Human Resources Business Partner

I. Job Summary Connects the Human Resources team to the organization through strategic HR management, data driven decision making, employee experience, talent management, and effective collaboration. II. KEY RESULT AREAS (KRA) Business Partnership Builds strong, trusted, and influential relationships with internal and stakeholders. Provides HR policy guidance and interpretation and consults with management when appropriate. Analyzes trends and metrics in partnership with the Store Operations and HR Leadership Team to develop sound HR solutions, programs, and policies to put forward to the company. Assess and anticipates human resources-related needs of stakeholders and employees. Employee Relations, Engagement, and Retention Provides appropriate feedback and resolution to employee concerns promptly. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Initiates and drives employee engagement activities, rewards, and recognition. Conducts regular touch points with employees through 1-on-1s, small group meetings, and FGDs, results of which are consolidated into a report with insights and action items. Conducts exit interviews and forwards a report to the employee's Immediate Superior and Business Unit Head. Fosters a positive workplace culture by addressing employee concerns and promoting open communication. Collaborate with cross-functional teams to resolve HR-related challenges and maintain a healthy working environment. Organizational Development Conducting organizational assessments that includes organization’s current structure, culture, systems, and processes and involves reviewing data, conducting surveys and interviews with stakeholders, and analyzing results to identify areas for improvement. Develops and implements strategies to improve the organization’s performance, efficiency, and effectiveness. This may involve designing and implementing new policies and procedures, identifying training needs, developing leadership programs, or redesigning the organizational structure. Analyzes data, identifies trends and make recommendations for improvement to the organization’s leadership team. Works collaboratively with other departments within the organization, to ensure that their initiatives align with the overall mission and goals of the organization. Performance Management Monitors 3rd and 5th month review of recent hires and provides support to the employee or department when needed. Conducts, recommends, and fulfills probationary and annual performance review. Executes employee movements, including change in employment status, promotion, merit increase, and related salary reviews. Provides performance management guidance to clients, employees, and People Managers through performance interventions such as coaching, counseling, and Performance Improvement Plan (PIP). Employee Discipline Maintains in-depth knowledge of legal requirements related to management of employees, reducing legal risks and ensuring regulatory compliance. Consults HR Leaders on decisions and appropriate course of action, as needed or whenever required. Enforces company policies including the Code of Conduct by facilitating learning sessions or roadshows and handling the discipline management process. Manages and resolves end-to-end complex discipline-related issues by conducting effective, thorough, and objective investigations. Compliance and Occupational Safety & Health (in collaboration with Facilities & Admin) Implements, maintains, and inspects health and safety standards in the workplace. Provides safety management, advice, monitoring, and. Engages employees in programs that ensure safe practice in the workplace and conducts training or meetings to share best practice techniques. Ensures compliance with protocols and standards set by government agencies like DOLE, PEZA, BOI, etc. Other Responsibilities Abide by and perform all functions, duties, and responsibilities to be assigned by the Company in due course. Comply with the orders and instructions given from time to time by the Company through its authorized representatives. Perform any other administrative or non-administrative duties as assigned by any of the Company's representatives from time to time through direct written order or by verbal assignment. Willingness to go to multiple stores within his/her scope of responsibility. IV. JOB QUALIFICATIONS Work Experience At least 2-3 years of experience as an HR practitioner specializing in Labor Relations and Organizational Development . Strong familiarity with the Philippine Labor Code and demonstrated expertise in handling Labor Cases . Proven experience in addressing and managing Employee Relations concerns. Educational Background: Graduate of any four-year course, preferably in the field of Human Resources, Psychology, Behavioral Sciences. Knowledge and Skills Proficient in using Microsoft Office tools. Must have strong stakeholder management capability. Must have excellent verbal and written English Communication Skills. Must have good organizational skills and value personal traits such as integrity, confidentiality, and ability to work with diverse groups of people. Ability to multi-task and prioritize. Demonstrated record of accomplishment in the following areas: Project Management Leadership Coaching Change Management #J-18808-Ljbffr