ملف الشركة
عن الشركة
AIi
هذا الملخص مُعد بمساعدة الذكاء الاصطناعي اعتمادًا على المعلومات المتاحة، وقد لا يعكس جميع تفاصيل الشركة.Khazna is a job website seeking qualified professionals for roles such as Back End Developer. The platform aims to connect skilled candidates with relevant employment opportunities, focusing on technical positions that require expertise in server-side development and system architecture. While the specific industry and operational details of Khazna are not provided, the presence of back-end developer roles suggests an emphasis on technology-driven hiring needs. The website likely serves as a resource for individuals looking to advance their careers in software development and related fields. By highlighting job titles, Khazna provides insight into the types of positions available, though further information about its business model, size, or target audience remains unspecified.
About Khazna
Khazna launched in 2020 with a mission to improve the financial well-being of the underbanked, who have little access to formal financial services by providing access to convenient, effective and secure smartphone-based financial services. Khazna has received the Central Bank of Egypt’s first prepaid card license and aims to become the go-to neobank for underbanked consumers across the Middle East. In the next phase of its journey, Khazna is looking to continue scaling up its operations in Egypt and to launch its operations in Saudi Arabia.
This is a fun stage in the company's lifecycle as the core foundation has been laid, but it is still early enough to assume a ton of ownership and to help shape the future of the company and its success.
Role Overview
Khazna is a fast-growing fintech operating across Egypt and Saudi Arabia. The People Experience team sits within the wider People & Culture function and supports the business across Talent Management, HR Business Partnering, Talent Acquisition, employee engagement, and related people services.
This is a senior individual contributor role focused primarily on Learning & Development, employee engagement, onboarding, and employee communications related to engagement and culture. The role is designed for someone who combines practical L&D and engagement experience with strong operational discipline and follow-through, turning plans into consistent, timely, well-documented programs and employee experiences. It also supports Performance Management and Talent Management cycles and provides a development path into broader HR Business Partnering, Employee Relations, and Talent Acquisition scope as capability and organizational need evolve.
Key Responsibilities
What This Role Owns:
Learning & Development
Own the training needs analysis process — run it with managers across individual, team, and organizational needs, and turn the findings into a clear view of where capability gaps sit.
Own the annual L&D plan, calendar, and operating rhythm, while aligning priorities, audiences, delivery approach, owners, timing, and dependencies with the People & Culture Manager.
Design, adapt, and facilitate in-house learning programs and workshops where appropriate; maintain reusable learning materials; and brief internal subject matter experts facilitating sessions. Experience building structured learning content from scratch is a strong advantage.
Evaluate learning through feedback, participation, application, and follow-up; report on impact and uptake; and continuously improve the learning offer.
Support in maintaining visibility of L&D activity, budget requirements, vendors, logistics, attendance, and outstanding actions.
Engagement & Exit
Support in building the engagement calendar and owning delivery of interactive engagement initiatives end-to-end — concept, planning, budget, logistics, communication, execution, participation tracking, and follow-up.
Translate engagement findings and employee feedback into visible programs, events, campaigns, manager actions, and employee experiences.
Own the exit interview process for assigned populations, including regular analysis of trends and themes.
Support engagement survey analysis with the wider team, then own the activation and follow-through of agreed initiatives.
Onboarding Experience
Own the onboarding process and employee experience from pre-joining through probation completion, ensuring every new joiner receives a consistent, timely, and well-coordinated experience.
Support in building and maintaining clear manager and team onboarding expectations, including structured Day 30, Day 60, and Day 90 checkpoints, role integration, probation reviews, required documentation, completion evidence, and clear ownership of actions.
Track onboarding and probation milestones, follow up proactively with managers and employees, maintain completion evidence and records, and escalate delays, concerns, or cases requiring intervention to the relevant HRBP.
Use employee and manager feedback, completion data, and recurring issues to continuously improve the onboarding framework and experience.
What This Role Supports:
Performance Management
Administer the performance review cycle — system setup, launch communications, manager guidance, completion tracking — to the approach and timeline set by the People & Culture Manager.
Prepare calibration materials and support the sessions.
Support managers in turning review outcomes into development actions, maintain cycle documentation and follow-up, and feed process improvements back to the People & Culture Manager.
Talent Reviews & Career Frameworks
Support the implementation, communication, maintenance, and periodic review of Talent Management frameworks designed and governed by the People & Culture Manager and HR leadership.
Employee Relations & Talent Acquisition
Support employee relations matters with guidance from the People & Culture Manager.
Support Talent Acquisition when additional team capacity is needed, including participating in recruitment activity where appropriate. Talent Acquisition experience is useful but not required.
Reporting
Support reporting and operating dashboards for learning, engagement, onboarding, exit, and development activity, with clear observations, actions, deadlines, and follow-up.
Act as a senior point of reference on L&D, engagement, onboarding, and recurring People Experience processes, sharing practical guidance and good practice with the People Experience Specialists.
Growth Path
The role is expected to deepen ownership of its core employee-experience and development areas while progressively gaining broader exposure to the People disciplines already established within the team.
Build increasingly sophisticated engagement, onboarding, and L&D practices, including stronger measurement, manager enablement, content design, vendor management, and programme improvement.
Take on greater responsibility within Performance Management and Talent Management cycles, with deeper exposure to HR Business Partnering, Employee Relations, and Talent Acquisition.
Requirements
Bachelor's degree in Business Administration, Human Resources, Psychology, or a related field.
5+ years of HR / People experience, with strong practical depth in Learning & Development, employee engagement, onboarding, employee experience, or a closely related area.
Practical experience designing, adapting, and facilitating learning interventions directly. Experience creating structured learning content or programmes from scratch is a strong advantage.
Experience supporting structured People cycles such as performance, talent, onboarding, or development, with evidence of strong process discipline and follow-through.
Comfortable working with people's data and turning it into clear, practical analysis and actions.
Confident working directly with managers and department heads, particularly on development, onboarding, and engagement.
Demonstrated operational discipline: able to manage calendars, simple budgets, vendors, logistics, communications, documentation, deadlines, and recurring follow-up consistently.
Experience planning and delivering employee engagement initiatives, events, campaigns, or employee-experience programmes is strongly preferred.
Experience owning or materially improving onboarding and probation processes is strongly preferred.
Exposure to Talent Management frameworks, talent reviews, succession planning, or career architecture is a big advantage.
Experience handling employee relations matters and exposure to Talent Acquisition are advantages.
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