HR Business Partner

ROLE DESCRIPTION:

• Translate business strategies into organizational design requirements; facilitate organizational review discussions and provide standards and recommendations for the creation and modification of organizational structures.
• Drive the business and culture transformation of the Company by enabling employees and management to anticipate and manage forthcoming business challenges.
• Act as strategic partner to the management team in ensuring alignment of people strategy and initiatives with business priorities and directions.

DUTIES & RESPONSIBILITIES:

Workforce Planning

• Develops account-specific short- and long-term workforce plans to support Current and Future Modes of Operation.
• Develops the yearly workforce plan of the account in partnership with Line Managers;
• Identifies workforce and talent gaps in the assigned account;
• Validates hiring, employee movements and exits, ensuring that these are within the approved manpower budget and that roles are aligned with the account's operating model.

Job Description

• Ensures that all organizational units and positions within the assigned account have job descriptions that are aligned with decision making the account's strategies and mode and operation;
• Approves job descriptions and validates the results of the position's job valuation.

Talent Acquisition and Management

• Together with the Center of Excellence (COE), designs and implements account-specific talent acquisition plans involving outsourcing and in-sourcing strategies of the account;
• Together with the COE, develops Talent Management interventions to support the account's future mode of operation;
• Conducts leadership evaluation for Executive and Officer hiring and talent mobility in alignment with the PLDT Group Leadership Framework;
• Conducts coaching of the account's Top-Level Leaders;
• Approves job offers provided to account-specific candidates;
• Oversees effective onboarding for Executives and Officers;
• Analyzes exit interview insights and comes up, together with COE and Shared Services, and executes on programs that improve employee experience.

Total Rewards and Performance Management

• Together with the COE, develops and communicates total rewards strategies, retention programs and performance management programs within the account;
• Facilitates development, approval and cascade of Group and
• Sector-level Shared KPis within the specific account;
• Leads the Group-level performance calibration and promotion process within the account.

Culture and Engagement

• Works with the COE to develop programs that propagate the PLDT Group's culture and supports long-term ambitions;
• Supports the COE in rolling out organization-wide employee welfare and recognition programs;
• Executes account-specific communication relating to the accounts organization, leadership, and strategic HR programs;
• Provides advice to the account's Executives and Officers on improving engagement levels of employees.

Learning and Organizational Development

• Leads the conduct of the account's Organizational Needs Assessment and Diagnosis;
• Together with the COE, develops and executes on organizational effectiveness interventions;
• Aligns learning programs with the account's strategies and transformational goals

Technical Competencies:

• Strategic Workforce Planning
• Organizational Development
• Change Management
• Talent Management, Succession and Leadership Development
• Coaching and Mentoring
• Financial/Budget Management
• Rewards Planning
• Knowledge of overall HR lifecycle management