HR Business Partner

Smart Communications, Inc.


Date: 5 days ago
City: Makati City
Contract type: Full time
Education

Graduate of any bachelor's degree course

Qualifications

Experience

  • Must have at least 10 years' experience in Human Resources

Technical Competencies

  • Strategic Workforce Planning
  • Organizational Development
  • Change Management
  • Talent Management, Succession and Leadership Development
  • Coaching and Mentoring
  • Financial/Budget Management
  • Rewards Planning
  • Knowledge of overall HR lifecycle management

Duties And Responsibilities

ROLE DESCRIPTION:

  • Translate business strategies into organizational design requirements; facilitate organizational review discussions and provide standards and recommendations for the creation and modification of organizational structures.
  • Drive the business and culture transformation of the Company by enabling employees and management to anticipate and manage forthcoming business challenges.
  • Act as strategic partner to the management team in ensuring alignment of people strategy and initiatives with business priorities and directions.

Duties & Responsibilities

Workforce Planning

  • Develops account-specific short- and long-term workforce plans to support Current and Future Modes of Operation.
  • Develops the yearly workforce plan of the account in partnership with Line Managers;
  • Identifies workforce and talent gaps in the assigned account;
  • Validates hiring, employee movements and exits, ensuring that these are within the approved manpower budget and that roles are aligned with the account's operating model.

Job Description

  • Ensures that all organizational units and positions within the assigned account have job descriptions that are aligned with decision making the account's strategies and mode and operation;
  • Approves job descriptions and validates the results of the position's job valuation.

Talent Acquisition and Management

  • Together with the Center of Excellence (COE), designs and implements account-specific talent acquisition plans involving outsourcing and in-sourcing strategies of the account;
  • Together with the COE, develops Talent Management interventions to support the account's future mode of operation;
  • Conducts leadership evaluation for Executive and Officer hiring and talent mobility in alignment with the PLDT Group Leadership Framework;
  • Conducts coaching of the account's Top-Level Leaders;
  • Approves job offers provided to account-specific candidates;
  • Oversees effective onboarding for Executives and Officers;
  • Analyzes exit interview insights and comes up, together with COE and Shared Services, and executes on programs that improve employee experience.

Total Rewards and Performance Management

  • Together with the COE, develops and communicates total rewards strategies, retention programs and performance management programs within the account;
  • Facilitates development, approval and cascade of Group and
  • Sector-level Shared KPis within the specific account;
  • Leads the Group-level performance calibration and promotion process within the account.

Culture and Engagement

  • Works with the COE to develop programs that propagate the PLDT Group's culture and supports long-term ambitions;
  • Supports the COE in rolling out organization-wide employee welfare and recognition programs;
  • Executes account-specific communication relating to the accounts organization, leadership, and strategic HR programs;
  • Provides advice to the account's Executives and Officers on improving engagement levels of employees.

Learning and Organizational Development

  • Leads the conduct of the account's Organizational Needs Assessment and Diagnosis;
  • Together with the COE, develops and executes on organizational effectiveness interventions;
  • Aligns learning programs with the account's strategies and transformational goals

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