INT-B824381 | HUMAN RESOURCE BUSINESS PARTNER

Strategic Partnership and Compliance 

• Establish and sustain strategic relationships with client stakeholders to understand business objectives, ensuring alignment with Philippine labor laws, industry regulations, and company-specific guidelines. 

• Act as a consultant to management, providing data-driven insights and recommending systematic approaches to address HR challenges. 

• Advocate for HR compliance by embedding legal and policy adherence into key processes, audits, and initiatives to minimize organizational risks. 

• Develop and implement HR programs and policies that balance compliance with employee engagement and productivity. 

Process Improvement and Change Management 

• Identify opportunities for streamlining workflows and enhancing the efficiency of HR processes, including employee lifecycle management, documentation, and HR service delivery. 

• Leverage exit interview data and other feedback mechanisms to propose and implement actionable improvement initiatives that address root causes of attrition. 

• Drive organizational change initiatives by ensuring smooth communication, minimal disruption, and alignment with strategic objectives. 

• Promote a culture of innovation by encouraging collaboration across teams and redesigning workflows to reduce redundancy and enhance service delivery. 

Internship Management 

• Oversee the end-to-end management of interns, from post-onboarding to separation, ensuring their experience aligns with the organization’s standards and objectives. 

• Facilitate regular check-ins with interns to track performance, address challenges, and reinforce learning opportunities. 

• Coordinate and conduct mid-term and final performance evaluations, or any assessments required by academic institutions, leveraging insights to provide developmental feedback and recommendations for future career opportunities. 

• Collaborate with business leaders and supervisors to align intern assignments with organizational objectives, identify challenges, and implement actionable solutions. 

• Organize engagement activities and workshops designed to enhance the internship experience, foster learning, and encourage participation in the organization’s culture. 

• Ensure timely and accurate processing of documentation for internship completion, including certificates, clearance, and structured feedback. 

Employee and Labor Relations 

• Ensure that disciplinary actions follow due process in compliance with labor laws and organizational policies. 

• Oversee the Exit Management Process, ensuring proper documentation, compliance with requirements, and insightful use of exit data to inform retention strategies. 

• Provide guidance and resolution for employee grievances, escalating concerns when necessary, and maintaining a fair and transparent approach to labor relations. 

HR Service Delivery 

• Serve as the primary point of contact for HR-related concerns, ensuring timely resolution and adherence to service-level agreements (SLAs). 

• Facilitate employee onboarding, offboarding, and transitions, ensuring documentation accuracy and compliance with labor laws. 

• Conduct enablement sessions to educate employees and leaders on policies, tools, and systems critical to operational success. 

Performance Management 

• Facilitate timely execution of the performance evaluation cycle, ensuring alignment with business objectives and accurate employee movement documentation. 

• Partner with leaders to identify performance trends, design improvement plans, and align employee goals with organizational priorities. 

Employee Engagement and Organizational Development 

• Collaborate with business units to design and execute employee engagement strategies, ensuring alignment with organizational culture and goals. 

• Lead initiatives to promote inclusivity, diversity, wellness, and mental health across the workforce. 

• Support leadership development programs and other enablement activities that enhance employee growth and satisfaction. 

• Develop tools and platforms for knowledge-sharing and enable continuous learning opportunities for employees. 

HR Analytics and Data-Driven Insights 

• Analyze HR metrics and trends to provide actionable insights that inform decision-making and support strategic objectives. 

• Monitor and measure the success of implemented HR programs, ensuring continuous improvement.