HR Business Partner | Manufacturing

Job Summary The HR Business Partner (HRBP) Section Head acts as a strategic partner to business leaders and department heads, aligning HR strategies with operational and organizational objectives. The role is responsible for overseeing HR functions within the manufacturing environment, providing strategic HR guidance, driving workforce planning, enhancing organizational effectiveness, and ensuring the effective implementation of HR policies and practices to support business performance and operational excellence. Key Responsibilities 1. Strategic HR Business Partnership Partner with department heads and business leaders to understand business priorities and translate them into effective HR strategies. Provide HR guidance and recommendations to management on organizational and people-related matters. Align HR initiatives with business objectives and operational requirements. Act as a trusted advisor to management on workforce and organizational challenges. 2. Workforce Planning & Organizational Development Lead workforce planning activities to ensure optimal manpower allocation across departments. Analyze workforce requirements, identify staffing gaps, and develop manpower plans. Support organizational restructuring and workforce optimization initiatives. Identify opportunities to improve organizational structures, roles, and responsibilities. 3. Talent Management & Recruitment Oversee recruitment and selection activities in coordination with Talent Acquisition. Ensure timely fulfillment of manpower requirements across manufacturing and supporting functions. Support succession planning and talent development initiatives. Identify critical positions and ensure effective talent retention strategies. 4. Performance Management Drive the implementation of performance management processes across assigned departments. Partner with managers to establish performance objectives and evaluate employee performance. Identify performance gaps and recommend appropriate improvement plans. Promote a performance-driven culture aligned with organizational goals. 5. Employee Relations & Engagement Oversee employee relations activities and ensure effective handling of grievances, disciplinary cases, and workplace conflicts. Advise managers on employee relations matters and appropriate corrective actions. Develop initiatives to enhance employee engagement, satisfaction, and retention. Promote a positive and productive work environment. 6. Learning & Development Identify organizational and departmental training needs in coordination with business leaders. Support the development and implementation of training and development plans. Drive employee development and leadership development initiatives. Monitor training effectiveness and its impact on employee performance. 7. Compensation, Benefits & HR Operations Ensure effective implementation of compensation and benefits policies. Coordinate with payroll and HR operations to ensure accurate and timely HR services. Monitor workforce costs, overtime, attendance, and employee-related expenses. Ensure HR processes and practices are consistently implemented across assigned departments. 8. HR Policies & Compliance Ensure compliance with Egyptian labor laws, company policies, and internal regulations. Guide managers on HR policies, procedures, and employment-related matters. Oversee HR documentation and employee records. Support internal and external HR audits and ensure corrective actions are implemented. 9. HR Reporting & Analytics Monitor and analyze HR KPIs, including turnover, absenteeism, headcount, recruitment, and retention. Prepare regular HR reports and workforce analysis for management. Provide data-driven recommendations to improve workforce productivity and organizational effectiveness. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. Professional HR certification is an advantage. Experience 7–10 years of progressive HR experience, preferably within manufacturing or industrial environments. At least 3 years in an HR leadership, supervisory, or HR Business Partner role. Strong experience in partnering with business leaders and managing HR functions in an operational environment. Show more Show less