About this role
SPECIFIC DUTIES AND RESPONSIBILITIES
Strategic HR Partnership
• Serve as a trusted HR advisor to business leaders by providing guidance on organizational design, workforce planning, and change management initiatives.
• Partner with leaders to align people strategies with business objectives and support organizational growth.
• Drive talent management programs, including succession planning, leadership development, and employee engagement initiatives.
Employee Relations and Compliance
• Ensure compliance with labor laws, employment regulations, and internal policies to mitigate legal and reputational risks.
• Provide guidance and resolution on employee relations matters and escalate issues when necessary.
• Promote fair and consistent application of policies and practices across the organization.
HR Policies and Programs
• Communicate, implement, and ensure adherence to HR policies, procedures, and programs.
• Evaluate existing policies and recommend enhancements or new policies based on organizational needs and regulatory requirements.
• Partner with HR Centers of Excellence (CoEs) to deliver integrated HR solutions.
Stakeholder Management
• Maintain regular engagement with assigned business units to understand business priorities and people-related challenges.
• Collaborate with line managers and cross-functional stakeholders to develop practical solutions and drive shared decision-making.
• Build strong relationships that foster trust, collaboration, and business partnership.
HR Analytics and Organizational Effectiveness
• Analyze workforce metrics and trends to provide insights and support data-driven decision-making.
• Identify opportunities to improve organizational performance, retention, and employee experience.
• Utilize HR data to influence strategies and measure the effectiveness of HR initiatives.
Culture and Employee Engagement
• Champion a culture of collaboration, accountability, and excellence aligned with organizational values.
• Promote programs and initiatives that enhance employee engagement, satisfaction, and overall employee experience.
• Support change initiatives that reinforce a positive and high-performing workplace culture.
Team Leadership
• Lead, coach, and develop a team of HR Business Partners to ensure consistent and effective delivery of HR support.
• Foster a collaborative and high-performing team environment while promoting professional development and capability building.
COMPETENCIES
Core Competencies (Must-have Competencies)
• Leadership and Positive Influence: Demonstrates the ability to inspire, develop, and influence others while fostering collaboration and driving business and people outcomes.
• Data-Driven Decision Making: Uses workforce metrics and insights to identify trends, solve problems, and make informed decisions that support organizational performance.
• Change Management: Effectively leads and supports organizational changes by helping leaders and employees navigate transitions and adopt new ways of working.
• Relationship Building: Establishes and maintains strong partnerships with stakeholders through trust, collaboration, and effective communication.
• Problem Solving: Applies critical thinking and sound judgment to identify issues, evaluate options, and implement effective solutions.
Complementary Competencies (Good-to-have Competencies)
• Business Acumen: Understands business operations and aligns HR initiatives with organizational priorities and goals.
• Coaching and Talent Development: Supports leaders and employees through coaching and development opportunities to strengthen capabilities and performance.
• Influencing and Negotiation: Effectively gains stakeholder buy-in and facilitates consensus to drive successful outcomes.
QUALIFICATIONS
Educational Qualifications
• Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.
• Master's degree or relevant HR certifications (e.g., CHRP, SHRM, HRCI) are an advantage.
Professional Qualifications
• Minimum of 10 years of progressive Human Resources experience, with at least 5 years in a strategic HR Business Partner or leadership role
• Strong background in talent management, employee relations, organizational development, and change management.
• Proven ability to align HR strategies with business goals and drive organizational effectiveness.
• In-depth understanding of employment laws, HR compliance, and risk mitigation.
• Proficient in Microsoft Office applications and HR systems.
Work Conditions
• Willing to work onsite (4x a week - Taytay, Rizal)
• Willing to work a graveyard schedule and may extend to later shifts as business needs require.