HUMAN RESOURCE BUSINESS PARTNER

The Purpose Driven Career Objectives of a Human Resources at KMC:

The HR Business Partner (HRBP) plays a key role in aligning business objectives with employees and management in designated business units. As a strategic consultant, the HRBP supports business leaders by driving HR initiatives that foster a positive employee experience, compliance with Philippine labor laws, and the achievement of organizational goals. This position requires expertise in performance management, employee relations, process improvement, and change management. The HRBP is also responsible for managing internship programs, ensuring their successful integration into the business, and facilitating their growth within the organization. The successful candidate will serve as an advisor to leadership, helping shape the future of the business through effective HR strategies and initiatives.

To apply for Human Resources, you are excellent at:

Strategic Partnership and Compliance

• Establish and sustain strategic relationships with client stakeholders to understand business objectives, ensuring alignment with Philippine labor laws, industry regulations, and company-specific guidelines.
• Act as a consultant to management, providing data-driven insights and recommending systematic approaches to address HR challenges.
• Advocate for HR compliance by embedding legal and policy adherence into key processes, audits, and initiatives to minimize organizational risks.
• Develop and implement HR programs and policies that balance compliance with employee engagement and productivity.

Process Improvement and Change Management

• Identify opportunities for streamlining workflows and enhancing the efficiency of HR processes, including employee lifecycle management, documentation, and HR service delivery.
• Leverage exit interview data and other feedback mechanisms to propose and implement actionable improvement initiatives that address root causes of attrition.
• Drive organizational change initiatives by ensuring smooth communication, minimal disruption, and alignment with strategic objectives.
  Promote a culture of innovation by encouraging collaboration across teams and redesigning workflows to reduce redundancy and enhance service delivery.

Internship Management

• Oversee the end-to-end management of interns, from post-onboarding to separation, ensuring their experience aligns with the organization’s standards and objectives.
• Facilitate regular check-ins with interns to track performance, address challenges, and reinforce learning opportunities.
• Coordinate and conduct mid-term and final performance evaluations, or any assessments required by academic institutions, leveraging insights to provide developmental feedback and recommendations for future career opportunities.
• Collaborate with business leaders and supervisors to align intern assignments with organizational objectives, identify challenges, and implement actionable solutions.
• Organize engagement activities and workshops designed to enhance the internship experience, foster learning, and encourage participation in the organization’s culture.
• Ensure timely and accurate processing of documentation for internship completion, including certificates, clearance, and structured feedback.

Employee and Labor Relations

• Ensure that disciplinary actions follow due process in compliance with labor laws and organizational policies.
• Oversee the Exit Management Process, ensuring proper documentation, compliance with requirements, and insightful use of exit data to inform retention strategies.
• Provide guidance and resolution for employee grievances, escalating concerns when necessary, and maintaining a fair and transparent approach to labor relations.

HR Service Delivery

• Serve as the primary point of contact for HR-related concerns, ensuring timely resolution and adherence to service-level agreements (SLAs).
• Facilitate employee onboarding, offboarding, and transitions, ensuring documentation accuracy and compliance with labor laws.
• Conduct enablement sessions to educate employees and leaders on policies, tools, and systems critical to operational success.

Performance Management

• Facilitate timely execution of the performance evaluation cycle, ensuring alignment with business objectives and accurate employee movement documentation.
• Partner with leaders to identify performance trends, design improvement plans, and align employee goals with organizational priorities.

Employee Engagement and Organizational Development

• Collaborate with business units to design and execute employee engagement strategies, ensuring alignment with organizational culture and goals.
• Lead initiatives to promote inclusivity, diversity, wellness, and mental health across the workforce.
• Support leadership development programs and other enablement activities that enhance employee growth and satisfaction.
• Develop tools and platforms for knowledge-sharing and enable continuous learning opportunities for employees.

HR Analytics and Data-Driven Insights

• Analyze HR metrics and trends to provide actionable insights that inform decision-making and support strategic objectives.
• Monitor and measure the success of implemented HR programs, ensuring continuous improvement.

Your Success Profile includes:

• Above average communication skills
• In-depth knowledge of disciplinary processes and employee relations compliance.
• Experience in managing employee relations and resolving conflicts.
• Proficiency in HR automation and digitization tools.
• Ability to plan and execute change initiatives with minimal disruption.
• Skills in aligning organizational change with business objectives.
• Experience with HR Information Systems (HRIS) and data interpretation.
• Knowledge of payroll processes, allowances, and compensation management.
• Excellent communication skills in workshops, enablement sessions, and cross-department discussions.