SUMMARY

The HR Business Partner is a critical member of our team, focused on building strong partnerships with our business leaders to drive organizational success. The incumbent in this role understands the business objectives and works collaboratively to create and implement HR strategies that support these goals.

PRIMARY RESPONSIBILITIES

Develops a deep understanding of the business operations, culture, and challenges to provide strategic HR guidance and support. Helps promote our culture and company values throughout the organization. Supports the business leaders though facilitating and coordinating Connect events. Collaborates with the Talent Management team and managers of the business to align employees/leaders and teams to the company culture through training and coaching. Collaborates with business leaders to identify employee and/or organizational needs and partner with them in developing solutions to drive employee engagement, performance, and retention. Understands and uses appropriate data such as but not limited to training results, employee survey feedback and scores, employee turnover, exit interview data to address gaps. Closely works with people managers and other stakeholders to understand issues, business context, and co-create solutions with them. Conducts brown bag sessions to source for ideas and Focus Group Discussions (FGDs) regularly to check on employee experience and proactively solve problems causing distractions at work. Conducts stay interviews to improve engagement, induce retention and get insights on factors that make employees stay. Coordinates merit increase processes. Assists in the communication of the Management Incentive Program (MIP). Partners with managers to provide support to team members such as onboarding of new hires, coaching and guidance on employee relations issues, performance management, and talent development. Co-facilitates Employee New Hire Orientation with the Talent Management Team who primarily owns the Employee Onboarding Process. Supports Goals Setting and Performance Review exercises by providing advice to the business as appropriate; coordinate activities ensuring everyone in their assigned Bus executes the process in a timely manner and more importantly at the quality level desired. Coordinates discussions and documentation of approval for off-cycle increases that typically happen when transferring/promoting employees; coordinates with the Total Rewards Team, shares off-cycle change information and approvals. Listens to employee grievances and concerns. Investigates issue/s raised and coordinates resolution with the appropriate team/s such as Total Rewards (all benefits and compensation, including information in the system issues), REWS, IT, etc. Checks in to ensure issue has been resolved and makes recommendations on improvement that need to be made to avoid similar issues from recurring.

REQUIRED SKILLS/KNOWLEDGE/ABILITIES

Leads employee engagement programs, and supports HR initiatives such as talent acquisition, succession planning, training, wellness and diversity & inclusion programs to drive positive employee experience. Supports internal mobility/recruitment following the process; partners with managers in communicating effectively. Provides sound advice as needed by the business, helping the organization promote and uphold a culture of meritocracy. Leads the execution of DEI initiatives on the ground primarily through co-leading Employee Resource Groups (ERGs), encouraging employees to participate; coordinates events. Co-creates employee engagement events with assigned BUs, fostering a fun and engaging environment. Drives the completion of important events such as but not limited to Employee Satisfaction/Pulse Surveys, RealTalks, Townhall sessions, etc. Partner with Business Units around improving engagement within teams. Partners with relevant departments and managers of the business in the implementation of Wellness programs on the ground; guides managers in fostering an environment where employees feel safe physically and mentally. Deeply understands HR metrics and data, leveraging them to identify trends and make data-driven recommendations to enhance HR programs and practices, contributing to the achievement of the business goals. Interprets the analysis conducted by the HR Systems and HRIS teams. Shares data and insights to the business to empower managers to make sound decisions based on facts. Uses relevant data when creating recommendations/solutions for every business problem. Ensures compliance with all employment laws and regulations and upholds company policies and procedures throughout the employee life cycle, from onboarding to termination. Advises people managers on the appropriate course of action and/or disciplinary action for erring employees. Leads and manages administrative cases for termination. Ensures just cause and due process are thoroughly and consistently observed; writes and serves Notices of Decision including termination letters to concerned employees. Safekeeps documentations that will serve as evidence in case of labor dispute. Guides managers in the enforcement of the Code of Conduct and implementation of such rules including local labor laws for non-terminable offenses. Tracks terminable disciplinary action cases to ensure the HR team can manage speed to process and use data gathered for improvement initiatives. Executes Return To Work Orders (RTWO) process in a timely manner, at the quality level required to ensure compliance to local labor laws. Facilitates and coordinates 5th month review for probationary employees; supports the manager of the employee concerned by providing advice as needed and ensuring documentation requirements are met on time. Until Manager Self Service and/or Employee Self Service of UKG are activated, lodge employee terminations timely. Acts as a subject matter on HR policies and procedures; educates employees on HR policies and procedures. Partners with the Legal Team on policy revisions. Supports the Committee on Decorum and Investigation in accordance to the local laws on Sexual Harassment, Code of Conduct and other pertinent policies of the company. Conducts training around Labor Laws, empowering managers to implement policies and procedures in accordance with pertinent regulations in the Philippines. Collaborates with the business and departments leaders to ensure compliance on ISO from an HR standpoint. Processes employee clearances following policies and procedures for return of assets and timely endorsement of clearances to the appropriate departments to ensure the company issues full and final pay in accordance with local regulations while protecting the company from incurring unnecessary costs.