HR Manager

Job Purpose

To establish, lead and operate the Human Resources function in a developing manufacturing environment, ensuring effective manpower availability, disciplined personnel administration, employee relations, performance support and compliance with approved HR policies and applicable labor requirements. The role is hands-on and is expected to build a practical HR foundation that can grow with the factory, with particular focus on blue-collar workforce management and factory operations.

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

Critical Role Boundary

The HR Manager owns the day-to-day HR function and implementation of approved HR systems, policies and processes. The role participates in restructuring, organization design, major process redesign and transformation projects by providing HR and workforce input; it is not expected to independently act as the organizational restructuring consultant or system architect.

The role is expected to remain hands-on. In the current stage, the HR Manager may directly handle several HR activities that would normally be separated into specialist roles in a larger organization.

Candidate Profile / Hiring Benchmark

•             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.

Core KPIs

•             Time to Fill / Hiring Lead Time

•             Vacancy Closure Rate %

•             New-Hire Joining & Early Retention %

•             Employee Turnover %

•             Absenteeism Rate %

•             Attendance & Personnel Data Accuracy %

•             Payroll Input Accuracy & Timeliness %

•             Employee File / Documentation Compliance %

•             Performance Review Completion %

•             Training Plan Completion %

•             HR Request / Employee Case Closure Timeliness

•             HR Reporting Accuracy & Timeliness