HR Business Partner

Vertere

Early Applicant

28 days ago
Be among the first 50 applicants

Exp: 5-7 Years

Full time

Philippines

Job Description

SUMMARY:

Under managerial direction in a matrix reporting set-up (functional to HR Director and operational to CSD), the role shall provide end-to-end account management support and services to achieve business objectives through people engagement/morale/retention and client satisfaction. The role shall serve as the Single Point of Contact (SPOC)/Consultant between the resources and Management/Back Office/Client on HR related matters/issues before, during and after a project assignment of resources.

In addition, the HRBP shall concurrently handle a Center of Expertise specialization as detailed in Annex A, which may be rotated in no less than one-year assignments, depending upon business exigencies and bandwidth.

ESSENTIAL DUTIES AND RESPONSIBILITIES (HRBP Role):

As Strategic Business Partner

Partners with the CSD/SDM (business leaders) to execute business strategies and tactics of the staff augmentation business that is mainly driven by talent supply-and-demand. Standard HRBP to Resources ratio at 1:80-150, depending on the dynamics of account.
Develop, maintain and update files/records/systems of the IT skills and technology certifications of resources (supply) in order to efficiently address current and potential client requirements (demand)
Maintain and update Scheduling Workbook/System/Tracker to ensure that information is accurate and reliable and prepare/distribute template and on-demand reports as required.

Monitor, report and help manage key metrics such as utilization (days present/work days of the month), chargeability (total hours worked including OT/total regular workhours of the month), involuntary and voluntary attrition (total leavers/total headcount on an annual average basis) and retention (Average tenure served per resource, per client measured monthly over time )

Monitor, Evaluate and position internal off-boarding resources to current requirements to sustain revenue stream as far as possible
Liaise with client POCs and end-users/PMs, as may be authorized by the CSD, to address, fulfil and predict client requirements
Attend, participate and contribute during weekly/regular staffing and scheduling meetings and conference calls and provide value-adding updates and close pending action items and issues.

Other related duties that may be assigned by Management from time to time.

As Employee Champion
Work with business and HR leadership to balance and align resource career preferences/development goals, by understanding the Resource's strengths and areas for development (technical and soft skills) vis-a-vis client requirement in order to afford our people with an engaging environment for professional growth.
Act as the SPOC for clients in collecting, validating and addressing feedback with regard to performance and service delivery, upon the direction of the CSD

Directly address and close out based on TAT all Level 1 requests, queries and concerns of Resources and escalate to the Center of Expertise/HR Specialist/concerned Back Office units ONLY when questions and queries are either novel or complex.

Conduct regular and ad-hoc townhall meetings with Resources (per client) to cascade/disseminate new information/policies (originating from Corporate Office or Client), gather feedback, address grievances and appreciate/highlight exemplary performance of resources.
Conduct employee discipline/Administrative case handling from gathering facts, issuance of NTE, case analysis and decision and issuance of NOD, under the guidance of the HR Director/business leaders in a timely, effective, and thorough manner, with utmost fairness to the employee. Always observe due process of law and ensure cases are airtight to avoid suits against the company.
Conduct one-on-one resource coaching following the GROW coaching framework or any similar method and keep records of the same.

Develop, empower, motivate and maintain a set of HRBP conduits per client to help champion employee well-being.

Perform regular calls or FTF meetings with resources in accordance to approved intervals (1-30-60-90 days) and keep records of the same.
Other related duties that may be assigned by Management from time to time.
As Administrative Expert

Issue inter-BU template announcements relating end-to-end resource management, from on-boarding to off-boarding, including updates while on-assignment, in a timely and accurate manner.

Facilitate all on-boarding and off-boarding procedures, and obtain a good command of the Back-Office policies, SOPs, standards and procedures (Timekeeping, Accounting, Billing, NAG, Admin, ISMS etc) to ensure compliance
Process all forms of documentation (contracts, extension letters, PAF, salary approval, AVRs, EOC/PC Notices, etc) via Docusign/Dynafile in a timely and accurate manner.
Report to HRIS Custodian all requests for data changes in JPS (end dates, salaries, employment status, etc).

Facilitate requests for CV update and ensure a, editable copy is saved in Dynafile for every case of CV updating to ensure that the right skills are properly highlighted in accordance to the requirement.

Prepare all forms of employment certification (COEs, with or without salaries) and coordinate with Center of Expertise on the issuance of client-specific on-boarding requirements.
Prepare regular and on-demand administrative reports and updates as may be necessary.
Other related duties that may be assigned by Management from time to time.

As Change Agent

Continuously look for new and better ways of serving the client and resources
Participate actively in Department-wide or Company-wide change initiatives like system development, process improvement and optimization
Plan, organize and facilitate any change (big and small) originating from client or Corporate Office/CSD that may affect our resources to ensure smooth transition by following, where applicable, the SCARF model of change management.

Other related duties that may be assigned by Management from time to time.

WORKING RELATIONSHIPS:

CSD/SDM/HRDir - Shares and seeks information, consults, partners, and provides service, facilitates decision or build consensus towards decision

Client POCs - Shares and seeks information, consults, partners, obtain decision and provides service
Back Office Departments Shares and seeks information, consults, partners, and implement their policies
Resources - Shares and seeks information, coach, be consulted, provide services

HR Specialist/COEs - Shares and seeks information, consults, partners, facilitates decision

SUPERVISORY RESPONSIBILITIES:

Indirectly/Administratively supervises resources in the assigned accounts, under the guidance of CSD but has no direct reports.

KEY SUCCESS INDICATORS/ ATTRIBUTES:

Demonstrate good business understanding/acumen of the IT staff augmentation business

High degree of organization, prioritization skills, excelling at tracking progress and follow-through
Demonstrate above average critical thinking, reasoning and problem-solving skills.
Demonstrate good verbal, written, one-on-one and platform/plenary communication skills.

Relate to all employees, stakeholders and customers with respect, courtesy and professionalism.

Ability to develop and build relationships with key business partners through personal credibility and trust.
Exemplify good judgement and decisiveness in a fast paced, changing environment.
Driven to meet individual and team goals and deadlines.

Demonstrate personal leadership that inspires others.

Stay current with newest technology software, systems, applications and industry trends.
Ability to readily adapt to change.
Advanced personal computer skills with MS Office (Word, Excel, PowerPoint and Outlook).

Maintain courteous and professional working relationships with employees, stakeholders, and customers.

* Compliance with Company security principles, policies, standards, procedures and guidelines, laws and regulations.

Commitment and adherence to Company organizational and corporate values of competitiveness, meritocracy, shareholder return, and business integrity.

EDUCATION AND/OR EXPERIENCE:

Bachelor's Degree in Psychology, Human Resources Management, or any Humanities or Business field; with at least 5 years of generalist HR experience.

CERTIFICATION AND/OR LICENSES:

Certification in 1 field every 2 years, depending on the Center of Expertise specialization, with PMAP Diploma in Human Resource Management (DHRM).

CERTIFICATE IN COMPENSATION MANAGEMENT

CERTIFICATE IN ORGANIZATION DEVELOPMENT

CERTIFICATE IN LABOR RELATIONS

CERTIFICATE IN HUMAN RESOURCE PLANNING AND ACQUISITION

CERTIFICATE IN HUMAN RESOURCE DEVELOPMENT