Key Responsibilities
Strategic Partnership
- Partner with department heads to understand business objectives and translate them into HR priorities (talent, retention, engagement, productivity)
- Provide data-driven HR insights to leadership – turnover analysis, headcount planning, employee engagement trends, and hiring forecasts
- Act as a bridge between business units and the central HR team (recruitment, payroll, comp & ben, L&D)
Talent Management & Workforce Planning
- Collaborate with recruiters to forecast hiring needs based on business growth and attrition rates (especially for field sales, collection officers, branch staff)
- Participate in interview and selection processes for key roles; ensure fit with both technical requirements and company culture
- Support onboarding and offboarding processes to ensure smooth integration and compliance
Employee Relations & Engagement
- Serve as the primary HR point of contact for employee concerns, grievances, and disciplinary actions – ensuring fair, timely, and legally compliant resolution
- Conduct regular stay interviews, exit interviews, and pulse surveys; analyze data to improve retention
- Plan and execute employee engagement initiatives (recognition programs, team-building events, wellness activities) suitable for a BGC office and field teams
Performance Management
- Guide managers in setting SMART goals, conducting performance appraisals, and providing continuous feedback
- Support the implementation of performance improvement plans (PIPs) for underperforming employees
- Track performance metrics (e.g., sales targets, collection efficiency, customer service KPIs) and link them to HR actions (training, promotion, reassignment)
Compliance & Policy Implementation
- Ensure HR policies and labor standards comply with Philippine labor laws (DOLE regulations, contract types, working hours, overtime, 13th month, etc.)
- Assist in updating and communicating the employee handbook, code of conduct, and disciplinary procedures
- Manage administrative due process for investigations, hearings, and terminations when necessary
Learning & Development
- Identify skill gaps within business units (e.g., negotiation skills for sales, compliance for credit, resilience for collections)
- Coordinate with L&D team or external providers to deliver relevant training programs
- Support career pathing and succession planning for high-potential employees
HR Operations & Reporting
- Maintain accurate employee records (promotions, transfers, separations, disciplinary actions) in HRIS
- Prepare monthly HRBP reports – attrition rate, absenteeism, case resolution time, engagement scores
- Assist in payroll-related validations (attendance, leaves, adjustments) as needed
Qualifications & Requirements
- Education: Bachelor's degree in Psychology, HR Management, Business Administration, or related field. CHRP or other HR certification is a plus
- Experience: Minimum 4–6 years of HR experience, with at least 2 years as an HRBP or HR Generalist supporting front-line / operational teams. Experience in consumer finance, fintech, telecom retail, or installment sales is strongly preferred
- Industry knowledge: Familiarity with high-volume hiring, field staff management, and handling sensitive employee relations in a fast-paced environment
- Technical skills: Proficient in HRIS (e.g., Sprout, BambooHR, or SAP SuccessFactors), Google Workspace / MS Office (Excel for data analysis)
- Soft skills: Strong business acumen, conflict resolution, coaching, communication, and problem-solving skills
- Language: Fluent in English and Filipino (Tagalog) – must be able to conduct investigations and communicate with all levels
- Availability: Willing to work on-site in BGC and occasionally visit other branches or field offices
Powered by JazzHR
eDXecpNGv0
