About the role

GS1 Egypt is hiring a People & Culture Manager to build and lead the company’s people and culture ecosystem. This role will define and drive the people strategy, establish scalable policies and governance, strengthen the employee experience, and enable organizational growth across technical and business functions.

This is a strategic and hands-on leadership role for someone who can move comfortably between executive-level thinking and execution detail. The successful candidate will lead a lean HR team, partner closely with leadership, and build the core HR foundations the organization is currently missing: performance management, policies and operations, compensation and benefits, employer brand, learning and development, talent acquisition, and people culture.

The role is especially suited for a leader coming from a technology or software environment, with experience spanning both structured corporate environments and high-growth or startup settings.

Role mission

Build a modern, scalable, business-aligned People & Culture function that supports GS1 Egypt’s growth, strengthens culture and accountability, and enables high-performance teams across technology, commercial, finance, support, and customer-facing functions.

Key responsibilities

1. People strategy and organizational development

• Define and drive the people strategy in alignment with GS1 Egypt’s business goals and growth plans.

• Partner with leadership on org design, workforce planning, capability building, and succession planning.

• Build a scalable People & Culture operating model that supports current needs while preparing the organization for future growth.

• Act as a trusted advisor to business leaders on structure, talent, performance, engagement, and team effectiveness.

2. Performance Management System (PMS)

• Design, implement, and continuously improve the company’s performance management framework.

• Establish clear performance cycles, goal-setting standards, review mechanisms, calibration practices, and development planning.

• Ensure performance processes are practical, consistent, measurable, and tied to business outcomes.

• Coach leaders and managers on feedback, accountability, performance improvement, and differentiation.

3. Internal policies, governance, and HR operations

• Develop, document, and maintain HR policies, employee handbook standards, and people governance processes.

• Standardize and optimize core HR operations including onboarding, probation, leave, attendance, employee records, employee relations, and offboarding.

• Ensure HR processes are clear, documented, scalable, and fit for a growing organization.

• Work closely with Finance and management on policy alignment, controls, and people-related administration.

4. Employer branding

• Build and elevate GS1 Egypt’s employer value proposition in the market.

• Strengthen the company’s talent brand across LinkedIn, recruitment channels, candidate touchpoints, and internal narratives.

• Partner with leaders and marketing where needed to showcase culture, mission, work environment, and career opportunities in a credible and compelling way.

• Improve candidate experience and brand consistency across the hiring journey.

5. Learning and development

• Build the learning and development agenda for the organization, with practical focus on management capability, role-based development, technical and functional growth, and internal mobility.

• Identify capability gaps and create fit-for-purpose learning tracks for managers, technical teams, support functions, and commercial teams.

• Establish onboarding and manager-enablement standards.

• Introduce development planning as part of the performance cycle.

6. Talent acquisition

• Lead and upgrade the talent acquisition strategy across technical and non-technical hiring.

• Work with the Talent Acquisition function to improve sourcing quality, hiring discipline, interviewer capability, and time-to-hire.

• Build strong hiring standards, role scorecards, interview structure, and offer governance.

• Support leadership on hiring prioritization and talent mapping for critical roles.

7. Compensation and benefits

• Lead the review and continuous improvement of compensation and benefits practices to ensure internal equity, market relevance, and business sustainability.

• Partner with leadership and Finance on compensation philosophy, salary structures, grading logic, and reward decisions.

• Ensure compensation and benefits frameworks support attraction, retention, performance, and organizational fairness.

• Review existing employee benefits and recommend practical enhancements aligned to employee needs, company stage, and budget reality.

• Build governance around compensation changes, promotion-related adjustments, and related approval flows.

8. People culture and employee experience

• Shape a healthy, accountable, and high-performance culture aligned with GS1 Egypt’s identity and operating reality.

• Drive employee engagement, communication rhythms, leadership behaviors, and culture-building initiatives.

• Help the business strike the right balance between professionalism, structure, agility, and ownership.

• Act on employee feedback and organizational signals with maturity and sound judgment.

9. Team leadership

• Lead, coach, and develop the existing HR Operations and Talent Acquisition team members.

• Clarify roles, improve workflows, and build function maturity over time.

• Determine future team design and resource needs as the company scales.

Qualifications

Must-have experience

• 8–12+ years of progressive HR experience, with meaningful exposure across multiple HR disciplines.

• Proven experience in a technology, software, digital product, SaaS, or tech-enabled environment.

• Experience building or maturing HR practices in a growing organization rather than only operating inside already-mature systems.

• Strong hands-on experience in performance management, policy development, HR operations, talent acquisition, and culture initiatives.

• Experience partnering with senior leadership and influencing across functions.

• Prior people leadership experience.

Strongly preferred

• Exposure to both a structured corporate environment and a fast-moving startup, scale-up, or growth business.

• Experience hiring for technical functions such as engineering, product, design, QA, DevOps, data, or support.

• Experience building HR processes in organizations with mixed populations: technical, commercial, finance, and customer-facing teams.

• Familiarity with change management and organizational design.

Core capabilities

• Strategic thinker with strong execution discipline.

• Able to build from ambiguity without overengineering.

• Strong policy-writing and process-design capability.

• Strong stakeholder management and business partnering.

• High judgment, maturity, and discretion.

• Comfortable challenging leaders when needed.

• Strong communication skills in both Arabic and English.

Personal traits

• Builder mindset

• Credible with senior leaders

• Pragmatic, not theoretical

• Structured but adaptable

• High ownership

• Culturally intelligent

• Strong operator with sound people instincts