HRBP Supervisor - Manila, Philippines

Transcom; Manila; On-site; PHP 800,000 - 1,100,000; Full time

Benefits offered by this job

Day 1 HMO

Meal & Transportation Allowance

Rice Subsidy

Clothing Allowance

24/7 Teleconsult

Free Psychologist Consultation

In-house & Online Pharmacy

Scholarship Program

Retirement Fund

Free Shuttle Service

Job summary

Transcom is seeking an HR Business Partner Supervisor for our Ayala 30th site in Manila. You will partner with HR colleagues and business leaders to deliver HR services aligned with organizational needs.

The HRBP will guide employee relations, talent development, and organizational change, coaching managers to implement effective people solutions across teams. We value a strategic mindset, strong English communication, and at least two years in HR, with the ability to translate business

Qualifications

• Minimum two years’ experience in HR or personnel management.
• Strong interpersonal and communication skills.
• Ability to partner with stakeholders and drive HR initiatives.

Responsibilities

• Serve as HRBP for assigned groups, translating business needs into HR solutions.
• Coach managers on employee relations and performance management.
• Support HR strategy delivery and continuous improvement of HR processes.

Skills

Interpersonal Skills

Customer Focus

Communication

Strategic Thinking

Decision Making

Education

University diploma or degree

Job description

HRBP Supervisor - Manila, Philippines

Location: Philippines, Pasig Ayala 30th

Job category: Human Resources

Language: English

Transcom is looking for talented individuals like you to join our awesome team! Be the next HR Business Partner Supervisor for our Transcom Ayala 30th site.

Join our Transcom Family as a HR Business Partner Supervisor!

The Human Resources Business Partner (HRBP) is responsible for partnering with HR colleagues and key stakeholders and leaders to deliver HR service in line with the needs of the organization. The HRBP oversees the implementation and delivery of key HR initiatives as the key interface between the HR Center of Excellence and the business. He also translates business requirements into effective HR practices and delivering people solutions aligned to business objectives.

The HRBP works at an operational level with multiple stakeholders, deals with complex and sensitive people management issues, and influences management and leadership around the people agenda and issues.

Other responsibilities include but not limited to:

• Contribute to and support the delivery of the HR strategy in line with business objectives
• Support the development and continuous improvement of HR systems and policies in line with best practice
• Drive and deliver HR initiatives to support business needs, such as talent development, employee engagement, management development, and organizational change
• Work in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organizational and people performance in line with business needs
• Guide and coach supervisors and managers on employee relations and HR issues in line with Company policies and best practice, including disciplinary, grievance, performance, redundancy and absence management
• Support other roles within the HR team as required with other projects and operational issues, e.g. recruitment, payroll

Detailed Functional Responsibilities:

Employee Relations

• Act as the first point of contact in Human Resources for any employee relations issues, including grievances and disciplinary issues, involving employees between entry level and Supervisor.
• Manages disciplinary cases involving employees between entry level and Supervisor.
• Ensure that the HRBP Lead is made aware of any sensitive employee relations issues that arise as appropriate.
• Support, develop and coach people managers to manage employee relations issues using company policies, procedures and best practice, ideally resolving issues where possible informally.
• Partners with the Legal team in the resolution of external labor cases and coordinates with other HR functional areas, as needed
• Advise on occupational health issues, seeking specialist advice as appropriate.

Talent Management and Performance Management

• Support the HRBP Lead’s management of the talent profile, including Succession Planning and Talent Forecasting, of the assigned groups at all levels
• Identify trends and possible needs for intervention and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions
• Highlight trends in specific groups and provide the same to the HRBP Lead and working together to agree on any appropriate actions
• Facilitate sessions with different levels of leadership to develop and communicate business goals and objectives
• Drive continuous performance improvement including partnering with supervisors and managers in the implementation of Performance Improvement Plans (PIPs)
• Coach supervisors and managers in developing appraisals and delivering feedback
• Resolve performance rating disagreements

Learning, Organization Development and Change Management

• Capture learning and development trends and needs up to Supervisors career level and provide appropriate inventions or and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions
• Partner with HR Center of Excellence to identify and deliver HR related training as required.
• Support, develop and coach business supervisors in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business.

• Support the HRBP Lead on any specific change programs ensuring that they provide a value adding service in all change management programmes.
• Identify change management requirements and develop interventions
• Provide communications support as needed

Total Rewards, Promotions, HR Data and Records

• Support the HRBP Lead with the Salary Review Process up to and including Supervisor
• Working with the HRBP Lead to identify the issues which need to be considered and factored into compensation or rewards strategy
• Support Line Managers with the Salary Review process guidelines
• Work with Line Managers to agree how to distribute salary budget across the covered group based on knowledge of issues and market data
• Ensure salary review is complete on time / to budget and accurately reflects consistency across the company.
• Manage deemed salary reviews as appropriate.
• Manage all promotions up to Supervisor career level in consultation with the relevant HRBP Lead to ensure reflection of competence, diversity and comparability with like for like roles across the company
• Work with business leaders to ensure any salary revisions are aligned within new roles
• Champions the accuracy of HR Data by driving stakeholders in the timely resolution of action items related to employee records
• Promotes the use of HR systems policies and processes, challenging appropriately as necessary.
• Manage exit processes for staff, carrying out exit interviews etc.

Employee Programs and Initiatives

• Partner with HRBP Lead and other HR colleagues in the implementation of the strategic HR Plan, projects and initiatives at the company to positively add value to both our business and employees.
• Identify local project and HR initiatives in line with local group needs, working with the relevant HRBP Lead or HR Functional Lead, to gain additional support and leverage.
• Partner with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and implemented.
• Support, partner and develop POCs and/or SMEs in the implementation of HR Projects and initiatives where appropriate.

What we are looking for:

To be successful in this role you must…

• Interpersonal Skills – able to communicate, interact and work well with others; open to others ideas and inputs; works with others to find a mutually agreeable outcome
• Customer Focus – respond promptly to business and stakeholder’s needs; maintain communication and manage expectations; seek feedback to improve service; meet commitments Initiative – proactive, self-starter; looks for opportunities for improvement and implements; suggests and develops innovative approaches and ideas; gets involved in new things
• Communication – strong oral and written communication skills; clear and persuasive; listens to others and seeks clarification, contributes and gives input to discussion
• Strategic thinking – understands business goals and objectives and seeks to develop strategies and initiatives to support these; identifies threats and opportunities; understands business implications of decisions
• Decision making – willing to make decisions and includes appropriate people in decision making process; makes timely decisions

• Minimum studies: University diploma or degree (Law, Labour Relations, Work Studies, Business Administration and Management or similar).
• Specific training and/or work experience in Human Resources, Post-Graduate Studies in Labour Relations and/or Labour Law.

• Minimum two year experience as an HR employee, performing similar functions in personnel management and administration.

What's in it for YOU!

Driven by our "Malasakit" culture, we make certain that our team members are well-cared for. Hence we are proving these employee benefits, which you'll be able to utilize once you join our team!

• Day 1 HMO
• Meal & Transportation Allowance
• Rice Subsidy
• Clothing Allowance
• 24/7 Teleconsult
• Free Psychologist Consultation
• In-house & Online Pharmacy
• Scholarship Program
• Retirement Fund
• Free Meal & Medicine (through Transcom’s Tap Card Rewards)
• Loyalty Incentives
• Accidental & Life Insurance
• Free Shuttle Service

What Life at Transcom is like!
At Transcom, we’re relentlessly committed to our clients and each other. Every day, someone starts their journey with Transcom. Taking the potential they have today, and turning it into skills for the future. Getting recognized for working hard, being a team player, and supporting others. Championing positive, lasting change in their teams and communities. That’s just how we are at Transcom. Here we care, and root for each other. You’re included, just as you are, from day one. And with the right mindset, there’s no end to how far we can go together.

We are highly driven by our "Malasakit" culture. Transcom, in its very core, is all about an inclusive team that is focused on people. It all comes down to setting the bar for dignity, equality, and respect. It means that each one takes part in proactively shaping, cultivating, and building the company we want to work and live in. This is why genuine concern is so vital to us