Overview
The HR Business Partner (HRBP) is a strategic partner and trusted advisor to business leaders, playing a critical role in driving organizational effectiveness and business success. The HRBP develops a deep understanding of business priorities and collaborates closely with leaders to co-create and execute people strategies that directly enable the achievement of business objectives.
The HR Business Partner provides dedicated support to assigned Business Units/Functions, acting as a consultant to the business. In this capacity, the HRBP leverages data, insights, and sound judgment to facilitate strategic, talent‑ and business‑focused discussions, influence decision-making, and help leaders address complex organizational and workforce challenges.
Responsibilities
PRIMARY RESPONSIBILITIES:
- Develops a deep understanding of the business operations, culture, and challenges to provide strategic HR guidance and support, typically documented in the Talent Agenda. The HRBP helps promote our culture and company values throughout the organization while staying aligned with the business goals.
- 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 talent development, 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 and other bonus plans.
- 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.
- Facilitates discussions and documentation of approval for off-cycle increases that typically happen when transferring/promoting employees; coordinates with the Tot
- 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.
- Leads employee engagement programs, and supports HR initiatives such as talent acquisition, performance and potential discussion (including but not limited to 9-box) 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 VOICE Surveys, RealTalks, Townhall sessions, etc.
- Partner with Business Units around improving engagement within teams.
- g. 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.
- Facilitates the process of 9-box assessments, succession planning, and other performance management processes.
- 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 employee data proactively.
- 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 5 th 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.
- Lodges employee terminations timely.
- g. 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.
- l. If needed, supports the processing of 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.
- m. Represents the company in DOLE/NLRC cases initial meetings; explores possibility of settlement using proper avenues and recommends whether to settle or not based on risk analysis that includes the potential costs of litigation (potential awards, legal fees, etc). Follows through until closure of SENA cases.
- n. Endorses cases proceeding to arbitration to the Legal Team; assists as needed while hearing such cases until Decisions are issued by the Labor Arbiter
- Provides inputs to the leadership to continuously improve HR policies and processes; assists in projects, both globally and locally as needed to improve efficiency of the team.
- Attends to other duties relevant to the advancement of people and the business.
Qualifications
- 5+ years of progressive HR experience with a focus on HR business partnering.
- Bachelor's degree in Human Resources, Business Administration, or related field is preferred.
- Strong understanding of HR best practices, employment laws, and regulations.
- Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
- Proven ability to influence and drive change, with a focus on continuous improvement and AI.
- Proven critical thinking and strong analytical skills with the ability to interpret data and trends to make informed decisions.
- Business acumen, with proven ability to understand issues from the business perspective, balanced with human-centric approach.
- Strong thought leadership, with proven ability to influence and inspire others with perspectives on specific topics.
- Resilient, capable to recover quickly from difficult situations to carry out a mission.
- Ability to work on site, following US hour (night shift)
- Experience in using AI, systematizing and optimizing processes is a huge advantage
