HR Manager

1. HR Function Ownership & Daily Operations

• Take day-to-day ownership of the HR function and ensure essential HR activities are executed consistently and professionally. • Build basic HR discipline, records, follow-up mechanisms and reporting required for a growing factory. • Prioritize practical operational needs while progressively strengthening the HR function as the organization develops. • Coordinate HR activities across recruitment, personnel, employee relations, performance support and training coordination.

2. Recruitment & Manpower

• Coordinate manpower requirements with department managers based on approved needs and organizational priorities. • Manage recruitment activities for workers, technicians, supervisors, specialists and managerial positions within the approved hiring process. • Source, screen and coordinate interviews, offers, onboarding and joining formalities. • Develop practical recruitment channels suitable for factory and blue-collar hiring. • Track vacancies, hiring lead time, joining rates, early turnover and recruitment effectiveness. • Support manpower planning and identify recurring recruitment or retention problems.

3. Personnel Administration & Employee Records

• Ensure employee files, contracts, employment documents and personnel records are complete, accurate and properly maintained. • Manage attendance, leave, shifts, overtime and employee-status changes in coordination with relevant departments. • Ensure timely and accurate HR inputs required for payroll processing and review discrepancies before submission to Finance/Payroll. • Follow probation periods, contract renewals, transfers, promotions, resignations and terminations according to approved procedures. • Ensure personnel transactions and records comply with approved company policies and applicable labor requirements.

4. Factory Workforce & Employee Relations

• Maintain strong day-to-day presence with factory employees, supervisors and department managers. • Handle employee complaints, workplace concerns, disciplinary matters and attendance-related issues fairly and consistently. • Support management in addressing absenteeism, turnover, behavioral issues and workforce stability. • Promote clear communication between employees, supervisors and management and escalate significant issues when required. • Apply approved disciplinary and grievance procedures with appropriate documentation and confidentiality.

5. Performance Management

• Coordinate implementation of the approved performance-management cycle across departments. • Support managers in setting clear objectives and performance expectations for employees. • Track completion of performance reviews and follow up on agreed development or corrective actions. • Identify recurring performance issues and provide HR input to management.

6. Training & Employee Development

• Coordinate training needs with department managers based on operational requirements, performance gaps and approved development priorities. • Maintain training records and follow up on attendance and completion. • Coordinate internal and external training arrangements within the approved budget and plan. • Support induction and orientation programs for new employees, particularly factory workers and supervisors. • Evaluate basic training effectiveness with relevant department managers.

7. HR Policies, Procedures & Compliance

• Implement and ensure consistent application of approved HR policies, procedures and authority levels. • Identify policy or process gaps and raise them to management with practical recommendations. • Maintain required HR documentation and support compliance with applicable Egyptian labor and social-insurance requirements in coordination with relevant specialists or external support when needed. • Support internal or external reviews related to HR documentation and employment practices. • Maintain confidentiality of employee and company information.

8. HR Reporting & Workforce Indicators

• Prepare regular HR reports covering headcount, vacancies, recruitment, attendance, overtime, absenteeism, turnover, training and other agreed workforce indicators. • Analyze workforce trends and highlight significant risks or recurring problems to management. • Maintain accurate HR data and support management decisions with reliable workforce information.

9. Systems, Restructuring & HR Development Projects

• Participate in HR restructuring, organizational development, HR system implementation and process-improvement projects. • Provide operational HR input and factory workforce requirements during the design or redesign of HR processes and systems. • Support testing and implementation of approved HR systems, controls and process changes. • Implement and ensure compliance with approved HR processes and procedures and participate in their review and improvement. • Identify operational HR gaps and provide feedback on the effectiveness of implemented systems and processes.

10. HR Team Development

• Support the gradual development of the HR team as the factory grows. • Define clear day-to-day responsibilities for HR/Personnel team members within the approved organization structure. • Coach and monitor junior HR staff and promote disciplined, service-oriented HR practices.

Requirements

• Education: Bachelor's degree in Human Resources, Business Administration, Commerce, Law or a related field. • Experience: Approximately 5–7 years of progressive HR experience, preferably including at least 3 years in a manufacturing/factory environment. • Target Level: Strong HR Supervisor, Senior HR Generalist or early-stage HR Manager ready to take ownership of a full HR function. • Factory Experience: Proven exposure to blue-collar employees, production workers, technicians, shifts, attendance, overtime, employee relations and factory recruitment. • HR Breadth: Practical exposure to recruitment, personnel administration, employee relations, performance management, training coordination and HR reporting. • Knowledge: Working knowledge of Egyptian labor and social-insurance requirements relevant to factory employment. • Systems: Good Excel skills and practical experience with HRIS, attendance or payroll-related systems is preferred. • Personality: Hands-on, organized, fair, approachable but firm, able to work with workers and managers, capable of handling pressure and conflict without unnecessary escalation, and willing to build the function rather than wait for a large HR team.