The Froneri Way:

At Froneri, we are driven by a passion for ice cream, striving to become the world's leading ice cream company for consumers, customers, and employees. Our commitment to excellence and efficiency is reflected in our operations across 25 countries, where we hold the No.1 or No.2 position in most markets we serve.

Visionary Leadership and Global Influence:

Guided by our vision to be the best in the industry, we focus on innovation and quality to drive growth in premium ice cream snacking. Our strategic pillars—selling more, buying better, and taking costs out—ensure we deliver optimal quality at competitive levels, enhancing our global presence and regional impact.

Investing in Our Team and Society:

We believe in the power of a strong culture that places people at the heart of everything we do. Our 15,000+ employees worldwide live and breathe ice cream, continually pursuing new ideas to deliver the best experience to our consumers. We are dedicated to focusing our Environmental, Social, and Governance (ESG) efforts by setting ambitious short and mid-term targets, reflecting our commitment to our people and communities.

Commitment to Diversity and Inclusion:

At Froneri, we are focused, passionate, and entrepreneurial. We believe that diversity and inclusion are integral to our success, fostering a workplace where every individual's unique perspective is valued and contributes to our collective achievements.

These sections encapsulate Froneri's identity, leadership vision, dedication to its people and communities, and commitment to diversity and inclusion.

Main Purpose of the Job:

This role is crucial for ensuring that people strategy directly supports and accelerates the achievement of organizational goals by optimizing talent acquisition, development, engagement, and retention in a fast-paced and competitive market. The HRBP acts as a critical link between human resources and business, ensuring a high-performing, compliant, and engaged workforce.

ROLE AND ACTIVITY

• Ensure new hires are effectively integrated into the company and their specific roles, setting them up for success from day one.
• Partner with managers to identify the training needs of their teams and facilitate the implementation of relevant development programs to enhance skills and capabilities.
• Identify and develop high-potential employees to build a strong talent pipeline for critical positions.
• Coach and guide managers on conducting effective performance appraisals, providing constructive feedback, and managing both high and low performers.
• Drive and implement initiatives aimed at boosting employee morale, recognition, and overall engagement within the organization.
• Drive the recruitment cycle for the business units, from sourcing and interviewing to hiring, with a strong focus on attracting candidates.
• Act as an ambassador for the company in the talent market, effectively communicating the company's culture, values, and Employee Value Proposition (EVP) to attract top-tier candidates.
• Create and promote employer branding content, showcasing employee success stories, team activities, and the unique work environment on social media and at career events.
• Analyze business plans to forecast talent needs, identifying gaps and planning for future hiring, particularly for high-turnover or critical roles.
• Act as a primary point of contact for employees, addressing their concerns and feedback to foster a positive and engaging work environment.
• Utilize HR data and analytics to provide insights to business leaders on trends related to employee turnover, engagement, and performance, recommending actionable solutions.
• Lead HR projects and implement initiatives, such as new HR systems, rolling out new policies, or managing organizational restructuring.
• Proactively manage and resolve employee relations issues, ensuring compliance with Egyptian labor law and company policies to mitigate risks.
• Act as a consultant to managers and employees on the interpretation and application of HR policies and procedures.
• Other duties as assigned

MEASURABLE OUTCOMES

• Reduce Turnover: Decrease in voluntary employee turnover rate within the organization annually, particularly in critical roles.
• Improve Time-to-Hire: Shorten the average time-to-hire for key positions, while maintaining or improving candidate quality.
• Increase Employee Engagement: Achieve an increase in employee engagement scores measured by surveys.
• Enhance Talent Pipeline Readiness: Increase the percentage of critical roles with identified and ready successors in the talent pipeline.
• Direct Impact on Business Performance: Contribute to achieving organizational revenue growth and productivity improvement by strategically managing talent development and retention initiatives directly aligned with commercial targets.

LEVELS OF RESPONSIBILITY

• Culture and Engagement Driver
• Talent Lifecycle Ownership
• Leadership Advisory and Coaching
• Health and Safety
• Compliance and Risk Mitigation

Qualifications and Years of Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 2–3 years in an HR Business Partner or similar strategic HR role.
• Proven experience in talent management, employee engagement, and organizational development within a fast-paced, multinational environment.

Skills and Competencies:

• Excellent interpersonal and communication skills with the ability to influence and build strong relationships at all levels.
• Analytical mindset with experience using HR data and metrics to drive decisions.
• Ability to manage multiple priorities and deliver results under pressure.
• Proficiency in Microsoft Office.
  
  

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