HR OD Client Partner Officer III

Summary of Work Activities and Responsibilities:

The HR/OD Client Partner Officer III assists the organization operate at its optimum by ensuring that client concerns are properly attended to, queueing process is managed, trends are analyzed, and recommendations to improve current ways of proceeding are coordinated with the different HR offices and pertinent stakeholders. The position shall serve as a liaison between the HR and the assigned client unit.

Main Duties and Responsibilities:

I. Client Partnership Engagement

• Keeps abreast with trends and changes happening in and outside the University and determines how it affects the HR Cluster, and contributes to the overall employee engagement and experience.
• Keeps abreast of the latest HR/OD practices, labor regulations, and professional requirements that affect academic cluster and University employees.
• Keeps up to date with industry and general community trends both local and international and forecasts future organization realities and job requirements, anticipating change in processes, work profiles, and employee profiles, and determines ways to incorporate/adapt it in our own systems.
• Benchmarks against industry and general community methods and practices to measure and recognize the different levels of engagement at an organization-level and at a team-level.
• Works towards improving HR/OD systems in support of the academic and the administrative clusters realities and plans, and how it translates to the experience of the employees and leaders working in the University.
• Understands and addresses unit and employee needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.
• Partners with leaders and employees, coaching and supporting them on issues related to team dynamics, working conditions, change management, and performance effectiveness.
• Serves as a conduit between the unit's leadership team, the employees and the University management in relation to HR/OD matters.
• Assists the cluster's leadership team and the HR offices in determining their HR/OD requirements, creating programs to address the needs of the cluster and the community, and identifies successes and areas for improvement, achievement of set organization and HR goals.
• Liaises with clients for their HR/OD-related concerns and requirements and recommends new systems and technologies for possible improvements in the efficiency and accuracy of work processes.
• Monitors the cluster and the school calendars, including administrative appointments, and ensures that HR Cluster programs and services align with the client's schedule and workloads.
• Monitors HR/OD policies and programs that affect employment conditions and employee well-being, and recommends updates and/or development of new initiatives.
• Reviews programs to check on our working conditions as it affects how employees connect with the University, the work they perform, and the interactions they have with their colleagues.
• Initiates conversations and collaborates with affected offices and administrators on how to address brewing or presenting employee concerns.
• Collaborates with the different HR offices to bring relevant and up to date information.
• Assists the cluster's leadership team and the HR offices in creating programs to address the HR/OD needs of the assigned cluster, and in applying new systems, technologies and policies for possible improvements in the efficiency and accuracy of work processes to meet the present realities.
• Attends the concerns of the units and proposes preventive mechanisms and/or risk mitigations.
• Coaches and supports leaders and colleagues with issues related to work challenges, change management efforts, and managing performance effectiveness with the goal of improving work relationships, building morale, and increasing productivity and boosting employee retention.
• Assists in handling and managing arising concerns and conflict situations within the Office and with clients.
• Works with all the HR offices in tracking all the concerns and requests of the clusters/schools and ensures that all concerns are addressed.
• Maintains the knowledge repository.
• Tracks all the client requirements and ensures that all concerns are addressed in a timely manner, and regularly updates the clients on the progress of their requests.
• Monitors the queueing process with the HR offices to ensure that concerns and expectations in service tickets are addressed and delivered in a timely manner.
• Monitors the progress of agreed deliverables and timelines with the clients, and determines ways to improve the timely delivery of services.
• Reviews the timeliness of responses and resolution of concerns, and works with the HR offices to determine sources of bottlenecks and identify interventions to address such state.

II. Section Support

• Monitors metrics and quality measures with the assigned cluster/school leadership team to determine the academic cluster's HR/OD initiatives progress by regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.
• Assists in determining trends, areas for improvements and modifications that may provide better service to the clients.
• Assists in maintaining focus and synergy among the Office personnel through the creation of parallel support mechanisms, systems, and programs.
• Assists in conducting studies and audits policies, systems, processes, and programs with employee engagement and experience in mind.
• Monitors the implementation of programmatic and systemic review of systems, programs, and processes.
• Assists in the assessment, evaluation and analysis of Office systems, design, programs, procedures vis--vis benchmarked trends, practices, and standards to ensure continuous improvement, maintenance of and adjustment in service delivery.
• Recommends HR/OD policies and strategies necessary to improve Office systems in support of the academic and the administrative clusters, and the University.
• Proposes systemic solutions to enhance/improve the efficiency and effectiveness of the Office.
• Assists in designing and implementing data gathering and evaluation methods and processes in line with assessing and improving the Section's programs, processes, and systems.
• Recommends standard process for queueing process.
• Recommends policies, processes, guidelines, and procedures for the delivery of client partnership services in collaboration with the other HR offices.
• Translates technical information in a manner relatable to senior level management and clients to facilitate key decisions that provide value to the University.

III. Performs other office-related tasks as may be assigned by immediate supervisor or authorized representative.