HRBP
Ingram Micro
Taguig City, Philippines
3d ago

Position at Ingram Micro

Assist Human Resource and business staff in providing professional HR counselling to the organization. Assist Business Management in maintaining a high level of employee performance and engagement.

Serve as a HR Business Partner between the business and employee. Work with the Head of HR in the development and improvement of company policies, procedures, governance and documentation.

Executes the smooth implementation of new policies, may assist in communication of company-wide policy changes and updates.

Responsible for conducting and measuring pulse of employees . Assess employee needs and help formulate action items to Management.

Coordinates resolution of policy related issues. Assists and advises company managers and process owners all Employee related and Human Resources issues.

Assist in planning and implementation of retention initiatives and attrition management. Responsibilities includes HR Project Management, report development, adept in Labor Related matters.

Performs as primary HR liaison for the business and the rest of the HR related functional areas.

Responsibilities, Supporting Actions & End-Results

Major Responsibility : Performance and Talent Management

Provide input in developing and implementing HR program in the areas of performance management, goal setting and monitoring, promoting HR programs / initiatives, employee relations, performance management, organizational development and communications while maintaining strict confidentiality.

  • Oversee the talent management pool through the identification and assessment of talent strengths and development opportunities.
  • Facilitate Talent Assessment Planning sessions, Succession management & monitor performance management processes.
  • Support management in the preparation of development plans to ensure associates are prepared for future opportunities.
  • Ensures client groups are structured optimally and provide appropriate career paths to enable organizational effectiveness, while driving consistency and alignment across the Company.
  • Conduct workforce planning sessions purposed in helping the organization plan, forecast, and actively manage headcount and compensation expenses.
  • Communicate proactively with the Talent Acquisition Team about projected changes in the business, staffing needs, skill set and competency focus, etc.

    Major Responsibility : Employee Relations

    Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.

    Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • Provides Employee Relations support in alignment with the company policies and guidelines as well as applicable laws. Investigate employee relations issues and work with team leaders and managers around performance management.
  • Investigate employee relations issues and work with team leaders and managers around performance management.
  • Implement policies related to pay per performance schemes, leverage legislation & process knowledge to increase management knowledge for employee relations matters & ensure proper basic HR support can be delivered by manager of each team to their respective direct reports.
  • Front line resource for handling all people-related issues within an assigned business group or functional unit.
  • Report issues that affect employee morale to Business Leaders and act as part of the team to address these issues.
  • Conduct confidential investigations into employee performance, harassment complaints, and potential termination actions.
  • Major Responsibility : People Managers Coaching & Support

    Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.

    Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • Utilizes management metrics and associate feedback tools to identify and act on trends which will proactively : help drive organizational efficiency;
  • improve management quality and effectiveness; make recommendations to enhance company and departmental profitability; improve associate performance;
  • and improve employee retention and engagement.

  • In partnership with management counsel up to and including senior members of the executive team, this position creates alignment between people and organizational development strategy and short and long-
  • term business strategy.

  • Conduct training & orientation sessions to new managers for their people management responsibilities and obligations.
  • Major Responsibility : HR Policies and Change Management

    Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.

    Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • HR policies creation and implementation.
  • Responsible for new hire orientation, including review of Company policies and procedures.
  • Provides HR expertise and assistance in enhancing company culture while promoting corporate values and mission.
  • Manages change and complex projects in support of organizational objectives.
  • Acts as a change leader within the organization and coaches others in change management.
  • Major Responsibility : Organizational Governance, Operation Excellence and Projects

    Collaborates with other members of the group in requirements gathering, analysis, planning, development and delivery of new projects, initiatives, and on-

    going Human Resource functional responsibilities. Develop and publish new reports both proactively and in response to client requests to improve operational efficiencies.

    Assist in processing employee changes through HRIS.

  • Ensure compliance with all local HR laws and regulations.
  • Liaise with Talent Acquisition, Talent Development, HR Services, and Employee Engagement in order to align and coordinate efforts managing HR processes and to work collaboratively on business and HR issues and initiatives.
  • Implement HR best practices and processes such as performance management (in conjunction with the HR leaders), employee engagement, compensation planning and workforce / succession planning timely and accurately and in compliance with employment law.
  • Participate and, when requested, lead project related to various fields of HR targeted at improving customer satisfaction and leaner HR processes.
  • Job Qualifications and Educational Requirement

  • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development, Management or Psychology.
  • Five plus years of progressive HRBP leadership experience in HR Generalist functions, Employee Relations and other related HR functions.
  • Average tenure of 2-3 years with each previous employer.

  • Experience working flexible evening shift.
  • Preferably Coaching and consulting skills with demonstrated record of problem solving and organizational development diagnosis skills.
  • Possess the ability to maintain strict confidentiality and demonstrate knowledge and understanding of employment law, policies and procedures is essential.

  • Excellent experience investigating employee issues and complaints.
  • Vast and current understanding of employment laws.
  • Experience coaching team leaders and managers.
  • Must thrive in a fast-paced, constantly evolving environment and exhibit excellent multi-tasking skills.
  • Solid critical thinking, analytical and quantitative skills. Possess the ability to articulate the complexity of business need and the capability to build / develop practical action plans based upon those needs.
  • Excellent teaming, interpersonal, negotiation, and analytical skills are required. Must demonstrate the ability to quickly develop credibility with and influence all levels of associates and management alike.
  • Very good knowledge in compensation, organizational planning, organization development, employee relations, training, and preventive labor relations, preferred.
  • Exceptional knowledge of labor code and practices.
  • An understanding of the administration of benefits and compensation programs and other Human Resources programs.
  • Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
  • Effective oral and written communication.
  • Excellent interpersonal and coaching skills.
  • Evidence of the practice of a high level of confidentiality.
  • Ingram Micro Competencies

  • Global PerspectiveLooks toward the broadest possible view of an issueThinks and talks in global termsUnderstands the position of the organization within the global context
  • Strategic MindsetCan cope with some complexity and ambiguity; able to analyze strategies but does not yet generate strategies
  • Optimizes Work ProcessesUses benchmarking and reviews best practices to set and meet quality improvement targets; to improve efficiency and effectiveness resulting in high quality performance in self and in the organization;
  • and Manages timeframes and deadlinesDisplays resiliency and takes proactive measures to make improvements. Ensures the delivery of high quality results

  • Manages AmbiguityModerately able to tolerate delayCan wait to speakCan deal with ambiguous situationsSituational AdaptabilityPicks up on situational cues and adjusts in the momentReadily adapts personal, interpersonal, and leadership behaviorUnderstands that different situations may call for different approachesCan act differently depending on the circumstances
  • Customer FocusAnticipates customer needs and provides services that are beyond customers’ expectationsUses customer insights to drive and guide the development of new offeringsServes as a strategic partner to build, grow and maintain profitable and long-lasting relationships
  • Business InsightHas an in-depth understanding of how the business works and makes profitsIs the first to spot possible future policies, practices, and trends in the organization with the competition and in the marketConsistently applies a business driver and marketplace focus when prioritizing actions
  • Balances StakeholdersEarns respect of others, takes time to build relationships; has presence, can influence and build support using limited communication styleAccepts learning and personal development opportunities that ariseManages complexityAsks the right questions to accurately analyse situationsAcquires data from multiple and diverse sources when solving problemsUncovers root causes to difficult problemsEvaluates pros and cons, risks and benefits of different solution options
  • Drives ResultsSets aggressive goals and has highest standardsIs consistently one of the top performersPursues everything with energy and drive, the need to finishPersists in the face of challenges and setbacksAlways keeps the end in sight, puts in extra effort to meet deadlines
  • Ensures AccountabilityAssumes responsibility for the outcomes of othersPromotes a sense of urgency and establishes and enforces individual accountability in the teamWorks with people to establish explicit performance standardsIs completely on top of what is going on and knows where things standProvides balanced feedback at the most critical times
  • Action OrientedSelf-directing to get resultsHigh level of past achievementAchieves despite difficult personalitiesHigh task orientationWilling to sacrifice to get results
  • Decision QualityMakes sound decisions, even in the absence of complete informationRelies on a mixture of analysis, wisdom, experience, and judgment when making decisionsConsiders all relevant factors and uses appropriate decision-
  • making criteria and principlesRecognizes when a quick 80% solution will suffice

  • Cultivates InnovationComes up with useful ideas that are new, better, or uniqueIntroduces new ways of looking at problemsCan take creative idea and put it into practiceEncourages diverse thinking to promote and nurture innovation
  • Being ResilientCalm under pressureDifficult to provokeUses criticism to learnSkilled at conflict resolutionRarely defensive
  • Self-development / Nimble learningSeeks out new trends in fieldOften learns and applies new conceptsReadily identifies own weaknessesSets / attains self-
  • development goalsContinually self-aware, actively works to better oneselfOutstanding track record of learning and personal development

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