The Human Resources Business Partner owns the HR agenda of his/her assigned Business Unit/s. He/she is responsible for the delivery of a purposive and integrated Human Resources solution to the said Business Unit/s. As a Human Resource Partner, he/she will serve as the customer advocate, ensuring that they experience the excellent support that they expect from the Human Resource Department. He/she will aim to integrate with the Business Unit/s always in constant communication with its leaders to understand their current as well as evolving business needs.
The Human Resources Business Partner (Account Officer) is responsible for the alignment of the human resource strategies to the overall business plans of its client group. The role includes designing and implementing human resource programs that build organizational capability in order to deliver the expected business results.
Responsibilities
Business Partnering/Account Management

• Partners with the business leaders in building organizational capability and core competencies.
• Understands the various aspects of the business including products and services, competitors, financial reports, goals, strategies, and business development, to determine business needs.
• Attends and participates in regular meetings, which includes Monthly Business Meetings, Business Planning, and other special meetings.
• Partners with leaders and members on appropriate policies and procedures.
• Gives timely feedback and recommends solutions and improvements to the HR Council, Learning and OD team, Recruitment team and Compensation and Benefits team on HR policies and programs.
• Conducts and facilitates HR-related enablement sessions to ensure that employees are kept updated as well as informed on the latest programs, policies, guidelines and systems
• Conducts regular site visits to clients and be involved in status checks meetings with each to better understand the HR needs of the business.

Employee Relations (Labor)

• Prepares and issues disciplinary notices and decisions and files the same in the employee’s 201 file.
• Conducts administrative hearings.
• Represents the company to various labor cases hearings at the NLRC.
• Prepares reports for administrative cases
• Ensures that employment practices on disciplinary actions are in accordance with Company policies and Philippine Labor Laws.
• Coordinates and assists superiors in recommending appropriate disciplinary measures to be imposed to erring employees.
• Assists superiors in counseling and disciplining their respective staff.
• Facilitates orientation on disciplinary policies and procedures.

Performance Management

• Ensure timely communication, execution, and completion of the performance evaluation process for beginning, mid and year end appraisals
• Oversees and Reviews Employee Movement documentation to ensure accuracy in records and employees are updated of their new movements and/or status within the organization.

Employee Engagement

• Ensures the implementation of all HR programs and responsible for HR project delivery
• Manages activities and concerns on Employee Relations and reinforces company value system through HR programs. Sponsors activities that will enhance teamwork and increase employee morale.
• Assists in company activities and programs.
• Facilitates employee incentives and recognition programs.
• Facilitates employee awareness and motivation.

Data and Analytics

• Resolves administrative problems by coordinating the preparation of reports, analyzing data, and identifying solutions, within HR and with counterparts outside of HR.
• Oversees and Reviews Employee Movement documentation to ensure accuracy in records and employees are updated of their new movements and/or status within the organization.

Administrative Services and Other Functional Roles

• Enables the Exit Management Process by ensuring separating employees undergo a rigid and proper exit process and completes specific requirements and can sign off quitclaims and waiver
• Is tasked to take on additional projects as necessary and as instructed by the immediate manager or one-up manager
• HCM Management
• Exceptional Approval Process
• Training process and enrollment
• Performs other tasks that may be assigned from time to time.

Minimum Requirements/Qualifications

• Bachelor's/College Degree in Human Resource Development Management Psychology, Behavioral Science, or equivalent
• With at least 2-5 years of experience in the same capacity
• Knowledgeable in Philippine Labor Laws, and industrial practices in Human Resources, particularly in the above-stated functional areas.
• Good communication skills, both written and oral.
• Proficient in MS Office Applications.
• Good analytical and decision-making skills.
• Excellent customer service and relationship management skills.
• High degree of business acumen.
• Strong administrative, time management, and project expertise.
• Demonstrates attention to detail, and excellent organizational skills
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies