HR Business Partner

Crawford; Iloilo; On-site; PHP 600,000 - 900,000; Full time

Job summary

Crawford in Iloilo, Philippines is seeking an HR Business Partner to co-create and deliver fit-for-purpose people solutions in collaboration with business leaders and line managers. The role will also provide HR advice and support to business leaders aligned with HR's strategic intent to attract, nurture, and retain the right talent across the organization.

You will advise on workforce planning, talent attraction and development, employee engagement, and compliance with labor laws, driving

Qualifications

• Bachelor's Degree in Human Resources or related field.
• 5+ years hands-on HR experience across multiple HR functions including HCM systems and people analytics.
• Experience as an HR Generalist with specialization in one or two HR disciplines (e.g., compensation, rewards, employee experience).
• Strong communication, organizational, and collaboration skills.

Responsibilities

• Deploy HR strategy and initiatives in collaboration with business leaders and line managers.
• Provide HR advice and support to business leaders aligned with HR's strategic intent.
• Co-create onboarding strategies and development plans with Learning & Development and line managers.
• Collaborate with line managers to implement performance management, KPIs, and succession planning.
• Ensure compliance with labor laws and regulatory requirements while driving employee engagement and retention.

Skills

Communication skills

Interpersonal skills

Collaboration

Adaptability

Education

Bachelor's Degree in Human Resources or related field

Job description

Job Description

The HR Business Partner (HRBP) will co-create and deliver fit-for-purpose people solutions in collaboration with business leaders and line managers. The role will also provide HR advice and support to business leaders aligned with HR's strategic intent to attract, nurture, and retain the right talent across the organization.

Responsibilities

• Deploy HR Strategy and Initiatives
  • Recommend people strategies and initiatives as a result of workforce implications of business strategy and ensure that workforce requirements are fulfilled and both business and employees' interests are maintained.
  • Deploy people strategies and initiatives aligned with and in support of the organization's overall goals and objectives in collaboration and partnership with HR Subject Matter Experts (SMEs) and line managers.
  • Recommend and draft appropriate policies and procedures align with HR Strategic Intent and business needs.
  • Provide advice and support to line managers on implications of current and future workforce supply and demand to support operational requirements.
  • Provide appropriate advice and support to the HR Director and Heads of Department to co-create business solutions and initiatives to address business challenges.
• Implement policies and initiatives to attract, nurture and retain the right talent
  • Collaborate with line managers to define business critical or pivotal positions across the organization and prioritize talent attraction and acquisition initiatives in collaboration with Talent Acquisition.
  • Promote and embed the principles of equal employment opportunities, specifically in the talent attraction and selection process to line managers.
  • In collaboration with Talent Acquisition, identify and recommend shortlisted candidates to line managers for offers of employment.
  • Promote and advocate employee value proposition to strengthen employer brand and be an employer of choice for target candidates.
  • Co-create and recommend onboarding strategies to Learning & Development Department, in collaboration with line managers, to enhance retention and conversion of new hires.
  • Collaborate with line managers and learning managers to co-create the organization's learning and development plans and programs, and support efforts to build and embed a learning culture to enable achievement of business goals and objectives.
  • Provide advice and support to line managers in deploying and communicating performance management process, which includes but not limited to performance objective setting, key performance indicators (KPIs) and performance rating system.
  • In collaboration with line managers, execute leadership development and succession management and planning processes to meet current and future human resources needs of the business.
  • Co-create and execute together with line managers the company's reward and recognition policies, plans and programs.
  • Co-create employee engagement programs in collaboration with SME on Employee Engagement, Heads of Department and line managers, and co-champion implementation together with line managers.
  • Provide guidance and support to line managers to ensure full compliance with labor laws and jurisprudence, specifically in the area of employee progressive discipline, code of conduct implementation and voluntary and involuntary employee exits.
  • Perform exit interview process covering both voluntary and involuntary leavers from their assigned business group.
  • Provide advice and support to line managers in implementing and communicating involuntary exit decisions, to include developing communication materials as well as outplacement program options to affected employees.
• People Analytics
  • Use data to perform trend analysis to understand competitive environment in which the business operates, look across a series of data to derive workable insights on implications of business activity on HR policies and practices.
  • Perform market and/or industry sensing, in collaboration with HR SMEs and line manager by obtaining and maintaining knowledge of competitive practices within relevant labor markets such as industry, local, and professional competitors.
  • Recommend HR policies, practices or strategies that competitively position organization as an employer of choice.
  • Implement identified people solutions and/or changes in HR policies and practices based on insights derived from the analysis of available data and HR metrics.
• Service Delivery & Continuous Improvement
  • Co-create and deploy diagnosis of HR function effectiveness in addressing current and future needs of the business and the people.
  • Implement HR transformation program, incorporating changes in strategy, structure, people, process, and systems, to achieve HR technology, service, and operational excellence.
  • Recommend a service management framework, incorporating service quality standards, service level agreements, and service excellence metrics.
  • Recommend and implement improvement opportunities to HR processes and corresponding HR policies, procedures, and work instructions.
  • Collect and organize feedback on efficiency and effectiveness of HR processes from multiple stakeholders, such as but not limited to Heads of Department, Line Managers, Line Leaders, and Employees. Identify and implement appropriate corrective and/or preventive actions in consultation and collaboration with HR SMEs.
  • Respond to policy as well as �out-side� policy questions in consultation with concerned HR SMEs and/or with the Director of Human Resources.
• Other responsibilities
  • Collaborate with HR SMEs to communicate and effectively and consistently implement various policies, procedures, laws, standards, and government regulations to ensure strong alignment, accountability, and compliance.
  • Implement and ensure full compliance of HCM systems with data privacy and regulatory requirements.
  • Participate in special projects or perform other duties as need.

Qualifications

• Bachelor's Degree in Human Resources or any other related course.
• At least five (5) years solid hands-on related work-experience in different facets of human resources management, with a working knowledge on human capital management (HCM) systems and people analytics. Knowledge and related work experience on lean management and process improvement is a definite advantage.
• Hands-on related-work experience as an HR Generalist with specialization of one (1) or two (2) HR field of discipline, e.g., compensation and benefits, rewards and recognition, employee experience & engagement, etc.
• Demonstrated ability to effectively work independently with minimal supervision, with good organizational and planning skills in a multi-tasking environment.
• Effective communication, interpersonal and collaboration skills.