Global Human Resources Business Partner

Tiryaki Agro; Üsküdar; On-site; TRY 450,000 - 650,000; Full time

Job summary

Tiryaki Agro seeks a Global Human Resources Business Partner who will align HR strategies with business goals across international operations, coordinating with country leaders and central HR to drive growth.

You will lead workforce planning, talent management, performance and succession, and expatriate assignments while ensuring local compliance and consistent HR practices across regions. Strong English, cross-cultural collaboration, and travel readiness are essential.

Qualifications

• Bachelor’s degree in HR, Business Admin, Psychology, Sociology, Economics, Labor Economics, Industrial Relations, or related field.
• Minimum 8 years of hands-on HRBP experience in a multinational with intl operations.
• Experience in end-to-end recruitment, workforce requirement analysis, candidate assessment, offers and onboarding.
• Experience partnering with leaders on workforce planning, organizational effectiveness, performance, talent management and employee development.
• Experience working with international teams across countries and cultures.
• Excellent English; Spanish or Arabic a strong plus.
• Willingness to travel internationally, especially to Middle East, East Africa, West Africa & South America.

Responsibilities

• Strategic HR partnering with country and regional leaders to translate priorities into HR strategies.
• Lead workforce planning, organizational design, and resource allocation.
• Guide managers on people-related matters, development, and performance management.
• Identify organizational and talent challenges and recommend data-driven solutions.
• Lead end-to-end recruitment across assigned countries in collaboration with local teams.
• Support talent development, succession planning, and performance initiatives across regions.
• Coordinate international assignments and expatriate management processes.

Skills

English proficiency

Cross-functional collaboration

Analytical mindset

Stakeholder management

Travel-ready

Education

Bachelor’s degree in Human Resources, Business Administration, Psychology, Sociology, Economics, Labor Economics, Industrial Relations, or a related field

Job description

With a 60-year history, Tiryaki Agro is one of the world's leading agricultural supply chain companies. Its unique global business model spans the entire supply chain, from certified seed production and field cultivation to storage, processing, logistics, trade, and delivery to end consumers.

Tiryaki Agro provides nutritional solutions worldwide, committed to building a food future in harmony with nature. The company processes products sourced from approximately 30 countries, particularly Türkiye, across 27 facilities in 10 locations on three continents. It delivers more than 4 million tons of conventional and organic agricultural products annually to customers in 70 countries and operates in more than 40 ports worldwide.

Since 2018, Tiryaki Agro has further strengthened its global presence through the acquisition of a majority stake in Sunrise Foods International, one of the world's leading supply chain management companies specializing in organic feed and oilseeds.

Position Overview

The Global Human Resources Business Partner will partner with business leaders across Tiryaki Agro's international operations, particularly in the Middle East, East Africa, and West Africa, South America to align HR strategies with business objectives and support organizational growth.

The role will work closely with country and regional leaders, local HR teams in the countries, and central HR functions to hiring, strengthen workforce planning, talent management, organizational effectiveness, and employee development across international operations.

The position will also coordinate key international HR processes, including expatriate management, international assignments, and compliance with local labor laws and company policies, ensuring consistent and effective HR practices across assigned countries.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, Sociology, Economics, Labor Economics, Industrial Relations, or a related field.
• Minimum 8 years of hands-on experience in an HR Business Partner role, preferably within a multinational organization supporting international operations.
• Demonstrated hands-on experience in end-to-end recruitment, including workforce requirement analysis, candidate assessment, offer management, and onboarding.
• Experience partnering directly with business leaders and line managers on workforce planning, organizational effectiveness, performance management, talent management, and employee development.
• Experience working with international teams and stakeholders across different countries and cultures.
• Strong knowledge of core HR processes, including workforce planning, talent management, performance management, succession planning, and employee development.
• Experience supporting international HR operations, particularly across the Middle East and/or Africa, is strongly preferred.
• Familiarity with international assignments, expatriate management, compensation practices, work permits, and local labor regulations is an advantage.
• Excellent written and verbal communication skills in English; proficiency in Spanish and/or Arabic is a strong plus.
• Strong interpersonal and stakeholder management skills, with the ability to collaborate effectively with employees and leaders at all organizational levels.
• Analytical mindset, with the ability to interpret HR data and translate insights into actionable recommendations.
• Results-oriented approach, strong problem-solving skills, and the ability to work collaboratively in a multicultural environment.
• Willingness and ability to travel internationally, particularly to the Middle East, East Africa, West Africa and South America.

Main Responsibilities

Strategic HR Business Partnering

• Partner with country and regional leaders to understand business priorities and translate them into effective HR strategies and initiatives.
• Support workforce planning, organizational design, and resource allocation in line with business needs.
• Provide guidance to managers on people-related matters, organizational effectiveness, employee development, and performance management.
• Identify organizational and talent-related challenges and recommend practical, data-driven solutions.

Talent and Organizational Development

• Lead and coordinate end-to-end recruitment processes across assigned countries, including workforce needs analysis, candidate assessment, offer management, and onboarding, in collaboration with business leaders and local HR teams.
• Support talent development, succession planning, and performance management initiatives across assigned countries.
• Collaborate with business leaders and local HR teams to identify critical roles, workforce capabilities, and employee development needs.
• Contribute to the implementation of global HR projects and initiatives, adapting them to local business requirements where necessary.

International HR Operations and Coordination

• Coordinate HR processes across international operations, working closely with local HR teams where available and relevant business stakeholders in countries without dedicated HR resources.
• Support the consistent implementation of company HR policies, procedures, and standards while considering local requirements and business needs.
• Coordinate international assignments and expatriate management processes, including compensation packages, employment offers, work permits, and related administrative requirements.
• Collaborate with relevant internal functions and external service providers to support compliance with applicable local labor laws and employment regulations.

HR Reporting and Analytics

• Prepare and analyze HR reports and key workforce metrics across assigned countries.
• Monitor relevant HR indicators, identify trends, and provide insights to support management decisions.
• Support the standardization of HR reporting and contribute to continuous improvement in international HR processes.

International Collaboration

• Build effective working relationships with country and regional leaders, local HR teams, and central HR functions.
• Facilitate communication and knowledge sharing between headquarters and international operations.
• Undertake international travel as required to support business leaders, HR initiatives, and organizational needs.