Core Mission

Lead the transformation of HR into a strategic business partner by building a world-class HR function from the ground up. Drive employee engagement, talent retention, and operational excellence through D365 HR integration, data-driven decision-making, and P&G-inspired best practices.

Key Responsibilities

1. Strategic HR Leadership

Design and implement HR strategies aligned with business growth (Egypt plant first, then KSA/Germany/US expansion).

Partner with the CEO to align HR initiatives with business objectives (e.g., cost-saving targets, safety compliance).

2. Talent Acquisition & Employer Branding

Optimize recruitment using programmatic advertising (Google/Meta Ads), candidate persona mapping, and diversity-focused hiring.

Reduce time-to-hire for plant roles to ≤30 days through ATS (D365 Talent Module) and proactive talent pipelines.

Build employer branding campaigns to attract top manufacturing talent (e.g., LinkedIn, industry partnerships).

3. Performance & Compensation Management

Implement KPI-driven performance reviews (linked to plant metrics like waste reduction, output/kg).

Design competitive compensation structures, including sales commission schemes and merit-based pay.

Use Power BI dashboards to track HR metrics (attrition, promotion rates, training ROI).

4. Learning & Development

Conduct Training Needs Analysis (TNA) and deploy targeted programs (e.g., Lean Manufacturing, safety certifications).

Launch succession planning for critical roles (e.g., Plant Managers, R&D Leads) with individualized development plans.

Launching Union Academy to ensure continuous growth.

5. Employee Relations & Compliance

Develop HR communication strategies for policy rollouts, restructuring, or crisis management.

Ensure consistent messaging across all levels (e.g., town halls, digital portals, supervisor briefings).

Conduct monthly employee engagement surveys (D365 Pulse) and act on insights.

6. HR Technology & Data

Lead D365 HR implementation: Configure Core HR, Talent, Learning, and Performance modules.

Automate payroll, onboarding, and performance tracking to reduce administrative workload by 30%.

Ensure data integrity for reporting and audits.

7. Organizational Design & Governance

Design and Maintain Organizational Structure:

Develop and update the company-wide organizational structure using tools like Visio, ensuring alignment with business growth (e.g., Egypt plant expansion to KSA/Germany/US).

Conduct quarterly reviews with department heads to validate roles, responsibilities, and reporting lines.

Job Grading & Career Pathing:

Design and implement a job grading system linked to competency frameworks and market benchmarks.

Create career progression paths for critical roles (e.g., Plant Supervisors → Plant Managers).

RACI Matrix & Authority Delegation:

Define RACI matrices (Responsible, Accountable, Consulted, Informed) for cross-functional processes (e.g., procurement approvals, safety audits).

Establish delegation of authority (DOA) matrices to streamline decision-making (e.g., CAPEX approvals by level).

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HR Director