HR Business Partner

Philippine Span Asia Carrier Corp. (Manila); Northern Mindanao; On-site; PHP 900,000 - 1,500,000; Full time

Job summary

Philippine Span Asia Carrier Corp. (Manila) is seeking an HR Business Partner to provide strategic support to the assigned unit, covering workforce management, employee relations, and compensation and benefits.

The role includes driving HR processes, ensuring regulatory compliance, and promoting a strong people culture across the organization. You will partner with business leaders to align people strategies with business goals, manage change, and lead initiatives in talent development,

Qualifications

• Bachelor's degree in psychology, industrial psychology, behavioral science or related field.
• 7+ years of experience as HRBP or HR Generalist.
• Flexible and able to adapt in a changing environment.
• Willingness to handle critical and urgent tasks.

Responsibilities

• Workforce Management: drive staffing decisions, forecast workforce needs and maintain staff morale.
• Employee Relations and Conflict Management: be the point of contact for grievances and investigations; manage disputes per labor laws.
• Compensation and Benefits: communicate policies, assist with claims, optimize compensation processes and ensure budget compliance.
• HR Process and System: walkthrough HR processes, ensure HR compliance and train employees on HR systems.
• People Culture and Employee Engagement: foster a healthy work culture and run engagement initiatives; coordinate training and development.
• Exit Management: oversee smooth transitions and ensure proper handover and clearance.
• Communication: keep units informed of HR updates and changes.

Skills

HR Strategy

People Management

Education

Bachelor's degree in psychology/related

Job description

About the Job

The HR Business Partner provides strategic support to their assigned business unit by providing strategic inputs, and advice on people related issues: Workforce Management, Talent Selection, Employee Relations, Compensation & Benefits, Conflict Management, HR Processes, Compliance and Exit Management. They will also drive program initiatives within the specific company functions, while ensuring the alignment with the business goals.

Duties and Responsibilities:

Workforce Management

• Collaborate with the business unit head in ensuring the productivity of the existing manpower by maintaining cost competence, minimizing compliance risks and contributing to the high staff morale.

• Responsible for ensuring the timeliness of filling the roles, and quality of hires through a behavioral & culture fit interview.

• Maintain a data driven staff forecast that is effective with the division goals.

• Partner with the People Strategy team in aligning hiring the right people and developing the succession & retention program.

• Monitor the team productivity, operational cost, and compliance with the industry regulations.

Employee Relations and Conflict Management

• Serves as a point of contact for all employee-related issues, inquiries and grievances.

• Conducts investigations into workplace conflicts and disciplinary matters that are compliant with the labor laws and organizational policies.

• Monitor service level agreement resolving issues/cases.

• Implement corresponding corrective action based on the investigation results.

• Provide advice and guidance to management on best practices for handling employee conflicts.

• Analyze trends in employee relations issues and provide recommendations for improvement.

• Keep accurate records of employee relations activities and outcome

• Participate in employee engagement initiatives to enhance overall employee satisfaction and morale.

• Participate in the collective bargaining agreement and Union Management, if applicable.

Compensation and Benefits

• Consistent communication of the compensation & benefits policies and fair application.

• Assist employees for their benefit claims and rights.

• Optimize the systems and procedures targeted to compensation & benefits, rewards and incentives.

• Ensure the manpower cost is within the budget

• Develop and implement a reward program in influencing an effective employee behaviour.

HR Process and System

• Facilitate HR process walkthrough to the assigned business unit, the required documentation & the timeline.

• Ensure the business unit is compliant with HR regulations and processes.

• Provide necessary training & guidance to the employee with regards to the HR system.

• Monitor and ensure real me update, movement or changes in the system to avoid any delays or gaps.

• Assess any risks and guide the business unit in making decisions that are compliant with the regulations both the law & company policies.

People Culture and Employee Engagement

• Develop a healthy work culture for your business unit that is aligned with the company Vision & Mission and Corporate Core Values.

• Facilitate and initiate employee engagement programs in boosting employee morale.

• Identify & implement the training & development of the employees in partnering with the Learning and Development Team.

• Maintain a positive employee survey.

Exit Management

• Orchestrate seamless transitions when employees leave the organization.

• Assist the business unit/department head in monitoring the smooth work transition or knowledge transfer.

• Support & guide the existing employee with the completion of the clearance.

• Ensure a positive departure experience.

Communication

• Ensure that the business unit is always informed of any important HR announcement.

• Assist business units with regards to people related updates, movement or changes.

Qualifications:

• Bachelor's degree in psychology, Industrial Psychology, Behavioral Science or any related course

• 7+ years of related working experience as an HR Business Partner or as an HR Generalist.

• Flexible and capable to adapt in a changing environment

• Able to do other necessary tasks that are considered critical & urgent.