Associate Director, HR Business Partner (Night Shift | Hybrid - Taytay, Rizal)

10-12 Years

Early Applicant

Job Description

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