# HR Business Partner (OD Focus)

> Company · Nasr City, Egypt (Hybrid) · — · Posted 2026-11-06

**Workplace:** hybrid

## Description

### A. Organizational Development (Core Focus)

-   Lead and implement Organizational Development initiatives aligned with the company's strategic objectives.
    
-   Conduct organizational assessments to identify structural gaps, operational inefficiencies, and development opportunities.
    
-   Design, review, and optimize organizational structures, including organizational charts, reporting lines, and departmental functions.
    
-   Develop and maintain Job Analysis and Job Evaluation frameworks.
    
-   Design, update, and standardize Job Descriptions, Job Profiles, and Job Specifications.
    
-   Develop and implement competency frameworks and competency dictionaries covering core, behavioral, and technical competencies.
    
-   Conduct manpower planning and workforce analysis to ensure optimal resource allocation.
    
-   Identify organizational gaps and recommend solutions to improve efficiency, productivity, and accountability.
    
-   Support organizational restructuring, change management, and business transformation initiatives.
    
-   Establish clear roles, responsibilities, and accountability frameworks across departments.
    
-   Develop and improve HR policies, procedures, and organizational guidelines.
    

### B. Performance Management

-   Design, develop, and manage the Performance Management System (PMS).
    
-   Establish KPIs, OKRs, and performance measurement frameworks aligned with business objectives.
    
-   Support managers in setting measurable departmental and individual performance objectives.
    
-   Conduct performance reviews and analyze evaluation results to identify performance gaps.
    
-   Develop Performance Improvement Plans (PIPs) and follow up on implementation.
    
-   Ensure effective implementation of probation evaluations and employee performance assessments.
    
-   Analyze performance trends and provide recommendations to management.
    
-   Establish a continuous performance feedback and development culture.
    

### C. Talent Management & Development

-   Develop talent management strategies to identify, assess, and retain high-potential employees.
    
-   Design career development plans and career progression frameworks.
    
-   Develop succession planning strategies for critical positions.
    
-   Conduct competency gap assessments and identify employee development needs.
    
-   Collaborate with Learning & Development teams to design targeted training and development programs.
    
-   Support talent reviews and employee calibration sessions.
    
-   Develop employee assessment and development tools.
    

### D. Strategic HR Business Partnering

-   Partner with department heads and senior management to understand business needs and translate them into HR strategies.
    
-   Provide strategic HR advice and recommendations to business leaders.
    
-   Analyze workforce data and HR metrics to support management decision-making.
    
-   Identify workforce challenges and develop practical solutions.
    
-   Support managers in organizational planning, employee development, and team effectiveness.
    
-   Ensure HR initiatives contribute to business growth and operational efficiency.
    
-   Participate in strategic planning and organizational decision-making.
    

### E. Employee Engagement & Organizational Culture

-   Develop initiatives that improve employee engagement, satisfaction, and retention.
    
-   Conduct employee engagement surveys and analyze organizational feedback.
    
-   Identify organizational culture gaps and recommend improvement initiatives.
    
-   Support the development and implementation of company values and behavioral standards.
    
-   Lead initiatives that strengthen internal communication and collaboration.
    
-   Monitor employee turnover and retention indicators and recommend corrective actions.
    

### F. Change Management

-   Develop and implement change management plans for organizational initiatives.
    
-   Assess the impact of organizational changes on employees, departments, and business operations.
    
-   Support leadership and managers in communicating organizational changes.
    
-   Identify potential resistance to change and develop appropriate solutions.
    
-   Monitor the effectiveness of change initiatives and ensure successful implementation.

## Requirements

-   Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
-   Minimum 5+ years of professional experience in Human Resources, with strong hands-on experience in Organizational Development (OD).
-   Proven experience in designing, developing, and implementing OD strategies and frameworks.
-   Previous experience partnering with senior management and department heads.
-   Experience in Technology, Software, Fintech, or other fast-paced business environments is preferred.
-   Fluent English is a must, with excellent written and verbal communication skills.

## Benefits

-   Medical & Social Insurance.

-   Professional and Dynamic Work Environment.

-   Career Growth Opportunities.

-   Learning & Development Programs.

## Apply

[Apply at Company](https://apply.workable.com/t63/j/1CB1B4F28E/apply)

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