matters, and attendance-related issues fairly and consistently.</p><p>Support management in addressing absenteeism, turnover, behavioral issues, and workforce stability.</p><p>Promote clear communication between employees, supervisors, and management and escalate significant issues when required.</p><p>Apply approved disciplinary and grievance procedures with appropriate documentation and confidentiality.</p><p>5. Performance Management</p><p>Coordinate implementation of the approved performance-management cycle across departments.</p><p>Support managers in setting clear objectives and performance expectations for employees.</p><p>Track completion of performance reviews and follow up on agreed development or corrective actions.</p><p>Identify recurring performance issues and provide HR input to management.</p><p>6. Training &amp; Employee Development</p><p>Coordinate training needs with department managers based on operational requirements, performance gaps, and approved development priorities.</p><p>Maintain training records and follow up on attendance and completion.</p><p>Coordinate internal and external training arrangements within the approved budget and plan.</p><p>Support induction and orientation programs for new employees, particularly factory workers and supervisors.</p><p>Evaluate basic training effectiveness with relevant department managers.</p><p>7. HR Policies, Procedures &amp; Compliance</p><p>Implement and ensure consistent application of approved HR policies, procedures, and authority levels.</p><p>Identify policy or process gaps and raise them to management with practical recommendations.</p><p>Maintain required HR documentation and support compliance with applicable Egyptian labor and social-insurance requirements in coordination with relevant specialists or external support when needed.</p><p>Support internal or external reviews related to HR documentation and employment practices.</p><p>Maintain confidentiality of employee and company information.</p><p>8. HR Reporting &amp; Workforce Indicators</p><p>Prepare regular HR reports covering headcount, vacancies, recruitment, attendance, overtime, absenteeism, turnover, training, and other agreed workforce indicators.</p><p>Analyze workforce trends and highlight significant risks or recurring problems to management.</p><p>Maintain accurate HR data and support management decisions with reliable workforce information.</p><p>9. Systems, Restructuring &amp; HR Development Projects</p><p>Participate in HR restructuring, organizational development, HR system implementation, and process-improvement projects.</p><p>Provide operational HR input and factory workforce requirements during the design or redesign of HR processes and systems.</p><p>Support testing and implementation of approved HR systems, controls, and process changes.</p><p>Implement and ensure compliance with approved HR processes and procedures and participate in their review and improvement.</p><p>Identify operational HR gaps and provide feedback on the effectiveness of implemented systems and processes.</p><p><strong>Desired Candidate Profile</strong></p><p>Education Bachelor's degree in Human Resources, Business Administration, Commerce, Law, or a related field. Experience Approximately 5 7 years of progressive HR experience, preferably including at least 3 years in a manufacturing/factory environment. Target Level Strong HR Supervisor, Senior HR Generalist, or early-stage HR Manager ready to take ownership of a full HR function. Factory Experience Proven exposure to blue-collar employees, production workers, technicians, shifts, attendance, overtime, employee relations, and factory recruitment. HR Breadth Practical exposure to recruitment, personnel administration, employee relations, performance management, training coordination, and HR reporting. Knowledge Working knowledge of Egyptian labor and social-insurance requirements relevant to factory employment. Systems Good Excel skills and practical experience with HRIS, attendance, or payroll-related systems is preferred. Personality Hands-on, organized, fair, approachable but firm, able to work with workers and managers, capable of handling pressure and conflict without unnecessary escalation, and willing to build the function rather than wait for a large HR team.</p>

<p>What You'll Do As a Personnel Section Head , you will play a key role in supporting and strengthening the People &amp; Culture function. You will:</p><ul><li>Ensure full compliance with Egyptian Labor Law, social insurance regulations, internal policies, and personnel best practices.</li><li>Lead and develop the personnel team by setting clear performance standards, providing guidance, and supporting their professional growth.</li><li>Drive operational excellence by managing payroll inputs, including attendance, overtime, leaves, penalties, and other personnel-related transactions.</li><li>Maintain accurate employee records and ensure all personnel documents are complete, updated, and compliant.</li><li>Act as the main point of contact between the company and external authorities, including Labor Offices, Social Insurance Offices, and medical insurance providers.</li><li>Support employee experience by handling personnel and payroll-related inquiries and resolving issues efficiently and fairly.</li><li>Manage personnel data and systems by maintaining and improving ERP and document management processes.</li><li>Resolve operational challenges and escalate critical issues when needed to ensure smooth personnel operations.</li></ul><p><strong>Desired Candidate Profile</strong></p><h3>Must-Have Skills &amp; Experience</h3><ul><li>5+ years of proven experience in Personnel, HR Operations, or People &amp; Culture functions.</li><li>Strong knowledge of Egyptian Labor Law and social insurance procedures .</li><li>Proven leadership experience in managing and guiding a personnel team.</li><li>Excellent communication and stakeholder management skills.</li><li>Strong analytical and problem-solving abilities.</li><li>Bachelor's degree in Accounting, Law, Business Administration, Human Resources, or a related field .</li></ul>

<p>A factory-based organization in Borg El Arab, Alexandria is seeking an experienced HR Personnel Team Leader with a minimum of 8 years of experience. The role focuses on managing personnel operations, employee records, government relations, payroll inputs, attendance management, and labor compliance within a factory environment.</p><p><b><br></b></p><p><b>Key Responsibilities</b></p><ul><li>Oversee personnel records and ensure employee files are complete and updated, including Form 1, Form 6, birth certificates, qualifications, and military service status.</li><li>Act as the primary point of contact with local labor offices, social insurance authorities, and medical insurance bodies to ensure compliance with relevant regulations.</li><li>Manage the drafting, renewal, and termination of employment contracts in accordance with local labor laws.</li><li>Supervise attendance management processes, including daily shift tracking, fingerprint records, leave approvals, and absenteeism monitoring for office and factory staff.</li><li>Validate monthly payroll inputs, including overtime hours, late deductions, unpaid leaves, penalties, and statutory deductions before submission for payroll processing.</li><li>Manage employee exit procedures, including final settlements, social insurance cancellations (Form 6), and clearance processes.</li></ul><p><strong>Desired Candidate Profile</strong></p><ul><li>Minimum 8 years of experience in HR Personnel.</li><li>Experience working in factory-based or industrial environments.</li><li>Strong knowledge of employee records management, labor compliance, and government relations.</li><li>Experience handling payroll inputs, attendance management, and employee lifecycle processes.</li></ul>

<p>A factory-based organization in Borg El Arab, Alexandria is seeking an experienced HR Personnel Team Leader with a minimum of 8 years of experience . The role focuses on managing personnel operations, employee records, government relations, payroll inputs, attendance management, and labor compliance within a factory environment. Key Responsibilities Oversee personnel records and ensure employee files are complete and updated, including Form 1, Form 6, birth certificates, qualifications, and military service status. Act as the primary point of contact with local labor offices, social insurance authorities, and medical insurance bodies to ensure compliance with relevant regulations. Manage the drafting, renewal, and termination of employment contracts in accordance with local labor laws. Supervise attendance management processes, including daily shift tracking, fingerprint records, leave approvals, and absenteeism monitoring for office and factory staff. Validate monthly payroll inputs, including overtime hours, late deductions, unpaid leaves, penalties, and statutory deductions before submission for payroll processing. Manage employee exit procedures, including final settlements, social insurance cancellations (Form 6), and clearance processes.</p><p><strong>Desired Candidate Profile</strong></p><p>Minimum 8 years of experience in HR Personnel. Experience working in factory-based or industrial environments. Strong knowledge of employee records management, labor compliance, and government relations. Experience handling payroll inputs, attendance management, and employee lifecycle processes.</p>

<p><b><br></b></p><b> Job Description </b><br> <ul><li>Oversees the day-to-day operations of the People &amp; Culture department, ensuring that all activities are carried out efficiently, accurately, and in accordance with company policies and established procedures.</li><li>Coordinates the implementation of approved People &amp; Culture plans, initiatives, and projects and monitors progress against agreed deadlines and objectives.</li><li>Ensures that People &amp; Culture services are delivered consistently across departments and properties, where applicable, in line with company standards and operational requirements.</li><li>Identifies operational challenges, administrative gaps, and opportunities for process improvement and recommends appropriate corrective actions to the Director of People &amp;Culture.</li><li>Supports the Director of People &amp; Culture in preparing departmental objectives, operational plans, budgets, and periodic performance reports.</li><li>Coordinates recruitment activities with department heads and hiring managers to ensure that approved vacancies are filled within the required timeframe and according to established recruitment standards.</li><li>Reviews manpower requisitions, monitors vacancy status, and follows up on recruitment progress, highlighting critical positions and staffing shortages to the Director of People &amp; Culture.</li><li>Ensures that recruitment documentation, candidate assessments, interview records, reference checks, and employment approvals are completed in accordance with company procedures.</li><li>Supports the effective utilization of internal talent by coordinating internal transfers, promotions, employee referrals, and internal vacancy announcements.</li><li>Monitors recruitment sources, hiring costs, time-to-fill, and recruitment outcomes and prepares reports to support continuous improvement in staffing efficiency.</li><li>Coaches hiring managers on recruitment procedures, interviewing techniques, candidate evaluation, and the importance of fair and consistent selection practices.</li><li>Ensures the effective coordination of pre-employment formalities, joining procedures, orientation programs, probationary reviews, and employee integration activities.</li><li>Monitors the completion and accuracy of employee documentation, employment contracts, personnel files, and required system records.</li><li>Coordinates employee transfers, promotions, changes in employment status, contract renewals, and separation procedures in accordance with approved policies.</li><li>Ensures that exit interviews are conducted where applicable, feedback is documented, and recurring concerns are reported to the Director of People &amp; Culture for appropriate action.</li><li>Coordinates the timely completion of clearance procedures, final employment documentation, and other required formalities for departing employees.</li><li>Supports the maintenance of a positive working environment by promoting open communication, mutual respect, employee engagement, and professional workplace relationships.</li><li>Handles routine employee relations matters within the scope of delegated authority and escalates complex, sensitive, or high-risk cases to the Director of people &amp; Culture.</li><li>Ensures that employee grievances, concerns, and complaints are documented, followed up, and addressed fairly, confidentially, and in accordance with company policies and applicable legislation.</li><li>Coordinates employee engagement initiatives, communication activities, recognition programs, and welfare events in collaboration with the relevant departments.</li><li>Follows up on Employee Engagement Survey action plans with department heads, monitors completion, and reports progress and outstanding actions.</li><li>Supports the consistent application of disciplinary procedures, ensures that relevant documentation is maintained, and coordinates disciplinary committee meetings when required and authorized.</li><li>Monitors employee turnover, absenteeism, grievances, and other employee relations indicators and highlights trends requiring management attention.</li><li>Coordinates the implementation of the annual training plan in cooperation with the Learning and Development team and departmental trainers.</li><li>Monitors mandatory training completion, departmental training records, orientation attendance, and compliance with established training requirements.</li><li>Supports the identification of employee development needs through performance appraisals, departmental feedback, and operational observations.</li><li>Coordinates leadership development, cross-training, career development, and internal mobility initiatives in line with approved talent management plans.</li><li>Ensures that training records, attendance sheets, evaluation forms, and supporting documents are maintained accurately and are available for audits when required.</li><li>Coordinates the annual performance appraisal process, communicates deadlines, monitors completion, and follows up with department heads on outstanding evaluations.</li><li>Supports the preparation and monitoring of individual development plans and follows up on agreed development actions with employees and their managers.</li><li>Maintains updated records of internal promotions, high-potential employees, and identified development opportunities to support succession planning activities.</li><li>Coordinates talent review meetings and prepares the relevant employee data, reports, and documentation for management discussion.</li><li>Ensures that performance management procedures are applied consistently and that employee assessment documentation is completed in accordance with company guidelines.</li><li>Coordinates the preparation and verification of employee information required for payroll processing, including attendance, overtime, leave, employee movements, and other authorized payroll inputs.</li><li>Works closely with the Finance and Payroll teams to investigate payroll discrepancies, resolve data issues, and ensure timely submission of required information.</li><li>Monitors employee attendance, overtime, leave balances, absenteeism, and related reports to identify discrepancies and support effective labor cost control.</li><li>Coordinates the administration of employee benefits, medical insurance, recognition programs, and other approved employee welfare initiatives.</li><li>Maintains the confidentiality of salary and employee compensation information and ensures that changes to employee compensation are processed only with the required approvals.</li><li>Assists in preparing manpower cost reports, payroll summaries, and employee-related financial data for review by the Director of People &amp; Culture and Finance.</li><li>Ensures the accuracy, completeness, confidentiality, and proper maintenance of personnel files, employee records, P&amp;C databases, and electronic documentation.</li><li><br></li></ul><p><strong>Desired Candidate Profile</strong></p><ul><li><strong>Education:</strong> Bachelor's degree or 2-years degree from an accredited university in licentiate of law, Human Resources, Business Administration, or related major<strong> </strong> </li><li><strong>Experience:</strong> 4 years experience in the human resources, management operations, or related professional area.</li><li><strong>Foreign Language:</strong> Sufficient level of English to be able to write reports according to international standards.</li><li><strong>Courses and Training:</strong> Sufficient theoretical and practical background. Prior attendance in courses and seminars in the field.</li><li><strong>Computer Literacy:</strong> MS Office applications.</li><li><strong>Skills:</strong> Has good command of the legislation and procedures related to the job and department. Is familiar with other processes that affect the job. Is responsible for managing and/or implementing sub-process. Expected to integrate and coordinate an important unit of the facility.</li></ul>

<h3>Key Responsibilities</h3><p>1. Strategic HR Business Partnering</p><p>Partner with plant managers, department heads, and operational leaders to understand business priorities and translate them into effective HR strategies. Provide HR advice and guidance to management on workforce planning, organizational structure, employee performance, and people-related matters. Support business growth, operational efficiency, productivity improvement, and organizational transformation initiatives. Analyze HR metrics and workforce trends to support data-driven management decisions. Develop and implement HR initiatives aligned with production targets and operational requirements.</p><p>2. Workforce Planning &amp; Talent Acquisition</p><p>Develop workforce plans based on production capacity, shift patterns, manpower requirements, and business forecasts. Coordinate recruitment and selection activities for production workers, technicians, engineers, supervisors, and management positions. Work with department managers to identify critical skills, staffing gaps, and succession requirements. Support effective onboarding and integration of new employees into the industrial environment. Monitor headcount, turnover, absenteeism, overtime, and labor costs.</p><p>3. Employee Relations &amp; Industrial Relations</p><p>Manage employee relations matters and provide guidance on workplace issues, grievances, disciplinary actions, and conflict resolution. Support investigations into employee complaints, misconduct, and workplace policy violations. Maintain positive relationships with employees, supervisors, and operational management. Ensure fair and consistent application of company policies, disciplinary procedures, and performance standards. Support communication initiatives between management and shop-floor employees. Handle labor relations matters and union-related issues where applicable.</p><p>4. Performance Management &amp; Organizational Development</p><p>Implement and monitor the performance management cycle, including goal setting, performance reviews, and development plans. Coach managers on performance improvement, employee feedback, and effective people management. Identify high-potential employees and support succession planning for key industrial roles. Support organizational restructuring, change management, and continuous improvement initiatives. Promote employee engagement, retention, accountability, and a performance-driven culture.</p><p>5. Training &amp; Development</p><p>Identify training needs in coordination with production, engineering, quality, maintenance, and HSE teams. Develop annual training plans based on operational requirements, competency gaps, and employee development needs. Support technical, supervisory, leadership, and behavioral training programs. Monitor training effectiveness and maintain employee training and competency records. Support the development of technical skills, workforce flexibility, and internal talent pipelines.</p><p>6. Compensation, Benefits &amp; HR Operations</p><p>Coordinate with the compensation and benefits team to ensure fair and competitive compensation practices. Monitor overtime, shift allowances, attendance, leave, and other workforce-related costs. Ensure accurate employee records and timely completion of HR transactions. Support salary reviews, promotions, job evaluations, and annual workforce budgeting. Collaborate with payroll and HR operations teams to resolve employee-related issues.</p><p>7. Labor Law, Compliance &amp; HSE Coordination</p><p>Ensure HR practices comply with applicable labor laws, social insurance requirements, and company policies. Maintain proper documentation for employment contracts, personnel files, disciplinary actions, and employee records. Support internal and external HR audits and implement corrective actions where required. Coordinate with HSE teams to promote workplace safety awareness, employee training, and compliance with site safety procedures. Support employee welfare initiatives and the implementation of relevant workplace standards.</p><h3>Key Competencies</h3><ul><li>Strategic HR business partnering</li><li>Industrial and shop-floor HR management</li><li>Employee and labor relations</li><li>Workforce planning and cost management</li><li>Performance and talent management</li><li>Change management and organizational development</li><li>HR analytics and reporting</li><li>Communication and stakeholder management</li><li>Conflict resolution and decision-making</li></ul><h3>Key Performance Indicators (KPIs)</h3><ul><li>Employee turnover and retention rates.</li><li>Absenteeism and overtime rates.</li><li>Time to fill critical industrial positions.</li><li>Workforce productivity and manpower cost efficiency.</li><li>Employee engagement and satisfaction.</li><li>Completion of performance reviews and development plans.</li><li>Training completion and competency development.</li><li>Timely resolution of employee grievances and disciplinary cases.</li><li>HR compliance and audit findings.</li><li>Succession coverage for critical operational positions.</li></ul><h3>Key Stakeholders</h3><ul><li>Plant Manager and Factory Management</li><li>Production and Operations</li><li>Engineering and Maintenance</li><li>Quality Assurance</li><li>Health, Safety and Environment (HSE)</li><li>Supply Chain and Warehouse</li><li>Finance and Payroll</li><li>Talent Acquisition and HR Operations</li><li>Employees and frontline supervisors</li></ul><p><strong>Desired Candidate Profile</strong></p><h3>Qualifications &amp; Experience</h3><ul><li>Bachelor's degree in Human Resources, Business Administration, Management, or a related field.</li><li>5 – 8 years of progressive HR experience, preferably in manufacturing, industrial, automotive, FMCG, engineering, or other production-oriented environments.</li><li>Previous experience supporting factory operations, production teams, or multi-shift workforces is strongly preferred.</li><li>Strong knowledge of employee relations, workforce planning, performance management, and labor law compliance.</li><li>Experience handling shop-floor employee relations, disciplinary cases, absenteeism, overtime, and manpower planning.</li><li>Good understanding of HR metrics, reporting, and data analysis.</li><li>Experience with HRIS/ERP systems and Microsoft Office.</li><li>Strong communication, negotiation, coaching, and problem-solving skills.</li><li>Ability to work effectively with both frontline employees and senior management.</li></ul><h3>Preferred Qualifications</h3><ul><li>Professional HR certification such as SHRM-CP, SHRM-SCP, CIPD, or an equivalent qualification.</li><li>Experience in a unionized or highly regulated industrial environment, where applicable.</li><li>Experience supporting large workforces, multiple shifts, or multiple manufacturing sites.</li><li>Knowledge of local labor legislation and industrial relations practices.</li></ul>

<p>A factory-based organization in Borg El Arab, Alexandria is seeking an experienced HRBP - Factory Unit with a minimum of 8 years of experience. The role focuses on managing personnel operations, employee records, government relations, payroll inputs, attendance management, and labor compliance within a factory environment.</p><p><b><br></b></p><p><b>Key Responsibilities</b></p><ul><li>Oversee personnel records and ensure employee files are complete and updated, including Form 1, Form 6, birth certificates, qualifications, and military service status.</li><li>Act as the primary point of contact with local labor offices, social insurance authorities, and medical insurance bodies to ensure compliance with relevant regulations.</li><li>Manage the drafting, renewal, and termination of employment contracts in accordance with local labor laws.</li><li>Supervise attendance management processes, including daily shift tracking, fingerprint records, leave approvals, and absenteeism monitoring for office and factory staff.</li><li>Validate monthly payroll inputs, including overtime hours, late deductions, unpaid leaves, penalties, and statutory deductions before submission for payroll processing.</li><li>Manage employee exit procedures, including final settlements, social insurance cancellations (Form 6), and clearance processes.</li></ul><p><strong>Desired Candidate Profile</strong></p><ul><li>Minimum 8 years of experience in HR Personnel.</li><li>Experience working in factory-based or industrial environments.</li><li>Strong knowledge of employee records management, labor compliance, and government relations.</li><li>Experience handling payroll inputs, attendance management, and employee lifecycle processes.</li></ul>

<p><b>Job Description</b></p><p>&nbsp;</p><p>Oversees the day-to-day operations of the People &amp; Culture department, ensuring that all activities are carried out efficiently, accurately, and in accordance with company policies and established procedures.</p><p>&nbsp;</p><p>Coordinates the implementation of approved People &amp; Culture plans, initiatives, and projects and monitors progress against agreed deadlines and objectives.</p><p>&nbsp;</p><p>Ensures that People &amp; Culture services are delivered consistently across departments and properties, where applicable, in line with company standards and operational requirements.</p><p>&nbsp;</p><p>Identifies operational challenges, administrative gaps, and opportunities for process improvement and recommends appropriate corrective actions to the Director of People &amp;Culture.</p><p>&nbsp;</p><p>Supports the Director of People &amp; Culture in preparing departmental objectives, operational plans, budgets, and periodic performance reports.</p><p>&nbsp;</p><p>Coordinates recruitment activities with department heads and hiring managers to ensure that approved vacancies are filled within the required timeframe and according to established recruitment standards.</p><p>&nbsp;</p><p>Reviews manpower requisitions, monitors vacancy status, and follows up on recruitment progress, highlighting critical positions and staffing shortages to the Director of People &amp; Culture.</p><p>&nbsp;</p><p>Ensures that recruitment documentation, candidate assessments, interview records, reference checks, and employment approvals are completed in accordance with company procedures.</p><p>&nbsp;</p><p>Supports the effective utilization of internal talent by coordinating internal transfers, promotions, employee referrals, and internal vacancy announcements.</p><p>&nbsp;</p><p>Monitors recruitment sources, hiring costs, time-to-fill, and recruitment outcomes and prepares reports to support continuous improvement in staffing efficiency.</p><p>&nbsp;</p><p>Coaches hiring managers on recruitment procedures, interviewing techniques, candidate evaluation, and the importance of fair and consistent selection practices.</p><p>&nbsp;</p><p>Ensures the effective coordination of pre-employment formalities, joining procedures, orientation programs, probationary reviews, and employee integration activities.</p><p>&nbsp;</p><p>Monitors the completion and accuracy of employee documentation, employment contracts, personnel files, and required system records.</p><p>&nbsp;</p><p>Coordinates employee transfers, promotions, changes in employment status, contract renewals, and separation procedures in accordance with approved policies.</p><p>&nbsp;</p><p>Ensures that exit interviews are conducted where applicable, feedback is documented, and recurring concerns are reported to the Director of People &amp; Culture for appropriate action.</p><p>&nbsp;</p><p>Coordinates the timely completion of clearance procedures, final employment documentation, and other required formalities for departing employees.</p><p>&nbsp;</p><p>Supports the maintenance of a positive working environment by promoting open communication, mutual respect, employee engagement, and professional workplace relationships.</p><p>&nbsp;</p><p>Handles routine employee relations matters within the scope of delegated authority and escalates complex, sensitive, or high-risk cases to the Director of people &amp; Culture.</p><p>&nbsp;</p><p>Ensures that employee grievances, concerns, and complaints are documented, followed up, and addressed fairly, confidentially, and in accordance with company policies and applicable legislation.</p><p>&nbsp;</p><p>Coordinates employee engagement initiatives, communication activities, recognition programs, and welfare events in collaboration with the relevant departments.</p><p>&nbsp;</p><p>Follows up on Employee Engagement Survey action plans with department heads, monitors completion, and reports progress and outstanding actions.</p><p>&nbsp;</p><p>Supports the consistent application of disciplinary procedures, ensures that relevant documentation is maintained, and coordinates disciplinary committee meetings when required and authorized.</p><p>&nbsp;</p><p>Monitors employee turnover, absenteeism, grievances, and other employee relations indicators and highlights trends requiring management attention.</p><p>&nbsp;</p><p>Coordinates the implementation of the annual training plan in cooperation with the Learning and Development team and departmental trainers.</p><p>&nbsp;</p><p>Monitors mandatory training completion, departmental training records, orientation attendance, and compliance with established training requirements.</p><p>&nbsp;</p><p>Supports the identification of employee development needs through performance appraisals, departmental feedback, and operational observations.</p><p>&nbsp;</p><p>Coordinates leadership development, cross-training, career development, and internal mobility initiatives in line with approved talent management plans.</p><p>&nbsp;</p><p>Ensures that training records, attendance sheets, evaluation forms, and supporting documents are maintained accurately and are available for audits when required.</p><p>&nbsp;</p><p>Coordinates the annual performance appraisal process, communicates deadlines, monitors completion, and follows up with department heads on outstanding evaluations.</p><p>&nbsp;</p><p>Supports the preparation and monitoring of individual development plans and follows up on agreed development actions with employees and their managers.</p><p>&nbsp;</p><p>Maintains updated records of internal promotions, high-potential employees, and identified development opportunities to support succession planning activities.</p><p>&nbsp;</p><p>Coordinates talent review meetings and prepares the relevant employee data, reports, and documentation for management discussion.</p><p>&nbsp;</p><p>Ensures that performance management procedures are applied consistently and that employee assessment documentation is completed in accordance with company guidelines.</p><p>&nbsp;</p><p>Coordinates the preparation and verification of employee information required for payroll processing, including attendance, overtime, leave, employee movements, and other authorized payroll inputs.</p><p>&nbsp;</p><p>Works closely with the Finance and Payroll teams to investigate payroll discrepancies, resolve data issues, and ensure timely submission of required information.</p><p>&nbsp;</p><p>Monitors employee attendance, overtime, leave balances, absenteeism, and related reports to identify discrepancies and support effective labor cost control.</p><p>&nbsp;</p><p>Coordinates the administration of employee benefits, medical insurance, recognition programs, and other approved employee welfare initiatives.</p><p><br></p><p><strong>Desired Candidate Profile</strong></p><p>Education: Bachelor`s degree or 2-years degree from an accredited university in licentiate of law, Human Resources, Business Administration, or related major Experience: 4 years experience in the human resources, management operations, or related professional area. Foreign Language: Sufficient level of English to be able to write reports according to international standards. Courses and Training: Sufficient theoretical and practical background. Prior attendance in courses and seminars in the field. Computer Literacy: MS Office applications. Skills: Has good command of the legislation and procedures related to the job and department. Is familiar with other processes that affect the job. Is responsible for managing and/or implementing sub-process. Expected to integrate and coordinate an important unit of the facility.</p>

<p>Oversee personnel records and ensure employee files are complete and updated, including Form 1, Form 6, birth certificates, qualifications, and military service status. Act as the primary point of contact with local labor offices, social insurance authorities, and medical insurance bodies to ensure compliance with relevant regulations. Manage the drafting, renewal, and termination of employment contracts in accordance with local labor laws. Supervise attendance management processes, including daily shift tracking, fingerprint records, leave approvals, and absenteeism monitoring for office and factory staff. Validate monthly payroll inputs, including overtime hours, late deductions, unpaid leaves, penalties, and statutory deductions before submission for payroll processing. Manage employee exit procedures, including final settlements, social insurance cancellations (Form 6), and clearance processes.</p><p><strong>Desired Candidate Profile</strong></p><p>Minimum 8 years of experience in HR Personnel. Experience working in factory-based or industrial environments. Strong knowledge of employee records management, labor compliance, and government relations. Experience handling payroll inputs, attendance management, and employee lifecycle processes.</p>

<p>Key Responsibilities Talent Acquisition Support: Assist in drafting and posting job descriptions, screening resumes, coordinating interview schedules, and communicating with candidates. Employee Onboarding: Prepare welcome packages, coordinate contract signing, and manage the orientation process for new hires to ensure a seamless integration into the company. HR Administration &amp; Records: Maintain and update employee databases and digital personnel files accurately and confidentially; track employment contracts and renewals. Learning &amp; Development Support: Assist in coordinating training sessions, booking venues or virtual platforms, evaluating training effectiveness, and tracking employee attendance. Day-to-Day Operations: Serve as a first point of contact for employee inquiries regarding internal policies and procedures, and handle general administrative tasks for the HR team. Employee Engagement &amp; Culture: Contribute to organizing company events, team-building activities, and initiatives focused on improving workplace environment and employee satisfaction.</p><p><strong>Desired Candidate Profile</strong></p><p>Education: Bachelor s degree in Human Resources, Business Administration, Organizational Psychology, or a related field. Experience: 0 2 years of experience in Human Resources (previous HR internships are a strong plus). Soft Skills: Excellent verbal and written communication skills with strong interpersonal abilities. Strong organizational skills, the ability to multitask, and a keen eye for detail. High level of professional integrity and discretion when handling confidential information. Technical Skills: Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) and familiarity with Human Resources Information Systems (HRIS). Languages: Full professional proficiency in both Arabic and English (spoken and written).</p>

<h3>Job Description</h3><p>1. HR SYSTEMS &amp; DATA MANAGEMENT Serve as primary focal point for LINK (HR Management System) manage data input/output, updates, and maintenance. Ensure timely and accurate updates across HR and payroll systems, maintaining consistency and alignment of employee data. Maintain accuracy of job family classifications, cost center allocations, and employee records Ensure data integrity through regular audits and reconciliation Generate and distribute monthly payroll reports and post-payroll activities Support the preparation and processing of monthly payroll up to the assigned employee level, including promotions, deductions, adjustments, and other payroll changes.</p><p>2. EMPLOYEE LIFECYCLE MANAGEMENT &amp; Recruitment Support Onboarding &amp; Offboarding: Coordinate full lifecycle for white-collar employees (new joiners and departures) Process documentation, system setup, benefits enrollment, exit procedures Liaise with all stakeholders (Finance, IT, Operations, etc.) Coordinate with hiring managers and recruitment team on candidate onboarding timelines and required legal documents Emergency Contact Management: Maintain and update employee emergency contact information Prepare audit-ready documentation for compliance and regulatory requirements Prepare, maintain, and coordinate employment contracts, renewals, and related employee documentation. Maintain a good working knowledge of Egyptian Labor Law, Social Insurance, Labor Office requirements, and core personnel processes, providing support when required.</p><p>3. COMPENSATION &amp; BENEFITS ADMINISTRATION Medical Benefits: Serve as focal point for Leadership Team (LT) medical benefits coordination Benefits Policies: Develop, update, and monitor execution of employee benefit-related policies Ensure compliance with policy requirements and communicate changes to employees Maintain a good understanding of payroll taxation and annual/final tax settlement requirements and support related calculations and reconciliations Support compensation analysis, salary benchmarking, and related data preparation as required.</p><p>4. BUDGET &amp; RESOURCE PLANNING Annual Budget Cycle: Collect and analyze Head counts data Prepare input files and documentation for budget planning Support Resource Allocation Exercise planning and forecasting Manage preparation phase of annual resources allocation process</p><p>5. REPORTING &amp; COMPLIANCE Prepare audit-required data and documentation Generate regular reports on compensation, benefits, and employee metrics Support compliance with internal and external audit requirements</p><p><strong>Desired Candidate Profile</strong></p><h3>Qualifications</h3><p>Bachelor s degree in business administration or Relevant. HR Diploma or other recognized HR credentials (SHRM, Compensation &amp; Benefits certification) 3 5 years of experience in Compensation &amp; Benefits and/or Employee Relations Key Competencies Attention to detail &amp; data accuracy Stakeholder management &amp; coordination Confidentiality &amp; discretion Analytical mindset with Excel &amp; Power BI proficiency Strong communication &amp; conflict resolution skills</p>

<ul><li><p>Develop and implement HR policies, procedures, and initiatives aligned with business objectives.</p></li><li><p>Manage the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.</p></li><li><p>Oversee employee relations, attendance, leave, and HR administration.</p></li><li><p>Ensure compliance with labor laws and company policies.</p></li><li><p>Lead performance management, employee engagement, and development initiatives.</p></li><li><p>Maintain accurate employee records and prepare HR reports for management.</p></li><li><p>Manage and develop the HR team, ensuring efficient daily operations.</p></li><li><p>Identify opportunities to improve HR processes and overall employee experience.</p></li></ul><p></p><p><strong>Requirements</strong></p><ul><li><p>Bachelor’s degree in Human Resources, Business Administration, or a related field.</p></li><li><p>10-20 years of experience in HR, including previous managerial or supervisory experience.</p></li><li><p>Strong knowledge of HR practices, labor laws, and employee relations.</p></li><li><p>Excellent communication, leadership, and problem-solving skills.</p></li><li><p>Strong organizational and decision-making abilities.</p></li><li><p>Very good command of English.</p></li></ul><p></p>

<ul><li><p>Develop and implement HR policies, procedures, and initiatives aligned with business objectives.</p></li><li><p>Manage the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.</p></li><li><p>Oversee employee relations, attendance, leave, and HR administration.</p></li><li><p>Ensure compliance with labor laws and company policies.</p></li><li><p>Lead performance management, employee engagement, and development initiatives.</p></li><li><p>Maintain accurate employee records and prepare HR reports for management.</p></li><li><p>Manage and develop the HR team, ensuring efficient daily operations.</p></li><li><p>Identify opportunities to improve HR processes and overall employee experience.</p></li></ul><p></p><p><strong>Requirements</strong></p><ul><li><p>Bachelor’s degree in Human Resources, Business Administration, or a related field.</p></li><li><p>10-20 years of experience in HR, including previous managerial or supervisory experience.</p></li><li><p>Strong knowledge of HR practices, labor laws, and employee relations.</p></li><li><p>Excellent communication, leadership, and problem-solving skills.</p></li><li><p>Strong organizational and decision-making abilities.</p></li><li><p>Very good command of English.</p></li></ul><p></p>

<ul><li><p>Develop and implement HR policies, procedures, and initiatives aligned with business objectives.</p></li><li><p>Manage the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.</p></li><li><p>Oversee employee relations, attendance, leave, and HR administration.</p></li><li><p>Ensure compliance with labor laws and company policies.</p></li><li><p>Lead performance management, employee engagement, and development initiatives.</p></li><li><p>Maintain accurate employee records and prepare HR reports for management.</p></li><li><p>Manage and develop the HR team, ensuring efficient daily operations.</p></li><li><p>Identify opportunities to improve HR processes and overall employee experience.</p></li></ul><p></p><p><strong>Requirements</strong></p><ul><li><p>Bachelor’s degree in Human Resources, Business Administration, or a related field.</p></li><li><p>10-20 years of experience in HR, including previous managerial or supervisory experience.</p></li><li><p>Strong knowledge of HR practices, labor laws, and employee relations.</p></li><li><p>Excellent communication, leadership, and problem-solving skills.</p></li><li><p>Strong organizational and decision-making abilities.</p></li><li><p>Very good command of English.</p></li></ul><p></p>

<ul><li><p>Develop and implement HR policies, procedures, and initiatives aligned with business objectives.</p></li><li><p>Manage the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.</p></li><li><p>Oversee employee relations, attendance, leave, and HR administration.</p></li><li><p>Ensure compliance with labor laws and company policies.</p></li><li><p>Lead performance management, employee engagement, and development initiatives.</p></li><li><p>Maintain accurate employee records and prepare HR reports for management.</p></li><li><p>Manage and develop the HR team, ensuring efficient daily operations.</p></li><li><p>Identify opportunities to improve HR processes and overall employee experience.</p></li></ul><p></p><p><strong>Requirements</strong></p><ul><li><p>Bachelor’s degree in Human Resources, Business Administration, or a related field.</p></li><li><p>10-20 years of experience in HR, including previous managerial or supervisory experience.</p></li><li><p>Strong knowledge of HR practices, labor laws, and employee relations.</p></li><li><p>Excellent communication, leadership, and problem-solving skills.</p></li><li><p>Strong organizational and decision-making abilities.</p></li><li><p>Very good command of English.</p></li></ul><p></p>

<p> <strong>JOB SUMMARY</strong> </p> <p> </p> <p>As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.</p> <p> </p> <p> <strong>CORE WORK ACTIVITIES</strong> </p> <p> </p> <p> <strong>Managing Recruitment and Hiring Process</strong> </p> <p> Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.</p> <p> Establishes and maintains contact with external recruitment sources.</p> <p> Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.</p> <p> Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.</p> <p> Oversees/monitors candidate identification and selection process.</p> <p> Provides subject matter expertise to property managers regarding selection procedures.</p> <p> Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.</p> <p> Performs quality control on candidate identification/selection.</p> <p> </p> <p> <strong>Administering and Educating Employee Benefits</strong> </p> <p> Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.</p> <p> Prepares, audits and distributes unemployment claim activity reports to property management.</p> <p> Attends unemployment hearings and ensures property is properly represented.</p> <p> Ensures that department has the available resources on hand to administer employee.</p> <p> </p> <p> <strong>Managing Employee Development</strong> </p> <p> Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.</p> <p> Ensures employees are cross-trained to support successful daily operations.</p> <p> Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.</p> <p> Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.</p> <p> Ensures attendance by all new hires and participation of the leadership team in training programs</p> <p> Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.</p> <p> </p> <p> <strong>Maintaining Employee Relations</strong> </p> <p> Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).</p> <p> Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.</p> <p> Utilizes an open door policy to acknowledge employee problems or concerns in a timely manner</p> <p> Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.</p> <p> Partners with Loss Prevention to conduct employee accident investigations, as necessary.</p> <p> Communicates performance expectations in accordance with job descriptions for each position.</p> <p> </p> <p> <strong>Managing Legal and Compliance Practices</strong> </p> <p> Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.</p> <p> Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.</p> <p> Ensures medical records are maintained in a separate, secure and confidential medical file.</p> <p> Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).</p> <p> Communicates property rules and regulations via the employee handbook.</p> <p> Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.</p> <p><br></p><p><strong>Desired Candidate Profile</strong></p><p> <strong>Education and Experience</strong> </p> <p> High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.</p> <p>OR</p> <p> 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.</p>