HR Business Partner

The HR Business Partner plays a crucial role in aligning HR strategies and initiatives with the overall business objectives of Quantrics. This role serves as a strategic partner to business leaders, providing guidance and support to the organization. The HR Business Partner ensures the development and implementation of effective HR practices to drive employee engagement, employee retention, and organizational effectiveness and workplace culture.

Specific Duties And Responsibilities

Strategic HR Planning: Collaborate with business leaders to develop and implement HR strategies aligned with organizational goals.

Employee Relations: Provide guidance and support in resolving employee relations issues including discipline management, ensuring fair and consistent treatment of employees.

HR Policy and Compliance: Ensure compliance with all applicable labor laws and regulations.

Discipline Management: Address and resolve employee misconduct or violations of Company policies and procedures. It includes the following but not limited to:

• Review and ensure proper documentation of Notices to Explain (NTEs) and Notices of Decision (NODs).
• Monitor and track employee concerns, grievances, and disciplinary actions per segment.
• Ensure compliance with Department of Labor and Employment (DOLE) regulations and support audits by DOLE and internal compliance teams.
• Performance Management: Support the performance management process, including goal setting, performance evaluations, and feedback sessions.
• HR Metrics and Reporting: HR Metrics and Reporting: Analyze data, identify trends and areas for improvement, and propose solutions to improve employee experience and retention. Monitors and reports on key HR metrics such as new hires, attrition, employee relations issues, and engagement surveys.
• Learning and Development: Identify training needs and work with the Learning and Development team to design and implement relevant programs.
• Employee Engagement: Develop and implement initiatives to enhance employee engagement, satisfaction, and overall employee experience.
• Policy Development and Governance: In collaboration with the Employee Relations, CoE, regularly update HR policies and conduct roadshows to keep employees informed.
  
  

Note: Responsibilities may evolve over time or vary by location.

Others

• Perform other tasks as maybe assigned from time to time.
  
  

COMPETENCIES

Core Competencies (Must-have Competencies)

• HR Expertise: Possess a deep understanding of HR principles, practices, and policies. Stay updated with current HR trends and best practices.
• Business Acumen: Demonstrate a strong understanding of the organization's business goals and objectives. Apply HR strategies to support the achievement of these goals.
• Relationship Building: Build and maintain effective relationships with business leaders, stakeholders, and employees. Act as a trusted advisor, providing guidance on HR matters.
• Communication: Excellent verbal and written communication skills. Ability to effectively communicate complex HR concepts to a diverse audience.
• Critical Thinking: Analytical mindset with the ability to identify and resolve HR-related issues and challenges. Develop proactive solutions to enhance employee experience and drive organizational success.
• Change Management: Proficient in managing organizational change initiatives. Assist in driving change and ensuring smooth transitions within the organization.
• Collaboration: Work collaboratively with cross-functional teams to implement HR programs, policies, and initiatives. Foster a culture of collaboration and teamwork.
  
  

Qualifications

Educational Qualification/s

• Bachelor's degree in Human Resources, Psychology, Business Management or a related field.
  
  

Professional Qualification/s

• Minimum of 4-5 years of experience in HR roles, with a focus on HR Business Partnering.
• Experience in a BPO industry highly preferred.
• Strong knowledge of HR principles, practices, and Philippine labor laws and DOLE regulations.
• Proven experience in implementing HR programs and initiatives.
• Excellent organizational, interpersonal and communication skills.
• Ability to handle confidential and sensitive information with confidentiality and professionalism.
• Strong analytical and problem-solving abilities.
• Proficiency in HRIS and MS Office applications.
• Effective project management skills such as overseeing HR initiatives from planning to implementation.
  
  

Work Conditions

• 5 days a week (days to be defined by the HRBP Director)