Human Resources Business Partner

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Position Title:
HR Business Partner (HRMG)

Job Summary:

Engages with Business Unit Heads as their partner in delivering People and Organizational agenda to ensure that they are able to efficiently deliver Business Goals and Priorities, being fully aligned with the Institution's overall HR Strategy. HR Business Partners shall collaborate dynamically with the Business Units in the development and implementation of programs, strategies and initiatives related to plantilla / manning management, talent acquisition, employee relations, policy interpretation and application, corporate discipline, performance management, compensation management, career management, talent management, employee engagement, employee relations, organizational design, employee/ leadership development and training, in order to support the achievement of business goals and reinforce the Bank's corporate culture.

Role Exposure:

Business Partnership

• Develops business units' HR strategy, in alignment with the Sector and Business Unit Leadership Team and the wider Institutional HR strategy;
• Manages employee relations, communication, feedback, engagement and issues resolution within the Sector and business units.
• Manages the implementation of annual HR cycle deliverables, employee engagement, career management and talent and succession management.
• Provides day-to-day coaching to business leaders and employees on actions relating to HR's core processes and programs.

Organization Design & Effectiveness and Culture Enhancement

• Promotes the Bank's culture by implementing people programs in partnership with Centers of Excellence.
• Partners with business leaders and Centers of Excellence in the design and development of training interventions and programs for employees.
• Partners with Centers of Excellence in the evaluation of jobs to ensure internal equity and alignment with organization goals, internal & external realities
• Implements a mentoring/coaching system and facilitates discussions with individuals to strengthen the development process of employees for business units' succession planning
• Conducts and facilitates behavioral/culture-building programs for a specified target audience.

Plantilla Management

• Partners with business units in changes in plantilla and organizational structure (i.e. vacancies, reorganizations and consolidation) and ensures its proper implementation:
• Creates employee movements via e-plantilla system, i.e change in assignment/position title & separation.
• Prepares and releases advice to employees
• Monitors bank wide approved vs actual headcount for control and coordination of manpower planning.
• Monitors replacement of employees joining career management programs, and/or those due for retirement.

Talent Acquisition

• Works with business leaders to identify talent strategies.
• Oversees both external hiring as executed by the Talent Acquisition Department and internal talent movements.
• Oversees onboarding and regularization of talents under assigned business unit as executed by the Centers of Excellence.

Industrial Relations and Corporate Discipline

• Ensures and promotes corporate discipline and compliance to policies in partnership with Employee and Industrial Relations Division.
• Instigates and facilitates the administrative process for non-operational or behavioral cases of business units, particularly in the following types of offenses and sanctions identified in the Bank's policy.
• Initiates the investigation and verification of data as well as the discussion and coordination with business units for such cases.
• Drafts, prepares and releases approved Show Cause Letters, Decision IOLs, and all other documents pertinent to the resolution of such cases.

Management Reports

• Ensures preparation of timely and accurate management reports.

Others.

• Facilitates offboarding of separated employees due to resignation and retirement.
• Acts as over-all lead coordinator for assigned programs.
• Ensures compliance with appropriate regulatory requirements and bank policies.
• Recommends improvement in policies, systems and procedures to ensure effectiveness of operation.
• Ensures proper management of database
• Performs other related functions that may be assigned from time to time.

Qualifications:

• Minimum of 7 years experience as a strategic HR Business Partner
• Strong working background in HR Management and HR best practices gained from years of experience in progressively responsible HR roles
• Demonstrated project and people management skills
• Experienced and effective in addressing cultural change and transformation
• Immersed in strategic thinking, development and execution