People & Culture Business Partner Non-Sales

At JTI we celebrate differences, and everyone truly belongs. 46,000 people from all over the world are continuously building their unique success story with us. 83% of employees feel happy working at JTI. To make a difference with us, all you need to do is bring your human best. What will your story be? Apply now! Learn more: jti.com People & Culture Business Partner - Non Sales Acts as the senior People & Culture Business Partner for Non-Sales functions, providing strategic advisory to function leaders and stakeholders in shaping and delivering a people agenda that drives organizational performance, capability, and engagement.The role translates business strategy into integrated people solutions across the employee lifecycle, ensures high standards of governance and labor relations, and influences leadership decisions to build high-performing and sustainable teams, in line with company standards and local legislation. Position: Business Partnering Act as the senior People & Culture Business Partner for the assigned business functions, providing expert advisory support aligned with business priorities. Partner with stakeholders to drive organizational effectiveness, workforce engagement, and capability building.Provide guidance on People & Culture policies, labor relations, and governance, ensuring consistent and compliant application.Build strong, trusted relationships with leaders and employees, balancing business requirements with employee experience and advocacy. Talent Management & Development Drive core talent management processes, including performance management, succession planning, and talent reviews.Support capability-building through Learning & Development initiatives, with focus on technical, leadership, and behavioral skillsLead end‑to‑end recruitment and onboarding activities for assigned functions , ensuring alignment with workforce plans and quality hiring standards.Coach and support leaders on performance, development planning, and people decision‑making. Organization Design, Workforce Planning & Rewards Support organizational design initiatives, ensuring effective structures, clear roles, and alignment with strategic objectives.Provide strategic input and validation on job evaluations and job matching for non-sales roles, in line with global job architecture and local requirements.Partner with Rewards on the execution of Annual Salary Review (ASR) and incentive plans, ensuring alignment with performance outcomes and market positioning.Drive and influence workforce cost analysis and planning related to headcount, coverage models, and resource allocation. Employee Lifecycle & Labor Relations Ensure effective and efficient delivery of all employee lifecycle activities, including onboarding, internal movements, and exits.Advise leaders on employee relations matters, ensuring fair, consistent, and compliant processes in line with company policies and Egyptian labor law.Partner with line managers on disciplinary, grievance, and performance management cases, providing professional guidance.Identify and support initiatives aimed at improving engagement, productivity, and retention within the Non-Sales.Ensure compliance with labor legislation, internal policies, and governance standards. Process Optimization & Engagement Identify opportunities to improve People & Culture processes and employee experience.Support engagement, DEI, and culture initiatives that reinforce high performance and accountability.Ensure accurate People & Culture data management and reporting, enabling insights‑driven decision‑making. Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, or related field.Minimum 5–7 years of progressive experience in Human Resources, with at least 3–4 years in a Business Partnering role. Demonstrated experience in employee relations, labor law compliance, talent management, and organizational effectiveness.Demonstrated experience in employee relations, labor law compliance, talent management, and organizational effectiveness. Strong knowledge of Egyptian Labor Law. Solid understanding of HR processes across the employee lifecycle (recruitment, onboarding, performance, development, rewards, and exits) Strong business partnering and influencing skills, with the ability to coach and challenge stakeholders effectively. Good analytical skills with the ability to interpret HR data and support decision-making.Arabic & English Fluency. What to expect: Expect well-being initiatives, flexible work arrangements, growth opportunities, and excellent benefits, including a unique family leave policy. For more details on local policies, speak with the Talent Advisor. Are you ready to join us? Build your success story at JTI. Apply now!Next Steps: After applying, if selected, please anticipate the following within 1-3 weeks of the job posting closure: Phone screening with Talent Advisor > Assessment tests > Interviews > Offer. Each step is eliminatory and may vary by role type. At JTI, we strive to create a diverse and inclusive work environment. As an equal-opportunity employer, we welcome applicants from all backgrounds. If you need any specific support, alternative formats, or have other access requirements, please let us know.