HR Business Partner (HRBP)

SUMMARY:

Under managerial direction in a matrix reporting set-up (functional to HR Director and operational to CSD), the role shall provide end-to-end account management support and services to achieve business objectives through people engagement/morale/retention and client satisfaction. The role shall serve as the Single Point of Contact (SPOC)/Consultant between the resources and Management/Back Office/Client on HR related matters/issues before, during and after a project assignment of resources. ESSENTIAL DUTIES AND RESPONSIBILITIES (HRBP Role): A. As Strategic Business Partner

• Partners with the CSD/SDM (business leaders) to execute business strategies and tactics of the staff augmentation business that is mainly driven by talent supply-and-demand. Standard HRBP to Resources ratio at 1:80-150, depending on the dynamics of account.
• Develop, maintain and update files/records/systems of the IT skills and technology certifications of resources (supply) in order to efficiently address current and potential client requirements (demand)
• Maintain and update Scheduling Workbook/System/Tracker to ensure that information is accurate and reliable and prepare/distribute template and on-demand reports as required.
• Monitor, report and help manage key metrics such as utilization (days present/work days of the month), chargeability (total hours worked including OT/total regular workhours of the month), involuntary and voluntary attrition (total leavers/total headcount on an annual average basis) and retention (Average tenure served per resource, per client measured monthly over time )
• Monitor, Evaluate and position internal off-boarding resources to current requirements to sustain revenue stream as far as possible
• Liaise with client POCs and end-users/PMs, as may be authorized by the CSD, to address, fulfil and predict client requirements
• Attend, participate and contribute during weekly/regular staffing and scheduling meetings and conference calls and provide value-adding updates and close pending action items and issues.
• Other related duties that may be assigned by Management from time to time.

B. As Employee Champion

• Work with business and HR leadership to balance and align resource career preferences/development goals, by understanding the Resource’s strengths and areas for development (technical and soft skills) vis-a-vis client requirement in order to afford our people with an engaging environment for professional growth.
• Act as the SPOC for clients in collecting, validating and addressing feedback with regard to performance and service delivery, upon the direction of the CSD
• Directly address and close out based on TAT all Level 1 requests, queries and concerns of Resources and escalate to the Center of Expertise/HR Specialist/concerned Back Office units ONLY when questions and queries are either novel or complex.
• Conduct regular and ad-hoc townhall meetings with Resources (per client) to cascade/disseminate new information/policies (originating from Corporate Office or Client), gather feedback, address grievances and appreciate/highlight exemplary performance of resources.
• Conduct employee discipline/Administrative case handling from gathering facts, issuance of NTE, case analysis and decision and issuance of NOD, under the guidance of the HR Director/business leaders in a timely, effective, and thorough manner, with utmost fairness to the employee. Always observe due process of law and ensure cases are airtight to avoid suits against the company.
• Conduct one-on-one resource coaching following the GROW coaching framework or any similar method and keep records of the same.
• Develop, empower, motivate and maintain a set of HRBP conduits per client to help champion employee well-being.
• Perform regular calls or FTF meetings with resources in accordance to approved intervals (1-30-60-90 days) and keep records of the same.
• Other related duties that may be assigned by Management from time to time.

C. As Administrative Expert

• Issue inter-BU template announcements relating end-to-end resource management, from on-boarding to off-boarding, including updates while on-assignment, in a timely and accurate manner.
• Facilitate all on-boarding and off-boarding procedures, and obtain a good command of the Back-Office policies, SOPs, standards and procedures (Timekeeping, Accounting, Billing, NAG, Admin, ISMS etc) to ensure compliance
• Process all forms of documentation (contracts, extension letters, PAF, salary approval, AVRs, EOC/PC Notices, etc) via Docusign/Dynafile in a timely and accurate manner.
• Report to HRIS Custodian all requests for data changes in JPS (end dates, salaries, employment status, etc).
• Facilitate requests for CV update and ensure a, editable copy is saved in Dynafile for every case of CV updating to ensure that the right skills are properly highlighted in accordance to the requirement.
• Prepare all forms of employment certification (COEs, with or without salaries) and coordinate with Center of Expertise on the issuance of client-specific on-boarding requirements.
• Prepare regular and on-demand administrative reports and updates as may be necessary.
• Other related duties that may be assigned by Management from time to time.

D. As Change Agent

• Continuously look for new and better ways of serving the client and resources
• Participate actively in Department-wide or Company-wide change initiatives like system development, process improvement and optimization
• Plan, organize and facilitate any change (big and small) originating from client or Corporate Office/CSD that may affect our resources to ensure smooth transition by following, where applicable, the SCARF model of change management.
• Other related duties that may be assigned by Management from time to time.

EDUCATION AND/OR EXPERIENCE:

Bachelor’s Degree in Psychology, Human Resources Management, or any Humanities or Business field; with at least 5 years of generalist HR experience.