Job Description
Reporting directly to the VP and Site Head, SLGS PH, and functionally to VP and CHRO, SLGS, we are looking for a candidate for the role of Head HR & Communications, SLGS PH. The role will hold a pivotal position in formulating and driving the People Strategy for SLGS PH. This is a key role that will work closely with the senior leadership team of the Company in communicating a sense of purpose and embedding the Sun Life Culture across the Company as well as managing change effectively.
The primary objective of this role is to provide robust and compliant human capital support to the organization, streamlining people processes to foster a harmonious and top tier working environment. This role will be a driving force in cultivating a thriving and progressive work atmosphere, aligning people practices with business objectives, and overseeing human capital implications on the organization's overall performance. This role is instrumental in enhancing organizational efficiency, engagement, and success.
As an organization, SLGS provides an environment where individual contribution is rewarded and teamwork is encouraged, where objectives are clearly defined and where our core values are always front and centre. The incumbent will be responsible for coaching and developing a dedicated team of 40 professionals.
Key Accountabilities:
HR Strategy
- Define the strategic roadmap for the HR function and establish a long-term vision on the evolution of people practices and work culture aligned to the organizational vision and goals.
- Establish talent direction for all line of businesses in SLGS PH (Operations, Technology, Knowledge Services and Enabling Functions) in partnership with the SLGS PH business leaders.
- Drive innovation and improvement by identifying and executing ideas to consistently deliver new solutions and ways of working as well as increase efficiency and effectiveness of the People function.
- Track ROI and impact of talent programs/initiatives through metrics (employee turnover, retention rates, time to hire, training effectiveness etc). Continuously refine strategies based on data-driven insights to improve business outcomes.
- Drive strategic workforce planning efforts to meet the current and future talent needs of the organization.
- Ensure adherence to external and internal regulatory, compliance and governance requirements.
- Ensure compliance with data privacy laws and regulations related to collection, storage and use of employee data.
- Lead training and development initiatives for the people function to enhance their skills in areas like data analytics, agile, technology tools, change management, etc. Build a culture of datadriven decision making within the People function.
- Drive innovation and digital transformation of HR processes and systems. Implement tools and technologies to automate routine tasks and deliver new solutions & ways of working to increase productivity, efficiency and effectiveness of the People function.
HR Business Partnering
- Act as advisor and coach to the senior management team at SLGS PH on all workforce matters & organizational issues. Enable them to manage their workforce better.
- Design and manage execution of all SLGS PH wide talent, culture, diversity and capability development programs, in line with SLGS PH people strategy.
- Ensure HR Plans, Policies & Procedures support the business objectives. These include, not limited to, competitive compensation and benefits programs, HR policies and guidelines, regulatory compliance programs, organizational development programs, payroll administration and employee record management policies.
- Lead organizational change initiatives and ensure effective change management strategies are developed and implemented.
Talent Acquisition, Engagement & Development
- Work closely with the various Business and Functional Heads to understand the talent needs and develop the manpower & talent acquisition strategy across different areas of SLGS PH Technology, Operations, Knowledge Services and Enabling.
- Oversee the Talent Acquisition function to ensure that SLGS PH is able to attract and on-board, fit for purpose talent, on time and within targeted cost.
- Manage execution of an effective Performance Management program for SLGS PH aligned to organization's performance management approach; including any processes, communication and reviews required to address local nuances and needs.
- Lead review and analysis of the performance review process and outcomes.
- Lead strategic workforce planning efforts to anticipate future skills needs and ensure the organization has the right talent pipeline. Analyze trends in technology, industry, demographics etc. to forecast emerging skills.
- Develop and implement learning and development programs to upskill/reskill the existing workforce for future roles.
- Execute new and innovative ways of managing and promoting talent within the organization through effective implementation of global, regional and local programs such as internal job searches, active identification and development of High potential resources, training and reskilling, effective organization design, career planning and succession planning.
- Drive consistency in global and local compensation philosophy across all BU's while maintaining alignment with local market benchmark.
- Ensure that the local reward system is seen as fair, equitable and competitive in the local market (across all BU's) and by all stakeholders internally as well externally.
- Develop and implement comprehensive employee engagement strategies and programs to promote a positive work culture and high employee satisfaction.
Organizational Culture, Change and Communications:
- Provide strategic direction and leadership to develop the company's marketing & communications strategy to support strategic business goals such as thought leadership, employer branding, organizational culture, DEI&B, and employee engagement.
- Contribute to change communications initiatives in partnership with business leaders.
Qualifications:
- MBA / postgraduate in Human Resources/Organizational Psychology from prestigious schools.
- Additional qualifications in coaching, change management, talent management and related HR disciplines is a plus.
- 15 + years of experience in the People function in a multinational organization preferably in shared services organization or global in-house centre, in progressively larger and complex roles.
- 5+ years of experience in leading the People function.
- Experience with ITBPM, GCC, GBS organizations is preferred.
- Unquestionable integrity, objectivity & discretion. Committed to core values and ethical business conduct in all business practices.
- Strong consultative and influencing skills. Experience of engaging and influencing CXOs
- Ability to operate effectively with ambiguity, uncertainty and change.
- Ability to gather, screen and interpret a wide variety of detailed information yet remain focused on the big picture.
- Provide data-backed insights and recommendations on people strategies, programs and policies.
- Strategic mindset along with the ability to translate strategic insights into delivery.
- Excellent communication and interpersonal skills
- Experience of working in a complex matrix organization.
- Ability to work well under pressure and meet tight deadlines.
- Self-motivated and an ability to energize matrix and virtual teams to meet objectives.
- Personal focus on continuous improvement and innovation
- Strong knowledge of People Systems & Processes
- General knowledge of various employment laws and practices.
- Excellent people management skills, including team development, leadership, coaching and strong change management skills.
