HR Business Partner

Universal Robina Corporation; Quezon City; On-site; PHP 700,000 - 1,000,000; Full time

Job summary

Universal Robina Corporation in the Philippines seeks an HR Business Partner to lead talent development, engagement and change initiatives across the function.

You will coach leaders, partner with COEs, drive succession planning and align HR strategies with the organization’s vision while ensuring effective labor relations and benefits management.

This role requires strong communication, strategic thinking and the ability to influence in a fast-paced FMCG environment.

Qualifications

• Bachelor's degree in Psychology, HRM or relevant field.
• At least 3 years in Human Resources with prior HRBP experience.
• FMCG or F&B exposure is preferred.
• Strong account management, communication and presentation skills.

Responsibilities

• Talent Management: drive leadership development, succession planning and bench strength strategies.
• Employee Engagement: design and execute engagement programs to boost motivation and retention.
• Talent Acquisition: support filling critical roles with strategic hiring plans and partnerships.
• Compensation & Benefits: contribute to reward programs and benefits administration with COEs.

Skills

Account management

Communication

Presentation skills

HRBP experience

Education

Bachelor's degree in Psychology / HRM

Job description

The Human Resource Business Partner (HRBP) provides leadership on all strategic and operational matters to assigned function, with special focus on change leadership, engagement and people development. The HRBP partners with Function heads and HR COEs to build strategies that will engage people to deliver on the organization and the function's vision. The role acts as coach and trusted business advisor with regards to labor relations, employee engagement, compensation and benefits, talent acquisition, talent management and admin related functions of the function.

What are the Roles and Responsibilities?

1. Talent Management. Acts as Business Partner in driving talent management and leadership development strategies, analyzes internal and external trends and metrics to develop strategies, systems and processes in the areas of performance management, succession planning, talent and competency assessment to support the development of employees and leaders to meet the current and future business needs:

• Partners with COEs to drive integrated talent management and development including Leadership and Functional to build internal and external talent pipelines, ensuring a sustainable bench strength or growing and ready now talents for key positions in the plant and cluster assigned
• Provide coaching and support to key leaders in the creation of robust development plans that meet business and development needs
• Execution of processes which focus on building bench strength
• Partners with Functional Leaders to develop and execute talent strategies to support the growth / strategic objectives of the organization.
• Identify and analyze organization effectiveness opportunities and partner with COEs to support operational and business strategies.
• Partners with Function Heads and provides guidance in organization architecture and restructuring
• Leads management of organizational changes to minimize resistance that impact employees by closely working with the Change Management Committee.

2. Employee Engagement. Creates engagement strategy for function assigned. Supports existing engagement programs and initiate additional activities to continuously improve the motivation and engagement level of employees.3. Talent Acquisition. Support talent acquisition programs and activities for assigned function:

• Conduct selection process for key and critical talents (Managerial and up)
• Facilitate organization and manning review of current and future department/team
• Participate in the review of TA initiatives such as Management Trainee's curriculum and deployment and development programs
• Partner with COE creating a Hiring Strategy to help support the plants in filling up critical positions with the right talent

3. Compensation and Benefits. Partner with COE in the development and implementation of Compensation and Benefits Program to provide reward & recognition, upgrade the competencies and ensure engagement of employees for talent retention and attainment of business objectives:

• Initiate and standardize Rewards and Recognition Programs Function Assigned
• Review compensation of new hires, potential and critical talents for salary adjustment, upgrading and promotion
• Conduct review and calibration with the Functional Heads on the Annual Merit Increase (AMI) and Management Incentive Plan (MIP) of handled cluster.
• Ensure smooth and effective implementation of Benefits Administration in partnership with Shared Services

4. Labor Relations. Partners with management in creating and executing LR strategies, guidelines and initiatives to ensure industrial peace and sustainable organization:

• Leadership development in the field of labor relations and employee engagement
• Partners with Corporate Legal in handling administrative cases and providing guidance to ensure due process is being observed to avoid / manage future legal litigation in coordination

What are the Qualifications?

• Must possess a Bachelor's Degree in Psychology, Human Resource Management or any other relevant field
• Must have at least 3 years' experience in Human Resources, with prior experience in a Human Resource Business Partner role
• Preferably with experience in an FMCG or F&B industry
• Must have excellent Account Management skills, supported by excellent communication and presentation skills
• Thrives in a fast-paced and agile working environment