HR Talent Partner Supervisor

4 days ago

Quezon City, National Capital Region, Philippines Cognizant Full time ₱1,500,000 - ₱2,500,000 per year

The HR Talent Partner is aligned to business units and functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives and hence, HR Talent Partner would help execute Business Unit's talent agenda & drive HR Processes, interventions, new initiatives & employee engagement and also, measure impact, seek and provide feedback to HR Business Partners and assist in talent agenda course correction as required.

.Roles & Responsibilities

  • Provide HR partnership for the Senior Manager & Associate Director (SM & AD level) associates, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business units and provides HR policy guidance and interpretation
  • Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of HR and business-related issues
  • Maintains in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance
  • Partners with other HR team members (International HR, Immigration, Payroll) acting as a point of contact and liaison with supported groups to deliver robust HR services
  • Retention: Conduct regular discussions with Associates & their managers on topics such as early release requests, resignation withdrawal updates, etc.
  • Connects & Engagement: Conduct BU, SBU, Portfolio, or Account level Townhalls, HR - One to Many (Pulse Check), HR - One on One (Pulse Check), Manager Huddles – Weekly, Virtual Engagement - Fun @ Work, etc.
  • HR Operations: Assist the associates in location/country specific operational activities
  • Frontline Manager Enablement: Evangelize first time manager programs with the BU Leadership Team, socialize constructive career conversations, track progress & report, follow up on corrective/remedial actions
  • Career Management: Career & Skill Architecture Refreshers, PIP - Tracking & Closure, Identifies training needs for business units and individual executive coaching needs
  • Employee Life-Cycle Processes: Merit increase process, incentive process, SPA/CBA/Other allowances, YER grievance
  • Query Management: Manage & resolve employee issues on BAU processes, new or special initiatives and projects, life-cycle events

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