People & Culture Business Partner

Overview:

The People & Culture Business Partner (P&C BP) acts as a strategic partner to business leaders, supporting the alignment of people strategy with business objectives. The role is responsible for driving internal talent acquisition, talent management, organizational effectiveness, employee engagement, and HR operations across the business, ensuring compliance with labor laws and fostering a positive employee experience.

Strategic Business Partnering

· Partner with business leaders to understand organizational needs and provide HR guidance aligned with business objectives.

· Contribute to workforce planning and organizational design to support growth and efficiency.

· Provide insights on people metrics and trends to guide decision-making.

Talent Acquisition & Workforce Planning

· Lead the full recruitment lifecycle for FTE positions.

· Partner with hiring managers to understand workforce needs and develop effective sourcing strategies.

· Utilize job boards, LinkedIn Recruiter, referrals, and headhunting to attract top talent.

· Manage candidate experience and employer branding initiatives to strengthen BBI’s positioning in the market.

Onboarding & Offboarding

· Design and manage structured onboarding programs to ensure smooth integration of new hires.

· Conduct new hire orientation and ensure alignment with company culture and values.

· Manage exit interviews, analyze trends, and recommend retention strategies.

Employee Relations & Engagement

· Act as a trusted advisor to employees and managers, addressing employee relations matters with fairness and confidentiality.

· Drive engagement initiatives, employee surveys, and action planning.

· Promote company values and foster a culture of inclusion, accountability, and continuous improvement.

Organizational Development & Policies

· Partner with leaders to assess team structures, roles, and capabilities, recommending improvements where needed.

· Draft, update, and implement HR policies and procedures, ensuring compliance with labor laws and company policies across Egypt, UAE, and KSA.

· Lead initiatives on diversity, equity, and inclusion (DEI) to foster an inclusive workplace.

Performance Management & Career Development

· Implement and manage the Performance Management System (PMS), ensuring fairness, consistency, and alignment with business goals.

· Guide managers and employees in setting SMART goals and career development plans.

· Monitor appraisals, succession planning, and talent reviews to identify top performers and potential successors.

Compensation & Benefits

· Provide input to salary reviews, promotions, and recognition programs.

· Ensure internal equity and compliance with compensation guidelines.

Learning & Development

· Conduct training needs analysis across departments.

· Develop annual learning plans and manage delivery of in-house training, coaching, or external programs.

· Evaluate training effectiveness and ROI to ensure continuous improvement.

HR Operations

· Oversee employee lifecycle processes (onboarding, offboarding, transfers, promotions).

· Collaborate with HR Operations/Payroll on employee data accuracy, leaves, and benefits administration.

HR Analytics & Reporting

· Prepare HR dashboards and reports on recruitment, engagement, attrition, performance, and learning metrics.

· Use data-driven insights to support decision-making and measure HR effectiveness.

· Bachelor’s degree in human resources, Business Administration, or related field. Master’s or HR certifications (CIPD, SHRM) are a plus.

· 5–7 years of progressive HR experience, with at least 2 years in a generalist role.

· Professional HR certifications such as CIPD, SHRM-CP/SCP, HRCI, or equivalent are a strong plus.

· Strong analytical skills with demonstrated ability to translate complex data into actionable insights

· Strong organizational skills and attention to detail, with a demonstrated ability to work independently, lead multiple projects, prioritize, and manage a high volume of tasks, deadlines, requirements, and decisions

· Strong knowledge of systems and technology (ATS)

· Proven track record in managing the full HR cycle: recruitment, onboarding, performance management, employee relations, learning & development, and offboarding.

· Hands-on experience in multi-country HR operations (Egypt, UAE, KSA preferred), with a strong understanding of local labor laws and cultural nuances.

· Experience in designing and rolling out HR frameworks such as Performance Management Systems (PMS), Career Roadmaps, IDPs, and Employee Engagement programs.

· Strong background in talent acquisition for both technical and non-technical roles, with exposure to employer branding.

· Previous experience working in fast-paced, dynamic environments (e.g., IT, tech, consulting, or multinational companies).

Knowledge:

· Deep understanding of labor laws, regulations, and compliance requirements in Egypt, UAE, and KSA.

· Strong knowledge of HRIS/ERP systems (Odoo).

· Familiarity with compensation & benefits structures, salary benchmarking, and market competitiveness.

· Good grasp of organizational design, workforce planning, and succession planning.

· Awareness of trends in HR, AI in HR tech, and modern employee engagement practices.

Skills & Abilities:

· Excellent interpersonal and communication skills (verbal & written, English & Arabic).

· Strong negotiation, influencing, and stakeholder management skills.

· Analytical and data-driven approach, able to interpret HR metrics and dashboards to guide decision-making.

· Conflict resolution and employee relations management skills, maintaining fairness and trust.

· Ability to handle confidential information with integrity.

· Strong project management skills with the ability to juggle multiple priorities.

· Adaptability and resilience in managing change and ambiguity.