HR Business Partnership Lead (Branch Banking)

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Position Title: Head, HR Business Partnership

Role Exposure:

• Develop an in-depth understanding on the Human Resources operations of the Bank
• Work on challenging and impactful projects that contribute to the Bank's growth and success
• Hone your leadership skills and build a competitive profile for a rewarding career as an officer of the Bank. Participate in cross-functional teamwork, fostering collaboration and creativity, and receive personalized career coaching and mentoring to chart your professional growth path
• Enjoy competitive perks and benefits that reward your hard work and dedication

Job Summary:

Engages with Business Unit Heads as their partner and consultant in delivering People and Organizational agenda to ensure that they are able to efficiently deliver Business Goals and Priorities, being fully aligned with the Institution’s overall HR Strategy.

HR Business Partnership Head shall collaborate dynamically with the Business Units in carrying out responsibilities in the areas of plantilla / manning management, talent acquisition, employee relations, policy interpretation and application, corporate discipline, performance management, compensation management, career management, talent management, employee engagement, employee relations, organizational design, employee/ leadership development and training, in order to support the achievement of business goals and reinforce the Bank’s corporate culture.

HRMG Business Partnership Head shall assist HRMG in developing and implementing innovative orientation, retention, promotion and professional development opportunities of all employees.

Specific Duties & Responsibilities

Business Partnership 

• Develops business units’ HR strategy, in alignment with the Sector and Business Unit Leadership Team and the wider Institutional HR strategy.          
• Manages employee relations, communication, feedback, engagement and issues resolution within the Sector and business units. 
• Leads and supervises the implementation of annual HR cycle deliverables, employee engagement, career management and talent and succession management.        
• Provides day-to-day coaching and recommendation to business leaders and employees on actions relating to HR’s core processes and programs.

Organization Design & Effectiveness and Culture Enhancement

• Promotes the Bank’s culture by implementing people programs in partnership with Centers of Excellence.
• Collaborates with business leaders and Centers of Excellence in the design, development and rolling out of training interventions and programs for employees.
• Partners with Centers of Excellence in the evaluation of jobs to ensure internal equity and alignment with organization goals, internal & external realities.

Organization Development

• Ensures quality hires through a structural assessment of core values, management and leadership competencies.
• Spearheads and implements programs on succession planning and retention.
• Supports the implementation of the 360-degree feedback survey, Employee Engagement Survey and other programs related to career and corporate culture building.          
• Oversees the monitoring of replacement of employees joining career management programs, and/or those due for retirement.
• Implements a mentoring/coaching system and facilitates discussions with individuals to strengthen the development process of employees for career planning as well as business units’ succession mapping.
• Coordinates with the business units on the nomination of candidates for the succession planning program and other special talent development programs.
• Ensures readiness of the identified successors on the prescribed developmental/technical trainings required for the prospective position.
• Develops and establishes networks within the organization to gain support and commitment for joint developmental projects.
• Facilitates offboarding of separated employees, particularly senior officers, due to resignation and retirement.       

Plantilla Management       

• Ensures proper implementation of the bank’s organization design principles as well as approved changes in organization structure.      
• Ensures correct regular update of the entire organizational structure to be used as tool for making personnel decisions in all areas of human capital engagement.
• Monitors bankwide approved vs actual headcount for control and coordination of manpower planning.
• Ensures the effective implementation of approved manning plantilla of assigned account teams.
• Implements movements resulting from re-organization, consolidation or emergence of vacancies.

Talent Acquisition

• Attends to bankwide manpower requirements by facilitating requests for manpower (i.e. replacement, additional staff, etc.)
• Manages career mobility of the employees of the bank.  

Training and Development

• Conducts teambuilding and training for managerial and executive programs.

Industrial Relations and Corporate Discipline

• Ensures and promotes corporate discipline and compliance to policies in partnership with Employee and Industrial Relations Division.
• Instigates and facilitates the administrative process for non-operational or behavioral cases of business units, particularly in the following types of offenses and sanctions identified in the Bank’s policy on the Code of Conduct:
• Class A and B Offenses - provides guidance to line managers in the issuance of disciplinary actions due to such offenses.
• Class C Offenses - manages business units in the issuance of disciplinary actions due to such offenses and employees’ repeat offense of a violation sanctioned by reprimand within a determined active period.     
• Reviews and approves Show Cause Letters, and other pertinent documents related to behavioral cases of units.
• Coordinates and levels with the HRMG Head in the review and endorsement of Decision IOLs.

Management Reports and Other Tasks

• Ensures preparation of timely and accurate management report.

• Maintains network with external counterparts for benchmarking and updates.
• Conducts continuous workflow review and implements process efficiency improvements as necessary.
• Provides consultancy services to subsidiaries on HR matters in the area of specialization.
• Performs other related functions that may be assigned from time to time.

Qualifications:

• 10-15 years of work experience in HRBP, reporting directly to senior leaders
• Preferably with exposure to Recruitment, Performance Management, Talent Management, and Employee Engagement
• Preferably with experience in the banking industry or a large progressive organization
• With people management experience

Other Details:

Rank: Senior Manager to Assistant Vice President

Business Unit: Human Resources Management Group

Office Location: Metrobank GT Tower, Makati City

Work Set-up: Monday to Friday, Onsite, 08:30 AM to 06:00 PM