Duties and Responsibilities:

To establish and develop a strategic relationship with Client stakeholders and other HR Business Partners by understanding the business needs and recommending the necessary approach in driving its business directives in accordance and compliance with both the Philippine labor laws and company-specific guidelines. (Strategic Partnership)
To identify, understand and support the business using data-driven studies and recommend or provide a systematic approach or resolution. (Data-Driven Solution)
To further align the huge portion of "business sense and acumen" of any HR person sitting in our accounts and that interest is to grow all businesses through superior HR services vs. traditional HR. (Business Driven)

Organizational Development and Talent Management

Drive initiatives aimed at improving organizational effectiveness and boosting employee engagement. Develop and roll out programs focused on employee development, career growth, and succession planning.
Recommends and implements change management strategies to facilitate the adoption of new processes and technologies. Collaborate with leadership to ensure seamless organizational transitions.

Utilize data and HR metrics to provide insights and support decision-making. Develop and report on key HR metrics that measure the effectiveness and impact of HR initiatives.
Conduct market research and analyze industry trends to inform HR strategy and ensure competitive compensation and benefits packages.
Support the recruitment, retention, and development of top talent. Implement talent management strategies to foster a diverse and inclusive workforce.

Employee (Labor) Relations

To implement discipline management and ensure that due process is followed in compliance with both the Philippine labor laws and company-specific guidelines and Client-specific policies.
Enables the Exit Management Process by ensuring separating employees undergo a rigid and proper exit process and complete specific requirements and can sign off quitclaim and waiver.
Utilizes the acquired information to build on retention and process improvement initiatives of the company.

Client Relationship Management

Conducts orientation, onboarding and refresher courses with clients.
Points of Contact for all related day-to-day HR concerns for our clients.
Applies consultative problem-solving skills.
Job shadowing with employees to better understand their KPIs and the Client’s business operations, as necessary.
Participates in meetings that involve a range of issues as needed and/or assigned (e.g. personnel actions, regulatory requirements, actions involving outside agencies, inter-department needs, etc.)
Participates in presentations, such as business reviews and reports.
Conduct regular site visits to clients.

Human Resources Service and Compliance

Point of contact for employee concerns, including necessary documentation and certifications.
Conducts and facilitates HR-related enablement sessions to ensure that employees are kept updated as well as informed on the latest policies, guidelines and systems in use essential to the completion of the employee’s work.
Ensures that all HR-related service level agreements (SLAs) are met within the specified timelines.
Ensures timely communication, execution, and completion of the performance evaluations for beginning, mid and year-end appraisals, and other evaluations, as necessary.
Oversees and reviews employee movement documentation to ensure accuracy in records and that employees are updated on their new movements and/or status within the organization.
Provide support to the People Experience Team to identify strategies that will increase employee engagement.
Ensure that all HR-related deliverables, documentation, and action items are submitted, filed and/or processed within a prescribed period in relation to but not limited to Labor Law standards, all forms of internal and external audits and/or government-mandated directives.

Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
Handle or escalate complaints or questions regarding discrepancies. Manage input of bonuses, commission and/or deductions.

Special Projects/Project Management

Is tasked to take on additional projects as necessary and as instructed by immediate superior or one-up manager.

HUMAN RESOURCE BUSINESS PARTNER