HR Business Partner
BuildZoom
Quezon City, Metro Manila, Philippines
8d ago
source : Kalibrr, Inc.

OVERVIEW

The Human Resources Business Partner (HRBP) is an integral part of the HR team and our organization. In this role, the HRBP will provide the foundational support and functional expertise that drives proactivity and results across the organization.

The HRBP acts as a generalist and handles responsibilities including :

Talent Acquisition and Management

  • Marketing and Branding
  • Employee Relations and Engagement
  • Organizational Development
  • Performance Management
  • Training and Development
  • Benefits Review and Benchmarking
  • People Metrics and Reporting
  • Partnering with the Executive Committee on Human Capital, special projects and business needs
  • The HRBP will also work closely with the Division’s Leaders to create and drive talent and business strategy across the organization.

    RESPONSIBILITIES

  • Talent Acquisition and Management
  • Partner with hiring managers to assess talent needs and strategy to meet those talent needs with both internal and external recruiting efforts.
  • To lead activities (campus events, career fairs, etc.) in translating the resourcing requirements and recruitment strategy developed into a successful talent acquisition.
  • To identify and support the business to successfully deliver credible, customer focused, cost-effective and innovative recruitment solutions.
  • Development, implementation and management of recruitment process and policy for the respective Division.
  • Coaching / advising hiring managers in the implementation of robust recruitment and selection processes and legislative requirements, to facilitate shared responsibility for the talent acquisition.
  • To guide managers in the optimum utilization and deployment of resources across the organization.
  • Marketing and Branding

  • Social Media Campaigns : Builds and executes the social campaign strategy. Includes identifying appropriate social media platforms, objectives, and content to build a best-
  • in-class strategy. Makes social posts and responds accordingly as well as measures success.

  • College & Organizational Partnerships : Builds strategic partnerships with key colleges and based on business needs and resources available.
  • Must be able to build and manage the budget that supports these efforts and be creative and influential in gaining company-wide participation.

  • Employer Brand Materials : Assesses need and initiates the development of all materials that addresses the employer brand.
  • Includes print material, written company descriptions, the creative side of, employment advertisements, etc. Includes annual toolkits that can be used for hiring needs.

  • Source Identification : Identifies best possible sources to attract a wide variety and diverse population of candidates.
  • Ensures proper observation of Diversity and Inclusion practices in building the strategy for recruiting diverse candidates.

  • Culture Messaging : Ensures culture message that is studied and shared internally is consistently and appropriately shared externally.
  • Includes educating all staff across the organization.

  • Employee Engagement and Labor Relations
  • Advocate and facilitate resolutions regarding employee relations issues, with escalation to the Executive Committee when necessary
  • Answer general HR questions and resolves issues in a timely manner
  • Manage Onboarding and Offboarding Process
  • Special Events Coordination
  • Drive other special projects where needed
  • Organizational Development

  • Drive the annual HR Review process including top talent identification, organizational strategy and succession planning.
  • Partner with management to prepare and maintain job descriptions for each position.
  • Process and maintain organization and talent updates to ensure that reporting structures / job titles / cost centers are correct and current.
  • Performance Management
  • Consistently drive the Divisions’ periodic performance, planning and review (PPR) processes.
  • Drive the principles of meritocracy with business leaders in all talent decisions, including promotions, transfers, compensation adjustments, etc.
  • Training and Development
  • Work with HR and respective Division Leads to create and drive a talent strategy across the organization, including identification of top talent and the overall career development of talents for which the HRBP is responsible.
  • Develop, implement, and facilitate training and development initiatives to meet the specific business needs of the organization.
  • Benefits Review and Benchmarking
  • Participate in the design, implementation, and management of benefit initiatives to ensure that overall compensation and benefits practices are linked in the overall strategy to attract, reward, and retain top talent.
  • Benefits Administration and Reconciliation.
  • People metrics and Reporting
  • Analyze People Metrics (attendance, attrition, exit interviews, cost per hire) and utilize data for process and policy improvements.
  • Minimum Qualifications

  • Significant experience working as a Senior Human Resource Specialist within a complex organization
  • Proven experience of resource planning at a company-wide level
  • Experience and knowledge of Talent Management processes and best practices
  • Demonstrable experience of managing recruitment campaigns across all organizational levels
  • Proven experience of negotiating agency fees for recruitment services, as well as managing recruitment budgets
  • Extensive knowledge of employment law relating to recruitment with the ability to implement that knowledge to develop policy and processes, as well as advise others
  • Excellent interpersonal, communication and presentation skills
  • Experience of working in a high-pressure environment and working with tight deadlines
  • Excellent project management and organizational skills
  • Good coaching, facilitation and consultancy skills
  • Minimum intermediate level skills in Microsoft Word, Excel, PowerPoint and Outlook. Able to manipulate data and create reports in an HR database.
  • Ability to travel as the job requires
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