{"id":3218809,"url":"https://alion.io/job/premier-egypt-hrbp","title":"HRBP","company":{"id":4471957,"name":"Premier Services & Recruitment","domain":"premieregypt.com","url":"https://alion.io/company/premier-egypt","size_band":null,"is_staffing_agency":true,"employer_type":"agency","is_intermediary":false,"listed_via":null,"ats_vendor":"Manatal","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Alexandria, Egypt"],"countries":["EG"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":12500,"max_usd":30000,"period":"year","method":"global_role_cell_scaled_by_country","sample_n":3901},"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Office","optional":false}],"status":"live","first_seen_at":"2026-10-25T01:49:50Z","employer_posted_date":"2026-10-25","last_verified_at":"2026-10-28T17:40:10Z","board_verified":true,"closed_at":null,"days_open":3,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":3},"description":"Job Description: HR Business Partner (HRBP) - Industrial Sector\nJob Title: HR Business Partner (HRBP)\nIndustry: Industrial / Manufacturing\nDepartment: Human Resources\nReports To: HR Manager / HR Director\nLocation: [Insert Location]\nJob Summary\nThe HR Business Partner (HRBP) is responsible for aligning human resources strategies with business objectives within an industrial or manufacturing environment. The role partners with plant management, production, engineering, maintenance, supply chain, and other operational teams to drive workforce effectiveness, employee engagement, organizational development, and compliance with labor laws and company policies.\nThe HRBP supports workforce planning, talent acquisition, performance management, employee relations, training and development, and organizational change while ensuring effective HR service delivery in a fast-paced industrial environment.\nKey Responsibilities\n1. Strategic HR Business Partnering\nPartner with plant managers, department heads, and operational leaders to understand business priorities and translate them into effective HR strategies.\nProvide HR advice and guidance to management on workforce planning, organizational structure, employee performance, and people-related matters.\nSupport business growth, operational efficiency, productivity improvement, and organizational transformation initiatives.\nAnalyze HR metrics and workforce trends to support data-driven management decisions.\nDevelop and implement HR initiatives aligned with production targets and operational requirements.\n2. Workforce Planning & Talent Acquisition\nDevelop workforce plans based on production capacity, shift patterns, manpower requirements, and business forecasts.\nCoordinate recruitment and selection activities for production workers, technicians, engineers, supervisors, and management positions.\nWork with department managers to identify critical skills, staffing gaps, and succession requirements.\nSupport effective onboarding and integration of new employees into the industrial environment.\nMonitor headcount, turnover, absenteeism, overtime, and labor costs.\n3. Employee Relations & Industrial Relations\nManage employee relations matters and provide guidance on workplace issues, grievances, disciplinary actions, and conflict resolution.\nSupport investigations into employee complaints, misconduct, and workplace policy violations.\nMaintain positive relationships with employees, supervisors, and operational management.\nEnsure fair and consistent application of company policies, disciplinary procedures, and performance standards.\nSupport communication initiatives between management and shop-floor employees.\nHandle labor relations matters and union-related issues where applicable.\n4. Performance Management & Organizational Development\nImplement and monitor the performance management cycle, including goal setting, performance reviews, and development plans.\nCoach managers on performance improvement, employee feedback, and effective people management.\nIdentify high-potential employees and support succession planning for key industrial roles.\nSupport organizational restructuring, change management, and continuous improvement initiatives.\nPromote employee engagement, retention, accountability, and a performance-driven culture.\n5. Training & Development\nIdentify training needs in coordination with production, engineering, quality, maintenance, and HSE teams.\nDevelop annual training plans based on operational requirements, competency gaps, and employee development needs.\nSupport technical, supervisory, leadership, and behavioral training programs.\nMonitor training effectiveness and maintain employee training and competency records.\nSupport the development of technical skills, workforce flexibility, and internal talent pipelines.\n6. Compensation, Benefits & HR Operations\nCoordinate with the compensation and benefits team to ensure fair and competitive compensation practices.\nMonitor overtime, shift allowances, attendance, leave, and other workforce-related costs.\nEnsure accurate employee records and timely completion of HR transactions.\nSupport salary reviews, promotions, job evaluations, and annual workforce budgeting.\nCollaborate with payroll and HR operations teams to resolve employee-related issues.\n7. Labor Law, Compliance & HSE Coordination\nEnsure HR practices comply with applicable labor laws, social insurance requirements, and company policies.\nMaintain proper documentation for employment contracts, personnel files, disciplinary actions, and employee records.\nSupport internal and external HR audits and implement corrective actions where required.\nCoordinate with HSE teams to promote workplace safety awareness, employee training, and compliance with site safety procedures.\nSupport employee welfare initiatives and the implementation of relevant workplace standards.\nQualifications & Experience\nBachelor's degree in Human Resources, Business Administration, Management, or a related field.\n5-8 years of progressive HR experience, preferably in manufacturing, industrial, automotive, FMCG, engineering, or other production-oriented environments.\nPrevious experience supporting factory operations, production teams, or multi-shift workforces is strongly preferred.\nStrong knowledge of employee relations, workforce planning, performance management, and labor law compliance.\nExperience handling shop-floor employee relations, disciplinary cases, absenteeism, overtime, and manpower planning.\nGood understanding of HR metrics, reporting, and data analysis.\nExperience with HRIS/ERP systems and Microsoft Office.\nStrong communication, negotiation, coaching, and problem-solving skills.\nAbility to work effectively with both frontline employees and senior management.\nKey Competencies\nStrategic HR business partnering\nIndustrial and shop-floor HR management\nEmployee and labor relations\nWorkforce planning and cost management\nPerformance and talent management\nChange management and organizational development\nHR analytics and reporting\nCommunication and stakeholder management\nConflict resolution and decision-making\nKey Performance Indicators (KPIs)\nEmployee turnover and retention rates.\nAbsenteeism and overtime rates.\nTime to fill critical industrial positions.\nWorkforce productivity and manpower cost efficiency.\nEmployee engagement and satisfaction.\nCompletion of performance reviews and development plans.\nTraining completion and competency development.\nTimely resolution of employee grievances and disciplinary cases.\nHR compliance and audit findings.\nSuccession coverage for critical operational positions.\nKey Stakeholders\nPlant Manager and Factory Management\nProduction and Operations\nEngineering and Maintenance\nQuality Assurance\nHealth, Safety and Environment (HSE)\nSupply Chain and Warehouse\nFinance and Payroll\nTalent Acquisition and HR Operations\nEmployees and frontline supervisors\nPreferred Qualifications\nProfessional HR certification such as SHRM-CP, SHRM-SCP, CIPD, or an equivalent qualification.\nExperience in a unionized or highly regulated industrial environment, where applicable.\nExperience supporting large workforces, multiple shifts, or multiple manufacturing sites.\nKnowledge of local labor 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