philippineshuman-resources/hr-business-partner2023-10-122023-12-11bankingTaguigNational Capital RegionPHRobert Waltershttps://www.robertwalters.com.phhttps://www.robertwalters.com.ph/content/dam/robert-walters/global/images/logos/web-logos/square-logo.pngtrue
An exciting Senior HR Manager job opportunity has opened up at one of the country’s progressive and fast-growing banks.
About the Senior HR Manager Role: In this role, you will function as a trusted partner to varied stakeholders encompassing senior leadership, business units, and related external associates. Being a key stakeholder manager, act as critical sounding board and escalation point between the business and HRG Centres of Excellence (COEs)/services communications.
Business Strategy Implementation
Backed by active stakeholder consultation, in partnership with COEs and the broader HR service teams, lead the development of plans to translate all approved business-wide people and talent agenda into action
In partnership with stakeholders, steer the execution of all people and talent change initiatives while identifying opportunities to align with business plans, ensure that risks are managed and everyone is equipped with skills and resources for such change
Partner with the business to discuss and create plans on recurring strategic actions around manpower budget and resourcing, rewards planning, career management, succession, talent mobility and development
Drive HRG programmes and projects delivery, balancing these with business requirements while being conscientious about people appetite
Provide stakeholder consultation, operating as an expert across key HR Services, policies, processes, programmes, projects and analytics; and in due course translating data into actionable items for successful business outcomes
Proactively work with stakeholders to nurture optimistic relationships that drive high performance and engagement, by way of cadenced conversations along issue escalations, diagnosis, solutioning and risk abatement
Be the sounding board and communication conciliator between HRG Centres of Excellence COEs/Services and the business, consistently exercising empathy, acting with integrity, adding value, and managing resistance to change
Lead the execution of HRG’s people experience model, partnering with HRG COEs/services and the business to manage people matters using fact-based insights and focusing on culture and engagement
HRG Programme Implementation
Create influence and impact by leading conversations with the business around manpower, to plan the resource and resource the plan where the right people are ideally in the right boxes at the right time
Partner with the TA Lead and participate in the periodic review and discussion with the business on vacancies and fill-up, consistently referencing manpower plan and budget versus changes in the requirements
Team up with HRG COEs and drive discussions and engagement with the business/stakeholders around the following programmes, taking accountability and governance on gathering required outputs; logically organising them for recording, reporting, presentation, and audit
Organisational Review and Design, Diagnostics – Facilitate updates on organisational structures and job descriptions (JD)
Competency Management – Organise data harnessed from JDs
Succession - Talent review, individual development plan design, talent evaluation and appointment
Career Management – Career planning, coaching, mentoring, competency
Culture and Engagement - Values-driven interventions, socialisation of people survey results and collaborate with business for solutions
Rewards – Performance review, engagement on merit conversations, awards
Career Development – Engagement on IDP implementation
People Relations – Best practice people relations, conflict resolution, policies, regulatory requirements
Analytics – HR dashboard and key talent metrics
Facilitate management-initiated people and talent movements across functions and verticals both cyclical and periodic including but not limited to mobility, migration, promotion, and transfers
To succeed in this Senior HR Manager role, you must have a bachelor’s degree in Human Resource Management, Psychology, Management, Developmental Studies, or any related course.
Minimum of 12 years of background as an HR practitioner with relevant experience particularly as an HR Generalist in BPO, banking, financial, and technology/fintech industries
Bachelor’s degree in Psychology, Management, Human Resources or any related field
Background with the end-to-end employee experience cycle
Solid HR exposure gained from a fast-paced environment
Open to working for a local bank
Strong stakeholder management and project management skills
Team player, agile, self-motivated, and able to work independently
This is an excellent opportunity to advance your career with one of the country’s progressive and fast-growing banks.
With a deep understanding of the organisation and an HR expertise, drive outcomes by implementing business-wide strategies, programmes, and tailor-fit interventions around manpower planning and budget, organisational design and effectiveness, competency management, career/talent management and succession, culture and engagement, performance, rewards and recognition, compliance policies and workplace agreements, conflict resolution and dispute management using analytics, facilitation, and relationship building. If you have all these traits, this Senior HR Manager role is right for you.
Apply today or contact me to discuss this new opportunity.
Due to the high volume of applications we are experiencing, our team will only be in touch with you if your application is shortlisted.