Consultant, Human Resources

Executive recruitment company Monroe Consulting Group Philippines is recruiting on behalf of a technology company who offers a full spectrum of global technology and supply chain services to businesses around the world.

Job Summary

Our respected client is seeking an experienced Human Resources (HR) Business Partner of the highest professional standing and a background in Center of Excellence model for the job of Consultant, Human Resources.

The Consultant, Human Resources is expected to serve as a Human Resources Business Partner between the business and employee. They will assist Human Resource and business staff in providing professional HR counselling to the organization. They will work with the Head of Human Resources in the development and improvement of company policies, procedures, and documentation. They will assist operations management in maintaining a high level of employee performance and engagement while being able to execute the smooth implementation of new policies; they may assist in communication of company-wide policy changes and updates. The HRBP will be responsible for conducting and measuring "pulse of employees" and assess employee needs while helping formulate action items to management. They will coordinate resolution of policy related issues; assists and advice company managers and process owners all employee-related and human resources matter. They will assist in planning and implementation of retention initiatives and attrition management. The job is in Taguig City, Metro Manila, Philippines, and offers a WFH flexibility.

Key job responsibilities include:

• Human Resources Project Management
• Report development
• Adept in labor-related matters
• Performs as primary HR liaison for the business and the rest of the HR related functional areas
• Performance and Talent Management
  • Provide input in developing and implementing HR program in the areas of performance management, goal setting and monitoring, promoting HR programs/initiatives, employee relations, performance management,organizational development and communications while maintaining strict confidentiality.
    • Oversee the talent management pool through the identification and assessment of talent strengths and development opportunities.
    • Facilitate Talent Assessment Planning sessions, Succession management & monitor performance management processes.
    • Support management in the preparation of development plans to ensure associates are prepared for future opportunities.
    • Ensures client groups are structured optimally and provide appropriate career paths to enable organizational effectiveness, while driving consistency and alignment across the Company.
    • Conduct workforce planning sessions purposed in helping the organization plan, forecast, and actively manage headcount and compensation expenses. Communicate proactively with the Talent Acquisition Team about projected changes in the business, staffing needs, skill set and competency focus, etc.
  • Employee Relations
    • Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups. Assistwithcounseling employees concerning work-related problems and provide feedback to HR leaders as necessary.
      • Provides Employee Relations support in alignment with the company policies and guidelines as well as applicable laws. Investigate employee relations issues and work with team leaders and managers around performance management.
      • Investigate employee relations issues and work with team leaders and managers around performance management.
      • Implement policies related to pay per performance schemes, leverage legislation & process knowledge to increase management knowledge for employee relations matters & ensure proper basic HR support can be delivered by manager of each team to their respective direct reports.
      • Front line resource for handling all people-related issues within an assigned business group or functional unit.
      • Report issues that affect employee morale to Business Leaders and act as part of the team to address these issues.
      • Conduct confidential investigations into employee performance, harassment complaints, and potential termination actions.
    • People Managers Coaching & Support
      • Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups. Assistwithcounseling employees concerning work-related problems and provide feedback to HR leaders as necessary.
        • Utilizes management metrics and associate feedback tools to identify and act on trends which will proactively: help drive organizational efficiency; improve management quality and effectiveness; make recommendations to enhance company and departmental profitability; improve associate performance; and improve employee retention and engagement.
        • In partnership with management counsel up to and including senior members of the executive team, this position creates alignment between people and organizational development strategy and short and long-term business strategy.
        • Conduct training & orientation sessions to new managers for their people management responsibilities and obligations.
      • HR Policies and Change Management
        • Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups. Assistwithcounseling employees concerning work-related problems and provide feedback to HR leaders as necessary.
          • HR policies creation and implementation.
          • Responsible for new hire orientation, including review of Company policies and procedures.
          • Provides HR expertise and assistance in enhancing company culture while promoting corporate values and mission.
          • Manages change and complex projects in support of organizational objectives.
          • Acts as a change leader within the organization and coaches others in change management.
        • Organizational Governance, Operation Excellence and Projects
          • Collaborates with other members of the group in requirements gathering, analysis, planning, development and delivery of new projects, initiatives, and on-going Human Resource functional responsibilities. Develop and publish new reports both proactively and in response to client requests to improveoperationalefficiencies. Assist in processing employee changesthroughHRIS.
            • Ensure compliance with all local HR laws and regulations.
            • Liaise with Talent Acquisition, Talent Development, HR Services, and Employee Engagement to align and coordinate efforts managing HR processes and to work collaboratively on business and HR issues and initiatives.
            • Implement HR best practices and processes such as performance management (in conjunction with the HR leaders), employee engagement, compensation planning and workforce/succession planning timely and accurately and in compliance with employment law.
            • Participate and, when requested, lead project related to various fields of HR targeted at improving customer satisfaction and leaner HR processes.

Key job requirements include:

• Bachelor's degree or equivalent in Human Resources, Business, or Organization Development, Management or Psychology.
• Experience working flexible evening shift.
• Five plus (5+) years of progressive HRBP leadership experience in HR Generalist functions, Employee Relations, and other related HR functions. Average tenure of 2-3 years with each previous employer.
• Preferably Coaching and consulting skills with demonstrated record of problem solving and organizational development diagnosis skills. Possess the ability to maintain strict confidentiality and demonstrate knowledge and understanding of employment law, policies and procedures is essential.
• Excellent experience investigating employee issues and complaints.
• Vast and current understanding of employment laws, labor codes and practices
• Experience coaching team leaders and managers.
• Very good knowledge in compensation, organizational planning, organization development, employee relations, training, and preventive labor relations, preferred.
• An understanding of the administration of benefits and compensation programs and other Human Resources programs.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
• Evidence of the practice of a high level of confidentiality