Technology People Partnering Manager

Established in 2008, Geidea epitomizes customer focused empowerment and commercial success through continuous innovation.

Geidea makes best in class digital payment solutions available for all by attracting and leveraging the best creative & entrepreneurial talent in the market

Our solutions give any business the chance to get ahead and reach for more no matter their size or maturity.

Our technology mirrors our people - Smart, Innovative & Forward Thinking

www.geidea.net

To maintain a competitive advantage as we grow, we are currently looking for a new "Technology People Partnering Manager"

Job purpose:

This is a high-impact managerial role combining full ownership of Talent Acquisition for all technology functions across Egypt and India with strategic HR Business Partnering responsibilities in Egypt. The role partners with leaders across five technology functions to attract, hire, and retain top technical talent, while also driving the people agenda for Egypt’s technology teams and all strategic support functions (e.g., Finance, Legal, Compliance, Risk, HR, Marketing). It also plays a key role in building HR capability, coaching emerging HR talent, and positioning Geidea as an employer of choice.

Key accountabilities and decision ownership:

Strategic Partnering

• Partner with function leaders to co-develop and maintain people plans aligned with organisational and functional strategies.
• Collaborate with COEs as a trusted advisor to leadership on workforce planning, organisational design, succession planning, and talent development.
• Maintain a regular rhythm of strategic touchpoints (e.g., half-year strategy meetings, quarterly updates) to ensure alignment and adjust priorities.

Operational Delivery

• Oversee the full employee lifecycle for assigned functions, ensuring a consistent, engaging experience from onboarding to exit, while ensuring compliance, timely execution, and alignment with policy.
• Coordinate with HR Centres of Excellence and teams (P&G, OE, TR, HR Ops, L&D) to ensure seamless delivery of HR initiative and services.

Talent Acquisition

• Own recruitment outcomes for assigned functions, from supporting workforce planning through to onboarding.
• Partner with hiring managers to ensure role profiles, sourcing strategies, and selection processes are fit for purpose and aligned to business priorities.
• Lead talent pipeline building for critical and hard-to-fill roles, leveraging both internal and external networks.
• Oversee candidate experience, ensuring timely, high-quality communication and a positive employer brand.

Compensation, Promotions & Retention Execution

• Lead functional execution of bi-annual compensation reviews, consolidating data, gathering manager inputs, and ensuring timelines with TR and HR Ops.
• Coordinate ad-hoc retention requests, preparing business cases and recommendations for leadership.
• Review and process bi-annual promotions, validating eligibility and documentation before TR and senior HR leadership review.
• Implement approved salary, promotion, and retention changes, tracking budget use with TR and optimising allocations to meet functional needs.

Talent & Succession Management

• Drive the identification and development of critical roles, successors, and high-potential talent within assigned functions.
• Oversee the creation and execution of targeted Individual Development Plans (IDPs) for succession candidates.
• Ensure performance management processes are executed effectively, with robust calibration and feedback cycles.

Engagement & Employee Experience

• Partner with leaders to act on engagement survey results and track improvement progress.
• Promote an inclusive, high-performance culture through leadership coaching, change management support, and targeted interventions.

Employee Relations & Investigations

• Manage ER cases, including grievances, conflicts, and disciplinary actions.
• Lead or support workplace investigations in collaboration with HR leadership and Legal.

Team Leadership & Development

• Manage, coach, and develop HRBPs and TA specialists to grow their business acumen, HR capability, and leadership potential.
• Allocate responsibilities and provide oversight to ensure team members meet both function-specific and shared objectives.
• Actively mentor HRBPs to prepare them for future HRBP Lead roles.

Data & Insights

• Translate people and TA data into actionable insights for leaders, linking HR and recruitment metrics to business outcomes.

Monitor KPIs across engagement, turnover, recruitment, and talent development to guide decision-making.

Must have technical/professional qualifications:

• Bachelor’s degree in HR, Business, or related field (Master’s preferred)
• 7+ years of progressive experience in talent acquisition and HR business partnering
• Proven track record influencing senior stakeholders and leading cross-functional initiatives
• Expertise in HR systems (e.g., SuccessFactors) and Egyptian labor law
• Experience in the hire of a broad range of corporate and technical roles
• Experience in volume hiring
• Preferably having worked within a similar Fintech environment

Our values guide how we think and act - They describe what we care about the most

• C ustomer first - It’s embedded in our design thinking and customer service approach
• O pen - Openness allows us to constantly improve and evolve
• R eal - No jargon and no excuses!
• B old - Constantly challenging ourselves and our way of thinking.
• R esilient – If we fail, we bounce back stronger than before.
• C ollaborative - We know that we can achieve a lot more as a team.

We are changing lives by constantly striving for a better solution.