People Development and Engagement Specialist

7 days ago

Manila, National Capital Region, Philippines Ninja Van PH Full time

Uptown BGC, Taguig City

Human Resource – Learning & Development

Permanent, Full-time

Hybrid

Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014, we started operations in Singapore and have become the region's largest and fastest-growing last-mile logistics company, partnering with over 35,000 merchants and delivering more than 1,000 parcels every minute across six countries. In January 2018, we raised one of the largest Series C rounds ever in Southeast Asia and are well-positioned for our next phase of rapid growth.

At our core, we are a technology company that is disrupting a massive industry with cutting-edge software and operational concepts. Powered by algorithm-based optimization, dynamic routing, end-to-end tracking, and a data-driven approach, we provide best-of-class delivery services that delight both the shippers and end customers. But we are just getting started We have much room for improvement and many ideas that will further shape the industry.

About the unit: The Human Resources Unit manages the entire life cycle of each employee - from attraction, recruitment, onboarding, development, retention, and separation. The unit focuses on strategizing initiatives and solutions that build a close-knit culture, encourage professional and leadership growth, and drive high performance among employees. It also ensures that the company is compliant with work and compensation standards set by relevant government agencies such as the Department of Labor.

About the position: The People Development Specialist, who directly reports to the People Development Manager, is primarily tasked to provide efficient support in the implementation of performance management programs and learning and development initiatives of the company.

Main responsibilities in relation to:

A. PERFORMANCE MANAGEMENT

Annual Performance Appraisal

  1. Prepare the list of eligible employees for the annual performance cycle and submit the same to the People Development Manager for approval.
  2. Collect from the concerned Business Partners the status of good standing of the eligible employees, as confirmed with the HR - Employee Relations Team and note employees with grave disciplinary sanctions.
  3. Generate consolidated performance appraisal reports per unit and share the same with the appropriate HR Business Partner and Unit Head.
  4. Monitor recalibration status per department, if needed.

Onboarding

  1. Closely work with the Business Partners to confirm that the Probationary Check-In Forms are administered on time.
  2. Review submitted Probationary Check-In Forms for any flags or required interventions and submit recommendations to the People Development Manager.
  3. Upon authorization of the People Development Manager to conduct new hire check-in follow-up sessions, schedule the same with the concerned new hire. Report back to the People Development Manager and Business Partner findings and recommended interventions.

Probationary PA

  1. Consolidate submitted probationary performance appraisals from the HR Business Partners and submit to the People Development Manager.
  2. Prepare a monthly regularization report and provide recommendations to the Line Managers and Recruitment team on any gaps in screening, onboarding, or supervision that resulted in non-successful probationary employees.

Apprenticeship

  1. Provide consultation to the Business Partner or Line Manager in setting up Performance Metrics for evaluation during the Apprenticeship period.
  2. Receive the signed Notice of Apprenticeship from the Business Partner and encode the same in the Apprenticeship Program tracker.
  3. Monitor regularly the Apprenticeship Program tracker and update monthly performance evaluation for each employee under the apprenticeship program.

Performance Improvement Plan

  1. Provide consultation to the Business Partner or Line Manager in setting up Performance Metrics for evaluation during the PIP period.
  2. Receive the signed Notice of Performance Improvement Plan from the Business Partner and encode the same in the Performance Improvement Plan tracker.
  3. Monitor regularly the Performance Improvement Plan tracker and update monthly performance evaluation for each employee under the PIP.
  4. Endorse to the Employee Relations Team employees enrolled under the PIP that require disciplinary sanctions.

B. LEARNING AND DEVELOPMENT

Onboarding

  1. Once the People Development Manager updates the onboarding schedule, the People Development Specialist shall begin the preparation for the onboarding sessions, namely:
  2. Inform newly hired non-ground personnel of the schedule of the Ninja Van General Orientation and confirm their attendance.
  3. Confirm attendance of newly hired ground personnel from the concerned Area HR Officer or Recruiters.
  4. Coordinate with the onboarding speakers and confirm their availability for the scheduled session.
  5. Coordinate with admin and purchasing teams and the assigned Area HR officers for logistic needs (location, materials, video call setup, etc.).
  6. Conduct the Ninja Van General Orientation for non-ground personnel and work location tour.
  7. Gather, collate, and monitor submission of necessary onboarding forms including but not limited to:
  8. Ninja Van General Orientation acknowledgement form.
  9. Unit-Specific Orientation acknowledgement form.
  10. Flag to the Employee Relations Team non-compliance in the conduct of the New Hire General Orientation or Unit-Specific Orientation.
  11. Prepare the new employee welcome announcement.

Learning and Development

  1. Assist in the conduct of training needs analysis:
  2. Schedule TNA between People Development Manager and concerned department managers.
  3. Prepare minutes of the meeting that shall be the People Development Manager's reference in the preparation of the TNA.
  4. Receive and process approved external training requests.
  5. In-charge of the ingress and egress of training sessions such as:
  6. Coordination with internal or external speakers/providers.
  7. Preparation and liquidation of training budget and supply.
  8. Reservation of rooms and preparation of materials.
  9. Facilitate learning sessions if authorized by the People Development Manager.
  10. Provide assistance to the facilitator during the conduct of the training session such as:
  11. Documentation of training flow, interactions, and insights from the participants that may be the basis for improvement of the training flow and activities.
  12. Co-facilitate group activities.
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