Talent Business Partner and Talent Stewardship Officer

SOLUTIONS EXCHANGE, INC.; Makati; Sur place; PHP 1 200 000 - 1 800 000; Plein temps

Résumé du poste

SOLUTIONS EXCHANGE, INC. is seeking a Talent Business Partner & Stewardship Officer to shape the company's talent strategy, combining workforce planning, executive recruitment, and leadership development to build a resilient organization.

You will partner with business units to forecast headcount, lead full-cycle recruitment, design learning programs, and implement succession plans, while elevating employee engagement and retention across key functions.

Qualifications

• Education as stated: Bachelor's degree in HR/PSY/BA; Master’s or HR cert preferred.
• At least 10 years of progressive HR experience across Talent Acquisition, HRBP, Talent Management, L&D or OD.
• Proven track record in end-to-end recruitment, retention, succession planning, and learning programs.

Responsabilités

• Strategic workforce planning with business leaders.
• Lead end-to-end recruitment for critical, technical, and executive roles.
• Advise on salary benchmarking, job architecture, and employer branding.
• Monitor recruiting metrics and utilize ATS and sourcing tools.
• Design and manage learning paths, succession frameworks, and development programs.
• Oversee employee engagement and retention initiatives.

Connaissances

Strategic partnering

Talent acquisition

Learning & development

Performance management

Employee engagement

Formation

Bachelor’s Degree in HR/Business or Psychology

Master’s degree or HR certifications preferred

Description du poste

The Talent Business Partner & Stewardship Officer (TBPSO) plays a dual strategic role in building and sustaining the Company’s talent ecosystem. Combining strategic workforce acquisition with long‑term talent cultivation, the TBPSO acts as a primary consultant to business unit leaders—driving end‑to‑end talent acquisition and strategic headcount planning while simultaneously managing employee development, succession pipelines, continuous learning, and engagement initiatives to maximize organizational capability and talent retention.

Key Responsibilities

1. Strategic Talent Acquisition & Business Partnering

• Strategic Workforce Planning: Collaborate with business unit leadership to forecast talent needs, structure headcount plans, and align talent deployment with business growth targets.
• Full‑Lifecycle Recruitment: Lead end‑to‑end recruitment for critical, technical, and executive roles, employing direct sourcing, competency‑based assessments, and talent market intelligence.
• Advisory & Market Positioning: Serve as a trusted advisor to hiring managers on salary benchmarking, job architecture, and talent pipelines while strengthening the Company’s employer brand in the market.
• Recruiting Analytics: Monitor and optimize talent acquisition metrics (Time‑to‑Fill, Cost-per‑Hire, Quality‑of‑Hire) leveraging Applicant Tracking Systems (ATS) and automated sourcing tools.

2. Talent Stewardship & Organizational Development

• Learning & Capability Building: Design and manage corporate learning paths, continuous upskilling tracks, professional certifications, and management development programs.
• Succession Planning & Talent Calibration: Establish structured succession frameworks to identify, assess, and nurture high‑potential employees (HIPOs) and build robust leadership benches across key functions.
• Performance Management & Career Mobility: Oversee performance review cycles, 360‑degree feedback systems, career pathway mapping, and Individual Development Plans (IDPs).
• Employee Experience & Retention: Champion employee engagement, well‑being initiatives, and retention strategies to sustain a high‑performance, high‑commitment work culture.
• Talent Analytics & HRIS: Track and report key stewardship metrics, including turnover rates, internal mobility, skill gap analyses, and learning ROI for executive decision‑making.

Core Competencies & Skills Matrix

Strategic Business Partnering

Executive presence, stakeholder management, consultative problem‑solving, and alignment of HR initiatives to P&L objectives.

Talent Acquisition

Full‑lifecycle recruitment, direct sourcing, market intelligence, structured competency interviewing, and offer negotiation.

Talent Stewardship & OD

Succession mapping, competency modeling, instructional design, performance calibration, and career progression frameworks.

Data & Technology

Proficiency in ATS, HRIS/TMS platforms, talent analytics dashboards, and data‑driven workforce planning.

Qualifications

• Education: Bachelor’s Degree in Human Resource Management, Psychology, Business Administration, or an equivalent field (Master’s degree or HR certifications like SHRM/CIPD preferred).
• Experience: At least10 years of progressive HR experience, combining direct experience in Talent Acquisition/HRBP roles with specialized expertise in Talent Management, L&D, or Organizational Development, ideally within technology, IT services, or consulting sectors.
• Proven Track Record: Demonstrated ability to manage full‑cycle recruitment campaigns while simultaneously implementing employee retention, succession, and learning programs.