HR Manager (F&B)

Our client is a fast-growing F&B group with several well-known brands, a growing branch network and its own factory. 98% of its people work on the frontline.

They’re looking for an HR Manager who gets things done, not someone who only handles personnel files. You’ll report directly to the CEO, make decisions on your own and spend real time on the ground in branches and the factory.

The systems are in place; your job is to make them live, implement them, build on them and rethink them when needed. If you’ve only ever followed a system, this isn’t for you.

Build the HR function

• Design and stand up the HR structure, team and roadmap; hire and lead the HR team.

• Bring the existing HR systems and policies to life (org structure, job grading, attendance, performance, disciplinary and grievance): implement them on the ground, build on them, and amend or innovate when the business needs it.

• Ensure full compliance with Egyptian Labor Law, social insurance and medical coverage.

Hiring at scale

• Own high-volume frontline hiring across branches and the factory, sourcing channels, screening, fast offer turnaround and on-time headcount.

• Hire for supervisory and office roles with the same speed and quality bar.

• Build workforce planning with operations so new branches and peak seasons are staffed before they open.

• Track and cut time-to-hire, early attrition and probation failures.

Talent & L&D

• Build a talent and learning framework that develops high-potentials in every branch, target at least 30% HiPo bench per branch.

• Run onboarding, frontline-to-supervisor and supervisor-to-manager development paths.

• Set up succession planning for key branch and factory roles.

Culture & engagement

• Turn company values into daily behaviors and link them to recognition, rewards and motivation.

• Run engagement and retention programs suited to a blue-collar workforce.

• Be visible on the ground: walk the branches and factory floor, handle employee relations directly and keep a pulse on the people.

Partnering with leadership

• Act as the CEO's people partner on org design, compensation and key people decisions.

• Report on people metrics: headcount, turnover, time-to-hire, absenteeism and HiPo coverage.

Must-haves

• 15 years of HR experience, including several years leading HR teams.

• Proven experience in both multinationals and startups, you know what good systems look like and have made them work, and evolved them, in fast-moving environments.

• Track record in mass hiring for frontline / blue-collar roles in F&B, QSR, retail, coffee chains or FMCG with manufacturing.

• Hands-on experience managing a large blue-collar workforce, you know these people, speak their language and earn their trust.

• High autonomy: you get things done on the ground without waiting for direction.

• Generalist depth across talent acquisition, employee relations, policies, performance and Egyptian Labor Law, not people-ops-only.

• Available to work onsite 12:00 PM – 8:00 PM, five days a week, between head office and the factory.

Strongly preferred

• Solid L&D experience, especially building frontline development and HiPo programs.

• Experience building culture and values programs.

• Competitive salary plus performance bonus

• Medical insurance and social insurance

• A seat at the table: report directly to the Founder and shape the HR function from day one

• Real ownership of building a people function for a fast-growing group