HR Business Partner  

Summary of Work Activities and Responsibilities:

The HR/OD Client Partner Officer III assists the organization operate at its optimum by ensuring that client concerns are properly attended to, queueing process is managed, trends are analyzed, and recommendations to improve current ways of proceeding are coordinated with the different HR offices and pertinent stakeholders. The position shall serve as a liaison between the HR and the assigned client unit.

Main Duties and Responsibilities:

I. Client Partnership Engagement

• Keeps abreast with trends and changes happening in and outside the University and determines how it affects the HR Cluster, and contributes to the overall employee engagement and experience.
• Works towards improving HR/OD systems in support of the academic and the administrative clusters’ realities and plans, and how it translates to the experience of the employees and leaders working in the University.
• Partners with leaders and employees, coaching and supporting them on issues related to team dynamics, working conditions, change management, and performance effectiveness.
• Serves as a conduit between the unit’s leadership team, the employees and the University management in relation to HR/OD matters.
• Liaises with clients for their HR/OD-related concerns and requirements and recommends new systems and technologies for possible improvements in the efficiency and accuracy of work processes.
• Monitors the cluster and the school calendars, including administrative appointments, and ensures that HR Cluster programs and services align with the client’s schedule and workloads.
• Monitors HR/OD policies and programs that affect employment conditions and employee well-being, and recommends updates and/or development of new initiatives.
• Reviews programs to check on our working conditions as it affects how employees connect with the University, the work they perform, and the interactions they have with their colleagues.
• Initiates conversations and collaborates with affected offices and administrators on how to address brewing or presenting employee concerns.
• Collaborates with the different HR offices to bring relevant and up to date information.
• Attends the concerns of the units and proposes preventive mechanisms and/or risk mitigations.
• Coaches and supports leaders and colleagues with issues related to work challenges, change management efforts, and managing performance effectiveness with the goal of improving work relationships, building morale, and increasing productivity and boosting employee retention.
• Assists in handling and managing arising concerns and conflict situations within the Office and with clients.

II. Section Support

• Monitors metrics and quality measures with the assigned cluster/school leadership team to determine the academic cluster’s HR/OD initiatives’ progress by regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.
• Assists in conducting studies and audits policies, systems, processes, and programs with employee engagement and experience in mind.
  • Monitors the implementation of programmatic and systemic review of systems, programs, and processes.
  • Assists in the assessment, evaluation and analysis of Office systems, design, programs, procedures vis-à-vis benchmarked trends, practices, and standards to ensure continuous improvement, maintenance of and adjustment in service delivery.
  • Recommends HR/OD policies and strategies necessary to improve Office systems in support of the academic and the administrative clusters, and the University.

III. Performs other office-related tasks as may be assigned by immediate supervisor or authorized representative.

Knowledge, Skills, and Abilities

• Systems Thinking: Ability to see interconnections and relationships of systems and processes and requirements.
• Needs Assessment: Ability to conduct needs assessment, which includes data gathering, data analysis, and assessments to determine best course of action.
• Networking and Relationship Management: Ability to establish, develop and maintain productive relationship with partners and other stakeholders over time. Ability to innovate and partner with stakeholders on changes brought about by the innovations; able to collaborate and deal with different levels of stakeholders.
• Data Management: Knowledge of data gathering methods, data mapping, data and statistical analysis; ability to communicate data that is relatable and in such a way that can inspire action.
• Technical Acumen: Knowledge of labor laws, statistics, qualitative and quantitative methodologies
• Technological Savvy: Ability to utilize information technology and computer and internet systems to accomplish tasks.
• Records Management: Ability to systematically organize, store, update, and protect records throughout their life cycle – from the time of creation or receipt to their eventual disposition/turnover.
• Service Orientation: Actively looking for ways to help people; Ability to relate with client well-pleasing, warm, patient and respectful in dealing with people.
• Critical Thinking: Ability to collect and consolidate information, and make sound
• decisions & solve problems by weighing possible benefits, risks, and other implications; with a legal sense or familiarity with legal laws or regulations.
• Interpersonal Skills: Ability to effectively relate, collaborate, and negotiate with different job levels in different circumstances, taking into consideration their needs, feelings, and context.
• Communication Skills: Ability to disseminate information/message in various modalities for different stakeholders; this includes preparing reports and infographics

Education and Experience Requirements:

• Bachelor’s Degree in Psychology/Management or related course
• Master’s Degree in Psychology or Business is an advantage
• At least three (3) years of experience facilitating groups and proposing interventions
• At least three (3) years of experience in managing clients and HR client partnering
• Experience or knowledge on several work process improvement, organizational design, people analytics, and data mapping
• Experience in an academic setting is an advantage