HR Business Partner – MEA Headquarters

About MEA Headquarters MEA Headquarters serves as the regional hub for a diverse organization of approximately 600 employees across MEA and selected non-MEA countries, spanning Morocco, the United Arab Emirates, Egypt, Algeria, South Africa, Türkiye, Italy, France, Poland, and Germany. The Headquarters brings together 12 Commercial, Industrial, and Corporate Functions responsible for shaping the regional strategy and translating it into clear priorities for the countries. In this highly multicultural, matrixed environment, the Headquarters connects regional expertise and strategic direction with local market realities, fostering alignment and enabling consistent execution across the region. Role Overview The HR Business Partner (HRBP) partners closely with business leaders and the Head of HR to deliver people strategies and solutions that support business priorities within a complex, matrixed, and multicultural regional environment. The role provides trusted HR advice across designated functions, supporting leaders on organizational effectiveness, talent management, workforce planning, employee engagement, and people-related business decisions. The HRBP works collaboratively with HR colleagues and business stakeholders to translate HR strategies into practical, impactful initiatives that build a high-performing, agile, and future-ready workforce.

Key Responsibilities
Business Partnership & Advisory
• Partner with business leaders and managers to understand business priorities and translate them into effective people strategies and solutions.
• Provide trusted HR advice and coaching on organizational, people, performance, employee relations, and workforce matters.
• Proactively identify people risks, trends, and opportunities and recommend appropriate actions.
• Partner with the Head of HR on key regional people priorities, initiatives, and organizational decisions. Talent Management & Succession
• Support the annual talent management cycle, including talent reviews, succession planning, talent identification, and development actions.
• Partner with leaders to identify critical roles, high-potential talent, and key retention risks.
• Follow up on talent development actions and ensure agreed plans are translated into measurable development opportunities.
• Support the identification and development of future leaders and critical capabilities. Performance & Development
• Support the annual performance management cycle, ensuring effective goal setting, performance reviews, calibration, and follow-up.
• Partner with managers to develop and implement individual development plans aligned with business and career priorities.
• Coach managers on performance improvement, feedback, career conversations, and employee development.
• Monitor completion and quality of development actions and identify opportunities for broader capability-building initiatives. Compensation & Salary Review
• Contribute to the annual salary review and compensation planning cycles across multiple countries (Morocco, France, Italy, Turkiye), working closely with the Head of HR and relevant local HR/Reward teams.
• Support managers in preparing and reviewing salary recommendations, ensuring alignment with guidelines, internal equity, performance, and budget parameters.
• Provide analysis and insights to support compensation decisions and identify potential pay equity or retention considerations.
• Support communication and implementation of approved salary and compensation decisions. Promotions & Career Progression
• Coordinate and support promotion processes, ensuring decisions are aligned with performance, potential, organizational needs, and applicable guidelines.
• Partner with managers on career progression discussions and development pathways.
• Ensure appropriate documentation, approvals, and communication of promotion decisions. Internal & International Mobility
• Partner with business leaders and HR teams to facilitate internal mobility and career opportunities across functions and countries.
• Support international mobility processes, including transfers, relocations, assignments, and other cross-border moves, in coordination with relevant HR, mobility, payroll, and legal stakeholders.
• Identify opportunities to leverage internal talent and facilitate cross-border career development.
• Ensure mobility decisions consider business requirements, employee development, compliance, and overall employee experience. Workforce Planning & Organizational Effectiveness
• Support workforce planning activities, including headcount planning, organizational changes, restructuring, and workforce optimization.
• Partner with leaders on organizational design and role clarity to ensure structures and capabilities support evolving business needs.
• Provide people insights and data to inform workforce and organizational decisions.
• Support the implementation of organizational change initiatives and help leaders effectively manage change. Employee Engagement & Culture
• Partner with leaders to strengthen employee engagement, organizational culture, and employee experience.
• Analyze engagement survey results and support the development and execution of action plans.
• Identify employee experience trends and recommend initiatives to address key themes. Employee Relations & People Risk
• Provide guidance to managers on employee relations matters, performance concerns, workplace issues, and policy application.
• Partner with the Head of HR and relevant HR/legal stakeholders on complex employee relations cases and sensitive people matters.
• Ensure HR practices are applied consistently and in accordance with local requirements and company policies. HR Processes & Data
• Ensure effective execution of core HR processes and annual people cycles across assigned countries and functions.
• Maintain accurate people data and provide HR analytics and insights to support business decisions.
• Monitor key people metrics and proactively highlight trends, risks, and areas requiring management attention. HR Projects & Continuous Improvement
• Lead or contribute to regional and global HR projects and initiatives as assigned by the Head of HR.
• Identify opportunities to simplify, standardize, and improve HR processes and the overall employee experience.
• Collaborate with HR Centers of Expertise (Talent, C&B, WHS, Operations, and other stakeholders to ensure effective delivery of HR programs and initiatives. Key Challenges
• Navigating a highly matrixed and multicultural environment with diverse stakeholder expectations.
• Aligning global HR strategies with regional business needs and operational realities.
• Managing change and transformation initiatives across multiple departments with varying maturity levels.
• Balancing strategic priorities with operational HR demands in a fast-paced regional context. What we’re looking for As we accelerate our AI-centric transformation, we are looking for AI-fluent professionals who are curious, forward-thinking and ready to actively contribute to transforming how we work, make decisions and create value.
• Master’s degree in HR, Business, Management or a related field
• 8+ years of progressive HR experience, including solid HR Business Partner experience
• Strong knowledge of talent management, performance, compensation, workforce planning, organizational development and employee relations
• Experience partnering with senior business leaders in a complex, multicultural and matrixed organization
• Strategic mindset with the ability to translate business needs into practical HR solutions
• Strong stakeholder management, influencing and communication skills, including at executive level
• Strong analytical skills and ability to use HR data and insights to support decision-making
• Cultural intelligence and adaptability in diverse and international environments
• Strong leadership capabilities, with the ability to inspire, coach and develop others
• Resilience and agility in navigating complexity, transformation, change and competing priorities
• Fluent English and French