HR Business Partner – OD Focus

The HR Game

. Lead and implement Organizational Development initiatives aligned with the company's strategic objectives.

Posted 11/6/2026full-timeNasr City • EgyptMid-LevelSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in Organizational Development, including designing and implementing frameworks for performance management, competency assessments, and talent management strategies. Proficient in conducting organizational assessments and developing HR policies that align with strategic business objectives.

Highest-signal resume keywords

Organizational Development StrategiesPerformance Management System DesignCompetency Framework DevelopmentWorkforce Analysis and PlanningChange Management Implementation

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Job AnalysisJob EvaluationPerformance Improvement PlansKPI EstablishmentOKR AlignmentEmployee Assessment ToolsTalent Management StrategiesSuccession PlanningOrganizational RestructuringCompetency Gap Assessments

Soft Skills

Excellent Written CommunicationExcellent Verbal CommunicationCollaborationStrategic HR AdviceEmployee Engagement Initiatives

Industry Keywords

Human ResourcesBusiness AdministrationOrganizational AssessmentsEmployee DevelopmentPerformance MeasurementChange ManagementTechnologySoftwareFintechFast-Paced Business Environments

About the role

Key responsibilities & impact

Lead and implement Organizational Development initiatives aligned with the company's strategic objectives.
Conduct organizational assessments to identify structural gaps, operational inefficiencies, and development opportunities.
Design, review, and optimize organizational structures, including organizational charts, reporting lines, and departmental functions.
Develop and maintain Job Analysis and Job Evaluation frameworks.
Design, update, and standardize Job Descriptions, Job Profiles, and Job Specifications.
Develop and implement competency frameworks and competency dictionaries covering core, behavioral, and technical competencies.
Conduct manpower planning and workforce analysis to ensure optimal resource allocation.
Identify organizational gaps and recommend solutions to improve efficiency, productivity, and accountability.
Support organizational restructuring, change management, and business transformation initiatives.
Establish clear roles, responsibilities, and accountability frameworks across departments.
Develop and improve HR policies, procedures, and organizational guidelines.
Design, develop, and manage the Performance Management System (PMS).
Establish KPIs, OKRs, and performance measurement frameworks aligned with business objectives.
Support managers in setting measurable departmental and individual performance objectives.
Conduct performance reviews and analyze evaluation results to identify performance gaps.
Develop Performance Improvement Plans (PIPs) and follow up on implementation.
Ensure effective implementation of probation evaluations and employee performance assessments.
Analyze performance trends and provide recommendations to management.
Establish a continuous performance feedback and development culture.
Develop talent management strategies to identify, assess, and retain high-potential employees.
Design career development plans and career progression frameworks.
Develop succession planning strategies for critical positions.
Conduct competency gap assessments and identify employee development needs.
Collaborate with Learning & Development teams to design targeted training and development programs.
Support talent reviews and employee calibration sessions.
Develop employee assessment and development tools.
Partner with department heads and senior management to understand business needs and translate them into HR strategies.
Provide strategic HR advice and recommendations to business leaders.
Analyze workforce data and HR metrics to support management decision-making.
Identify workforce challenges and develop practical solutions.
Support managers in organizational planning, employee development, and team effectiveness.
Ensure HR initiatives contribute to business growth and operational efficiency.
Participate in strategic planning and organizational decision-making.
Develop initiatives that improve employee engagement, satisfaction, and retention.
Conduct employee engagement surveys and analyze organizational feedback.
Identify organizational culture gaps and recommend improvement initiatives.
Support the development and implementation of company values and behavioral standards.
Lead initiatives that strengthen internal communication and collaboration.
Monitor employee turnover and retention indicators and recommend corrective actions.
Develop and implement change management plans for organizational initiatives.
Assess the impact of organizational changes on employees, departments, and business operations.
Support leadership and managers in communicating organizational changes.
Identify potential resistance to change and develop appropriate solutions.
Monitor the effectiveness of change initiatives and ensure successful implementation.

Requirements

What you’ll need

Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
Minimum 5+ years of professional experience in Human Resources, with strong hands-on experience in Organizational Development (OD).
Proven experience in designing, developing, and implementing OD strategies and frameworks.
Previous experience partnering with senior management and department heads.
Experience in Technology, Software, Fintech, or other fast-paced business environments is preferred.
Fluent English is a must, with excellent written and verbal communication skills.

Benefits

Comp & perks

Medical & Social Insurance.
Professional and Dynamic Work Environment.
Career Growth Opportunities.
Learning & Development Programs.