INT-32B1641 | CIVIL ENGINEER

Functional overview

The Human Resource Business Partner (HRBP) is responsible for ensuring that managers and employees of the business understand the company policies and procedures, applying them fairly and consistently across the organization. The role should also demonstrate and be a steward of professional behavior, good teamwork and respect for employee confidentiality at all times and working in accordance with KMC Solutions Inc Mission and Values.

PRIMARY ROLES AND RESPONSIBILITIES:

• To establish and develop a dialogue and relationship with client stakeholders and other HR Business Partners to understand the key resource issues and associated requirements to meet both current and future organizational challenges

• To lead the activity to translate the resourcing requirements and Talent Management information developed by the Training and Organization Development Team into achievable resource plans

• To identify and support the business to successfully deliver credible, customer-focused, cost-effective and innovative solutions using a range of techniques

• In collaboration with HR colleagues, develop a resourcing strategy and innovative, timely and cost-effective best practice solutions to enable the organization to meet its objectives

• Case and Dispute Resolution

• Process Development and Improvement

• Timekeeping Accuracy

• Account Management

EMPLOYEE (LABOR) RELATIONS:

• Facilitates the Disciplinary Process for the targeted employees, taking into consideration due compliance to both Philippine labor laws and company-specific guidelines to ensure that the process is fair to all concerned

• Enables the Exit Management Process by ensuring separating employees undergo a rigid and proper exit process and completes specific requirements and can sign off quitclaim and waiver

• Spearheads the Exit Interview Process and leverages on the acquired information to build on retention and process improvement initiatives of the company

HUMAN RESOURCES SERVICE DELIVERY:

• Point of Contact for all employment certifications in relation to one’s employment including mandatory contributions and clearance certificates

• Conducts and facilitates HR-related enablement sessions to ensure that employees are kept updated as well as informed on the latest policies, guidelines and systems in use essential to the completion of the employee’s work

• Conducts regular site visits to clients and be involved in status checks meetings with each to better understand the HR needs of the business

• Administer the Timekeeping Process including but not limited to ensuring that all employees are included and informed of their employee data prior to endorsement to Payroll

PERFORMANCE MANAGEMENT:

• Ensure timely communication, execution and completion of the performance evaluation process for beginning, mid and year end appraisals

• Oversees and Reviews Employee Movement documentation to ensure accuracy in records and employees are updated of their new movements and/or status within the organization

EMPLOYEE ENGAGEMENT:

• Provides partnership to the business unit to identify strategies to increase employee engagement through effective communication, policies, and practices

• Oversees all HR proponents in company events and is involved in the design and development of each initiative and ensures these are aligned with business needs

SPECIAL PROJECTS:

• Is tasked to take on additional projects as necessary and as instructed by immediate manager or one-up manager

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Minimum competencies

• Proficient Oral and Written Communication Skills

• Creativity and Innovation

• Organization Development

• Influencing Skills

• Interpersonal Sensitivity

• Judgment

• Political and Business Savvy

• Above Average Communication Skills

• Conflict Management

• Critical Thinking

• Excellent Customer Service

• Any four (4) year course

• Preferably Management or Psychology-related courses

Minimum qualifications

Atleast 5 years experience