The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes.

Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students.

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia.

The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

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.

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.

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..

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.

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.

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.

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 conducting studies and audits policies, systems, processes, and programs with employee engagement and experience in mind.

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.

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

Education and Experience Requirements:
Bachelor’s Degree in Psychology/Management or related course

Master’s Degree in Psychology or Business is an advantage

At least three (3) years of experience facilitating groups and proposing interventions

At least three (3) years of experience in managing clients and HR client partnering

Experience or knowledge on several work process improvement, organizational design, people analytics, and data mapping

Experience in an academic setting is an advantage