Senior Human Resources Business Partner

Great People make Schneider Electric a great company.

Do you dream of working in a company that is driven by a meaningful purpose and that continuously creates an inclusive environment where you are empowered to do your best and be innovative

The Role: Senior HR Business Partner

What will you do

The Sr. HR Business Partner provides the day-to-day performance management guidance to the business's management personnel through coaching, career development, counseling, and disciplinary actions. In this capacity, the Sr. HR Business Partner manages and resolves complex organization and employee-relations issues.

The Sr. HR Business Partner also takes initiative and provides informal leadership and mentorship to less experienced HR professionals within the business where he / she acts as the program/process leader for various HR initiatives, for example, performance management process, succession planning, or employee development.

The Sr. HR Business Partner creates a people plan and organizational design for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business. He / she also implements talent management processes for all employees in all departments within the Commercial office and provides thought-leadership on issues that may avail improved operation and performance of the business as a whole as well as the HR department. HRBP further provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business's overall efficiencies.

Strategy:

The Sr. HR Business Partner supports the embedding of the business strategies at various departments and levels. In this capacity, the Sr. HR Business Partner develops talent strategies and provides guidance and input on workforce planning, business unit restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner.

Analytics:

The Sr. HR Business Partner analyzes trends and metrics in partnership with other HR teams in order to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones. The HR Business Partner assists in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization.

He / she is also tasked with developing programs and methods that aid in the achievement of measurable improvements in metric results and which avail actionable people management solutions and strategies.

Relationships:

The Sr. HR Business Partner is also tasked with maintaining healthy relationships across the business. In this capacity, he / she conducts regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships.

He / she additionally oversees and manages complex employee-relations issues, supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices.

Collaboration:

The role of the HR Business Partner is largely a collaborative one. The HR Business Partner teams up with other HR departmental teams in determining approaches to matters of recruitment, compensation, and other HR functions in order to ensure that the programs in place are effective and efficient. He / she

actively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and territory-wide challenges.

The HR Business Partner additionally works closely with the stakeholders ensuring that they are accessing the most relevant/suitable labor and development programs while supporting the design and development of new/improved labor and development programs. He also works with the stakeholders throughout the business with a view of further driving the people management agenda that will in turn support the achievement of the business's overall goals.

Knowledge and Opportunity:

The Sr. HR Business Partner has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee engagement and retention.

In this capacity, the Sr. HR Business partner conducts research consistently and avails ways to add value to the business by presenting an appropriate blend of reactive and proactive solutions for people management, which will further the business's agenda across all departments and ultimately enable the achievement of overall goals.

Qualifications:

The candidate must have at least 10 years experience in similar role capacity.

The candidate should also demonstrate a strong understanding and experience working with multiple human resource disciplines, for example, employee relations, compensation practices, organizational diagnosis, performance management, staffing, and Philippines labor laws.

A suitable candidate will also have proven and successful experience executing organizational change programs as delegated by senior HR management. He / she should be self-motivated, proactive and able to work and embrace digital solutions.

This role will report to Cavite and at times, BGC.