HR Business Partner at Filinvest Group

Makati, Metro Manila, Philippines -

Full Time

Start Date

Immediate

Expiry Date

21 May, 26

Salary

0.0

Posted On

20 Feb, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Workforce Planning, Talent Management, Organizational Development, Employee Engagement, Labor Relations, HR Cost Management, Talent Analytics, Performance Management, Succession Planning, Change Management, Discipline Process, Behavioral Threat Assessment, HRIS Systems, Microsoft Office Suite, Employment Laws, LMS

Industry

Hospitality

Description

Work Location: Makati based/ onsite on weekdays JOB SUMMARY: The HR Business Partner (HRBP) Utilities Group serves as a strategic advisor and operational enabler to business leaders, ensuring the effective alignment of people strategies with business goals. Embedded within the business unit, the HRBP partners closely with line managers and functional heads to drive workforce planning, talent development, organizational effectiveness, employee engagement, and labor relations. Talent Strategy Workforce Planning: Implement talent strategy and workforce planning across critical roles and future capability needs as aligned with COEs HR Cost Management: Monitor budget oversight and optimization of HR-related costs HR Cost Management: Implement resource planning and ROI tracking for programs Talent Strategy Formulation and Talent Management Activities Execution as Aligned with HR COE: Ensure end-to-end deployment of talent management and COE-aligned programs such as but not limited to performance management, succession and talent reviews, employee promotion, career pathing, competency assessment, etc. Talent Analytics and Reporting: Ensure availability and optimize Talent analytics and dashboard reporting HR Programs Implementation Ensure end-to-end implementation of HR COE Programs to the business Ensure comprehensive and relevant employee communication and employee enablement Learning and Development Learning Needs Analysis and Learning Solutions Design and Implementation: Facilitate company-specific learning needs and execution of business-specific learning interventions in collaboration with L&D team for implementation Organization Development Organization Design and Structure: Review organization structure, planning and design Pulsing, Diagnosis, & Interventions: Facilitate diagnosis of team and organizational issues, intervention planning including retention planning and initiatives deployment Change Management: Implement change management activities during organizational transitions in partnership with the leadership team Employee Relations/Labor Relations Implementation of End-to-End Discipline Process: Manage labor relations across the Utilities Group and oversee the end-to-end implementation of the employee discipline process Company-Specific Employee Resource Groups/Committees: Ensures facilitation of employee resource groups and committees Behavioral Threat Assessment and Management: Identify potential behavioral threats within the workforce and implement mitigation strategies to address and manage risk in collaboration with safety and security teams Employee Engagement Employee Engagement Activities Planning and Implementation: Ensure availability and oversee execution of engagement and health and wellness activities Cascade and Planning for Employee Survey Results: Facilitate survey cascades, analysis, and action planning Ensure the conduct of Exit Interviews, Analysis and Interventions: Implement retention initiatives based on exit interview results Employee Issue Resolution Level 3 (complex): Provide resolution on employee issues categorized at level 3 Crisis Management Act as the primary point of contact during crisis management Education: Bachelors degree in Human Resources, Business Administration, Psychology, or a related field (required) Preferably with Masters degree or MBA with HR specialization Experience: Minimum of 5 years of progressive HR experience in a Business Partner or strategic HR role Demonstrated experience in talent management, organizational development, employee relations, and HR program implementation Proven experience managing complex employee relations issues and labor relations Experience working in utilities, infrastructure, or large-scale operational environments Technical Skills: Strong knowledge of HRIS systems, talent analytics, and reporting tools Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word) Familiarity with behavioral assessment tools, succession planning tools, and learning management systems (LMS) Knowledge of employment laws, regulations, and compliance standards

Responsibilities

The HR Business Partner acts as a strategic advisor and operational enabler for the Utilities Group, aligning people strategies with business goals through workforce planning, talent development, and organizational effectiveness. Key duties include executing talent management programs, managing labor relations, overseeing employee engagement activities, and facilitating organizational diagnosis and change management.