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Senior HR Business Partner
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Overview
Direct message the job poster from Filinvest Development Corporation
Work Location: Makati based/ onsite on weekdays
Responsibilities- Workforce Planning: Implement talent strategy and workforce planning across critical roles and future capability needs as aligned with COEs
- HR Cost Management: Monitor budget oversight and optimization of HR-related costs
- HR Cost Management: Implement resource planning and ROI tracking for programs
- Talent Strategy Formulation and Talent Management Activities Execution as Aligned with HR COE: Ensure end-to-end deployment of talent management and COE-aligned programs such as but not limited to performance management, succession and talent reviews, employee promotion, career pathing, competency assessment, etc.
- Talent Analytics and Reporting: Ensure availability and optimize Talent analytics and dashboard reporting
- HR Programs Implementation: Ensure end-to-end implementation of HR COE Programs to the business
- HR Programs Implementation: Ensure comprehensive and relevant employee communication and employee enablement
- Learning and Development: Learning Needs Analysis and Learning Solutions Design and Implementation: Facilitate company-specific learning needs and execution of business-specific learning interventions in collaboration with L&D team for implementation
- Organization Development: Organization Design and Structure: Review organization structure, planning and design
- Pulsing, Diagnosis, & Interventions: Facilitate diagnosis of team and organizational issues, intervention planning including retention planning and initiatives deployment
- Change Management: Implement change management activities during organizational transitions in partnership with the leadership team
- Employee Relations/Labor Relations: End-to-end discipline process: Manage labor relations across the Utilities Group and oversee the end-to-end implementation of the employee discipline process
- Employee Resource Groups/Committees: Ensure facilitation of employee resource groups and committees
- Behavioral Threat Assessment and Management: Identify potential behavioral threats within the workforce and implement mitigation strategies to address and manage risk in collaboration with safety and security teams
- Employee Engagement: Engagement activities planning and implementation; cascade and planning for survey results; conduct Exit Interviews, Analysis and Interventions
- Employee Issue Resolution: Level 3 (complex): Provide resolution on employee issues categorized at level 3 Crisis Management; Act as the primary point of contact during crisis management
- Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (required)
- Preferably with Master’s degree or MBA with HR specialization
- Minimum of 6 years of progressive HR experience in a Business Partner or strategic HR role
- Demonstrated experience in talent management, organizational development, employee relations, and HR program implementation
- Proven experience managing complex employee relations issues and labor relations
- Experience working in utilities, infrastructure, or large-scale operational environments
- Strong knowledge of HRIS systems, talent analytics, and reporting tools
- Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word)
- Familiarity with behavioral assessment tools, succession planning tools, and learning management systems (LMS)
- Knowledge of employment laws, regulations, and compliance standards
