Job Title Human Capital Partner / Strategic Business Partner

Location Manila

Reporting to Associate Vice President, HR

Education and Experience:

 Post-Graduate in Human Resources (2-year full-time program from reputed institute)

 8+ years of post-qualification experience in HR. Minimum 2 years’ experience in Business HR Manager role

 Should have experience managing hiring of techies

Desired capabilities:

 Has led or been part of HR Transformational /Change Management projects earlier (Preferred)

 Ability to lead and guide a team of Business HR

 Ability to collaborate across levels and geographies

 Strong communication and presentation skills

 Be a consultant & trusted advisor to business leaders using deep knowledge of HR functional areas

 Adept at using HR technologies and tools for data analytics and solutioning

 Understanding of business flow and ability to work closely with critical Business Stakeholders

 Ability to learn in a mature but complex organization with varied People Policies & Practices

 Self-sufficient, capable of identifying key issues and priorities and focusing on these to deliver

required results with minimal direction and supervision.

 Able to identify problems and significantly improve, change, or adapt existing methods and techniques

Key Responsibilities:

1. Support Transformation

Play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. This profile will focus on the people side of change, including changes to business processes, systems and technology, job roles and organization structures. The primary responsibility will be to identify and drive key HR projects (Design Thinking approach), driving change management and plans that maximize employee adoption and usage and

minimize resistance. Will work to drive faster adoption, higher ultimate utilization of and proficiency with the changes that impact employees.

2. Planning & Budgeting

Prepare Annual Operating Plan (AOP) in consultation with the business head. Provide inputs on policy changes required within business line to Corporate HR; Plan, review and study metrics received on various factors like workforce head count and cost outlook and the approved AOP, employee engagement, attrition, headcounts, contract staffing cost and headcount, investments required in employees etc; Review and provide inputs for the corporate budget planning and HR budget based

on the above metrics, Track and review the cost vs AOP across various metrics; Review the finalization of budget and seek approvals; Track adherence to budget and take corrective actions in case of deviations

3. Talent Acquisition

Participate in forecasting of manpower requirements for the year and per quarter based on business needs, projected attrition and expected location movements; Liaise with business to ensure that manpower is in line with pyramid structure; Provide inputs into recruitment plan development including fresher to lateral hire mix, channels to be used etc.; Interview candidates for positions and

assess candidate fitment into role and organization; Review the weekly reports and seek inputs in case of major abnormalities; Resolve recruitment related escalated issues

4. Compensation & Benefits.

5. Performance Management

6. Employee Engagement / Productivity Measurement

7. Talent Management

8. Managerial Capability & Skill Transformation