HR Business Partner
Location:
Makati, Fourth District, Philippines
Date:
Jan 2, 2025
Education
Graduate of any bachelor's degree course
Qualifications
Experience
- Must have at least 10 years' experience in Human Resources
Technical Competencies:
- Strategic Workforce Planning
- Organizational Development
- Change Management
- Talent Management, Succession and Leadership Development
- Coaching and Mentoring
- Financial/Budget Management
- Rewards Planning
- Knowledge of overall HR lifecycle management
Duties and Responsibilities
ROLE DESCRIPTION:
- Translate business strategies into organizational design requirements; facilitate organizational review discussions and provide standards and recommendations for the creation and modification of organizational structures.
- Drive the business and culture transformation of the Company by enabling employees and management to anticipate and manage forthcoming business challenges.
- Act as strategic partner to the management team in ensuring alignment of people strategy and initiatives with business priorities and directions.
DUTIES & RESPONSIBILITIES:
Workforce Planning
- Develops account-specific short- and long-term workforce plans to support Current and Future Modes of Operation.
- Develops the yearly workforce plan of the account in partnership with Line Managers;
- Identifies workforce and talent gaps in the assigned account;
- Validates hiring, employee movements and exits, ensuring that these are within the approved manpower budget and that roles are aligned with the account's operating model.
Job Description
- Ensures that all organizational units and positions within the assigned account have job descriptions that are aligned with decision making the account's strategies and mode and operation;
- Approves job descriptions and validates the results of the position's job valuation.
Talent Acquisition and Management
- Together with the Center of Excellence (COE), designs and implements account-specific talent acquisition plans involving outsourcing and in-sourcing strategies of the account;
- Together with the COE, develops Talent Management interventions to support the account's future mode of operation;
- Conducts leadership evaluation for Executive and Officer hiring and talent mobility in alignment with the PLDT Group Leadership Framework;
- Conducts coaching of the account's Top-Level Leaders;
- Approves job offers provided to account-specific candidates;
- Oversees effective onboarding for Executives and Officers;
- Analyzes exit interview insights and comes up, together with COE and Shared Services, and executes on programs that improve employee experience.
Total Rewards and Performance Management
- Together with the COE, develops and communicates total rewards strategies, retention programs and performance management programs within the account;
- Facilitates development, approval and cascade of Group and
- Sector-level Shared KPis within the specific account;
- Leads the Group-level performance calibration and promotion process within the account.
Culture and Engagement
- Works with the COE to develop programs that propagate the PLDT Group's culture and supports long-term ambitions;
- Supports the COE in rolling out organization-wide employee welfare and recognition programs;
- Executes account-specific communication relating to the accounts organization, leadership, and strategic HR programs;
- Provides advice to the account's Executives and Officers on improving engagement levels of employees.
Learning and Organizational Development
- Leads the conduct of the account's Organizational Needs Assessment and Diagnosis;
- Together with the COE, develops and executes on organizational effectiveness interventions;
- Aligns learning programs with the account's strategies and transformational goals
