Human Resources Business Partner

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The HR Business Partner provides strategic partnership, technical expertise, and supervision of transactional support on the management of human resources, and development of appropriate HR interventions and strategies for the assigned district/division to support business objectives, resulting to achievement of organizational strength.

Strategic Human Resource Management

Develops effective working relationships with district/division to efficiently validate information on issues, recommend appropriate HR solutions, and appraise both HR and district/division on the possible effect of its programs on the other’s programs, resulting to timely and appropriate support on organizational capability.

Equips key personnel with the appropriate knowledge and tools to help them deliver the district/division’s HR management plans, resulting to a uniform and correct delivery of HR strategies.

Ensures that each HR program’s benefit outweighs costs and that all potential areas for cost reduction during delivery have been initiated to reduce HR related costs, resulting to a positive effect on business growth.

Determines the impact and resistance to change initiatives, implements structured plans, and ensures smooth transitions. Analyzes HR policies, recommends improvements, and communicates effectively to address gaps, resulting in operational efficiency and consistent HR strategy delivery.

Designs and facilitates ad hoc meetings, workshops, processes, and discussions related to HR programs with assigned district/division to achieve performance objectives that supports HR-related outputs.

Evaluates service delivery of third-party providers against service level agreements; and recommends as necessary to ensure correct delivery of service, resulting, in turn, to HR's timely and correct support for organizational capability.

Supervises performance of the assigned team by planning its work breakdown with respect to the department's strategies and measures, coaching, engaging, and recommending development for team members; ensuring compliance with department's budget; and, negotiating effectively for costs of relevant HR programs to ensure the operational efficiency of the department, resulting, in turn, to efficient delivery of HR services.

Organizational Development

Assesses and maps the district/division’s critical work processes and functions against deliverables; and recommends review of an organization structure or job design based on researched trends and understanding of the unit’s function relative to the organization to ensure efficiency of organizational relationships, resulting to the synergy of functions in the organization.

Provides facilitation, advice, and transactional support to district/division during (a) alignment and calibration of performance goals and targets across division and (b) validation, calibration, and management of performance results against overall curve to assist in proper performance management, resulting to a direct support for business growth.

Provides facilitation, advice, and transactional support to district/division during development of job competencies to support talent development, resulting to the organizational capability to meet business goals.

Talent Development

Provides facilitation, advice, and transactional support to district/division on the talent acquisition process, people development programs, and career development process, linking these to district/division’s directions and structure to ensure continued relevance of the former, resulting to the capacity to provide the right people at the right time.

Workforce Staffing

Advises the district/division’s management during talent selection or performance validation to ensure that business directions and the company’s talent acquisition, people development principles, and career development guidelines are utilized, resulting to the capacity to provide the right people at the right time.

Advises on the capability of current talent profile and/or delivers sourcing strategies to address the current gap in the workforce supply and demand of the district/division resulting to the organizational capability to meet business goals.

Compensation and Benefits

Gathers concerns on and analyzes possible implications of a compensation and benefits strategy and its implementation to translate these suggestions on improvements, resulting to a strategy that has relevance for the organization and its employees Provides advice and transactional support to district/division during compensation and benefits strategy implementation and concerns to ensure uniform and correct implementation, resulting to work equity.

Employee Engagement and Labor Relations

Provides advice on the management of culture in the district/division to ensure alignment with the corporate culture, resulting to organizational synergy.

Rationalizes and implements employee engagement programs in a manner that shows their direct connection to business and HR strategies to encourage attendance, participation and involvement of accounts to the programs, resulting to these programs continued relevance for the organization.

Rallies business unit during employee engagement programs in order to provide support towards business growth, resulting to a better chance of achieving business goals.

Partners with the assigned account in managing employee engagement and identifying employer-employee issues to support a positive employer-employee relationship within the assigned account, resulting to recommendation of relevant employee engagement processes and programs.

Audits store compliance to labor standards and recommends the actions to take to address gaps, if there’s any, resulting to a positive labor relation.

Position Qualifications:

Graduate of Psychology, Human Resources, or any related courses.

At least 4-5 years of experience in HR business partnering.

Knowledgeable in several facets of HR such as but not limited to: Organizational Development, Employee Engagement, Labor Relations, Talent Management and Development, Compensation and Benefits, and Project Management.

Strong written and verbal communication skills.

Must be willing to perform fieldwork for store visits and ocular inspections.

Willing to be assigned in Ortigas, Pasig City (hybrid set-up).