SENIOR HUMAN RESOURCE BUSINESS PARTNER I Onsite/Night Shift

Make your next big career move by applying as KMC Solutions' next SENIOR HUMAN RESOURCE BUSINESS PARTNER The Senior HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to the Client on human resource-related issues.

The role assesses and anticipates HR-related needs in line with KMC's business as well as those of our Clients and formulates partnerships and mutual accountability. The HRBP maintains an effective level of business literacy and applies systemic thinking. On top of your salary, here are the exciting benefits you can look forward to:You'll be interacting with key players such as C-level executives from enterprise-level organizations which can expand your skills and network.Making sound decision-making and flexibility to ensure team dynamics and productivity.

Hybrid work setup

Competitive salary and benefitsHMO free dependent

Access to KMC's exclusive pantry (MadMax Coffee, Fresh Fridge)Diverse learning & growth opportunities

Accessible Cloud HR platform (Sprout)Above standard leaves

The main responsibilities of a SENIOR HUMAN RESOURCE BUSINESS PARTNER include: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 ManagementDrive 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) RelationsTo 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 ManagementConducts 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 CompliancePoint 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 ManagementIs tasked to take on additional projects as necessary and as instructed by immediate superior or one-up manager.

To apply, you must be an expert on the following requirements:Bachelor's Degree in Psychology, Industrial Psychology, Organizational Development, Human Resources Management or related fields.3-5 years' experience in an HR Generalist role with at least one other HR discipline. Highly proficient in Microsoft Office Suite (preferred) and HR automation platforms. Experience in driving organizational development and managing change initiatives

Strong Employee Relations experience as Field and SpecialistProject Management SkillsAt least 3 solid years' experience with Employee/Labor Relations and Organizational Development.With experience with account management handling more than 200 FTEsVastly knowledgeable about the Labor Law of the PhilippinesAt least 2 years as an HR GeneralistExposed to a customer-oriented environment

Willing to work on any KMC sites

It will also be favorable if you are knowledgeable in:Proficient Oral and Written Communication SkillsStrategic and Critical ThinkingFlexibilityProject ManagementInterpersonal SkillsConflict ResolutionStrong Sense of Insightful Business Acumen/Intelligence