HR Operations Lead  

Position Overview

The HR Operations Lead will be responsible for performing human resource administrative and analytical work, particularly on employee and labor relations; employee engagement activities; employee welfare; providing analysis on various HR programs and initiatives, and other support required.

Duties & Responsibilities

The HR Operations Lead shall perform duties and responsibilities including, but not limited to the following:

• Employee/Labor Relations, Performance Management, and Business Partnership
• Supervise and handle the employee discipline management process
• Provide counsel to employees including leadership and executive levels regarding policies and programs
• ∙Develop and implement new policies, practices, and programs to meet organizational needs
• Monitor conditions of employment and minimize industrial disputes
• ∙Administer grievance procedures, mediation, conciliation, and arbitration proceedings, if needed
• ∙Represent the company in DOLE proceedings or NLRC cases
• ∙Participate in and conducts legal, government compliance, and procedural monitoring activities
• ∙Facilitate regular touch base meetings with Business Unit Heads and Corporate Leaders
• ∙Maintain cordial relationships with all internal and external stakeholders
• ∙Oversee and manage the Performance Management process

HR Analytics

• ∙Collect, compile, and analyze data to produce different HR reports and analytics that will be used to track trends and developments assigned in different business functional areas
• ∙Research, analyze, and present data as assigned to develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics
• ∙Meet with internal stakeholders from employees to leadership levels to discuss and clarify requests for projects, highlight issues, and make recommendations to address concerns and priorities

Team Management

• ∙Monitor team’s day-to-day deliverables, projects, reports, and other initiatives
• ∙Conduct regular team and individual check-ins, coaching sessions, and mentorship
• ∙Manage team’s performance individually and as a group and ensure that the team’s attainment is meeting the set goals or KPI
• ∙Ensure that the team’s goals are aligned with the company’s objectives
• Employee 201/HRIS Management, Onboarding, and Offboarding
• Guarantee that New Hire Orientation is well facilitated
• ∙Ensure that the team maintains organized, complete, and update employee HRIS profiles and
• Employee 201 files (physical and e-copies)
• ∙Review and promptly update HRIS records to reflect profile/employee data change requests, employee movements, such as transfers and promotions, approver/assignment/salary changes, office or location changes, etc. ∙Lead employee data clean up projects and HRIS module creation/updates
• ∙Proactively address HRIS and employee data issues, coordinate with the HRIS service providers, and initiate the root cause analysis (RCA) activities
• ∙Recommend strategic improvements for employee data management and HRIS processes
• ∙Ensure that Offboarding Process is properly facilitated from Separation Notification, HRIS
• Deactivation, and Exit Clearance Process to releasing of Final Pay
• ∙Ensure that processes are up to date and compliant with the General Labor Standards and other government/legal policies.

Employee Engagement

• ∙Work with the Employee Engagement Team as well as business units, to build and maintain a planner of meaningful employee engagement activities on a monthly, quarterly, and annual basis
• ∙Conceptualize, plan for, and facilitate focused group discussions (FGDs), employee satisfaction or experience surveys, rewards and recognition activities, and other business unit or company-wide engagement initiatives
• ∙Coordinate preparations, including securing budget approval, sourcing, and procuring venue, materials, props, prizes, and other collaterals, for company events
• ∙Assist in creating purposeful information and communication materials and content for social media that are aligned with the Company’s brand and clearly convey the Company’s culture, events, and message
• ∙Prepare, send out and analyze post-event surveys

Qualifications

• At least five (5) years of Human Resources management experience, two (2) of which shall be in leadership / supervisorial capacity, preferably in the BPO
• Thorough working knowledge of HR best practices relative to employee and labor relations, DOLE and other Legal
• Compliance related to employment, and organization management
• ∙Demonstrated the ability to connect, communicate, and influence, to elicit cooperation across all levels within the organization, including executive stakeholders effectively and credibly
• ∙Excellent service orientation, and organization skills, including reporting and analysis, presentation skills, time management, planning, and the ability to manage multiple priorities at any given time
• ∙A people-first mindset and the ability to deliver short-term and long-term solutions
• ∙Undisputed integrity, reliability, professionalism, and maturity, even in uncertain situations