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HR Business Partner & Talent Lead works across multiple areas of HR including HR coaching to the business, driving the agenda of talent management and organization development programs for all organization including promotion and industry sectors, as well as managing compliance, staffing, onboarding, termination, employee and labor relations and communication, Diversity and Inclusion initiatives along with promoting culture of change.
Qualifications:
Relevant HR Degree / Diploma / Experience
Experience:
7+ years of relevant experience in HR
Talent Management experience is preferred
Key responsibilities:
HR COACHING
1.Act as a strategic HR partner, providing coaching and guidance to leaders within supportive functions to drive people management excellence.
2.Equip managers with the knowledge and skills to implement HR programs effectively, ensuring alignment with company policies and best practices.
3.Guide leaders on key HR areas, including performance management, talent development, employee engagement, and workforce planning.
4.Foster a culture of continuous learning by advising leaders on coaching techniques, feedback mechanisms, and team development strategies.
5.Support change management initiatives by coaching leaders on communication, employee transition, and engagement during organizational shifts
STAKEHOLDER ENGAGEMENT
1.Build and maintain excellent relationships with all stakeholders, internally and externally.
2.Managing the internal communication including local announcements.
3.Take responsibility for and/or provide input into identifying, implementing and achieving organisational objectives.
4.Rewards programs coordination and administration.
5.Build and maintain good relationships with local Servier staff and management at all levels through open, proactive, professional and regular communication.
6.Interact with relevant internal and external stakeholders to obtain insights, collaborate on projects and initiatives and/or to directly influence and change their behaviour.
7.Measure and evaluate impact and ROI of external services.
8.Participate in a variety of internal task groups and committees as required.
TALENT and PERFORMANCE MANAGEMENT
1.Oversee talent management initiatives, including succession planning, career development, and employee retention.
2.Implement programs to identify and develop high-potential employees.
3.Provide coaching and support to managers and employees on career development and growth opportunities.
4.Partner in the definition of high potentials through the “assessment center”.
5.Partner in the development plan of employees in general, and high-potential employees specifically, through the “house of development” (training programs, workshops, development assignments).Participate in panel assessments during the promotion process of employees.
6.Support business leaders with performance management systems (YDR) and calibration throughout different teams and departments.
7.Collaborate with the Capabilities Department for training needs assessments of employees, using their YDR, and translating those needs into training modules to enhance their profiles and fulfill business objectives.
8.Oversee the performance management process, including goal setting, performance reviews, and feedback.
9.Provide guidance and support to managers on performance improvement plans and employee development.
10.Develop and implement strategies to enhance employee performance and productivity.
11.Ensure alignment between individual performance and organizational goals.
RISK AND COMPLIANCE
1.Comply with relevant regulatory and Servier system, policy and process requirements.
2.Develop formal and ad hoc reports.
3.Identify processes and methods for improvement.
4.HR program/policy development, administration, and compliance
5.Comply with Servier SOPs and relevant legislation (Egyptian Labour Law) within own area of responsibility.
6.Provide relevant documents to internal and external auditors to meet their requirements.
CULTURE OF CHANGE
1.Help leaders and act as a go-to person to relevant functions to foster a culture of change and provide coaching and ways to help with adaptations of employees
2.Drive a culture of change management in the transformation journey of One Servier Egypt towards 2030 strategic global plan
3.Understand your stakeholders and needs in the phase of major change in HR policies and practices
Whatever your area of expertise, your work within the Servier Group helps advance therapeutic progress for the benefit of patients. You will be part of teams recognized for their scientific excellence and reach your full potential in a professional environment that encourages you to develop yourself. Tailor-made onboarding journeys, mobility opportunities, quality trainings, responsible management, team spirit... All this and more in a workplace focused on your well-being.
At Servier, we are committed to therapeutic progress to serve patient needs. We put the diversity of our employees as a source of richness for the fulfillment of this vocation.
