To act as a strategic partner between the HR function and business units, aligning HR initiatives with organizational goals, enhancing productivity, developing human capital, and supporting leaders in people-related decisions.

 

Key Responsibilities

1-Recruitment & Talent Acquisition

- Partner with hiring managers to define job requirements and develop job descriptions.
- Screen resumes and conduct competency-based and behavioral interviews.
- Ensure strong cultural fit and alignment with organizational values during hiring decisions.
- Support onboarding to ensure a smooth and positive experience for new employees.


2-Performance Management

- Contribute to the design, execution, and improvement of the performance management system.
- Support managers in setting objectives, performance reviews, and feedback discussions.
- Identify performance gaps and work with relevant stakeholders on improvement plans.
- Coordinate performance calibration processes where applicable.


3-Strategic Partnership with Business Units

- Analyze HR needs of business units and propose strategic and operational HR solutions.
- Participate in workforce planning and organizational design initiatives.
- Support change management and organizational development projects. 


4-Employee Experience & Engagement

- Address employee concerns related to motivation, workload, communication, and career development.
- Lead or support employee engagement initiatives and monitor their impact.
- Oversee the complete employee lifecycle—from onboarding to exit processes.

 5-Employee Relations & Organizational Culture

- Mediate workplace conflicts and promote a healthy employee relations climate.
- Strengthen organizational culture, values, and leadership behaviors.
- Ensure compliance with labor laws, internal policies, and disciplinary procedures.

Skills & Competencies

1-Technical Knowledge

- Deep understanding of HR practices: recruitment, learning & development, compensation, performance management, employee relations.
- Familiarity with labor law and social insurance regulations.
- Knowledge of competency models and change management principles.

2-Soft Skills

- Strong communication, interpersonal, and negotiation skills.
- High emotional intelligence and empathy.
- Problem-solving and analytical thinking.
- Conflict resolution and mediation abilities.

3-Tools

- Familiarity with HRIS systems and proficiency in Excel.

4-Education & Experience Requirements

- Minimum 3–5 years of HR experience.
- Experience working as an HRBP is mandatory.
- Experience working as an HRBP specifically with Sales and Marketing divisions is a plus.